All employees are encouraged to receive additional training and to develop goals and objectives related to
advancement within the clinic. 

NUIHC will make every effort to ensure that all training opportunities are provided on an impartial basis to
all classifications of employees.  Employees do, however, have a responsibility to keep their supervisors aware
of training, which may assist them in reaching their career goals. 

It is important that employees provide copies of training certificates, diplomas and other related information so that
it may be placed into their personnel files. 

NUIHC will make every effort to ensure that unnecessary education and experience requirements, which
reduce competition for promotions, are eliminated.  When promotional opportunities are available, all employees will
be informed.   

Employee Separation

An employee who resigns will be requested to have an exit interview with the Human Resource Manager and/or
their direct supervisor.  Letters of resignation may be shared with the Board of Directors. 

Reduction in Force (Lay-offs)

Whenever it becomes necessary to reduce the workforce, whether due to lack of work, organizational changes,
reductions in funding, or terminations or grants, employees in the effected class shall be laid off according to
seniority and performance ability.  Date of hire and the most recent performance evaluation shall be used to
establish status.  Employees affected by a reduction in force shall be notified in writing prior to the effective date as
soon as possible. 

Involuntary Termination

Employees may be terminated for cause.  Cause shall be determined by the Executive Director in consultation with the Board President and Chair of the Personnel Committee and may include the following:

Ö        Conviction of a felony

Ö        Illegal possession and/or use of drugs

Ö        Misuse of funds and facilities

Ö        Making false statements or practicing deception

Ö        Exhibiting threatening or intimidating behavior

Ö        Practicing skills incongruent with the professional conduct expected of a NUIHC employee. 

Ö        Other action, i.e., tardiness, absenteeism, chronic use of alcohol, deliberate violations of NUIHC
      policies, physical or mental incompetence, or negligence in duties. 

Prior to dismissal, the employee may be issued a letter of reprimand and placed on probation for a specified period
of time.  During the probationary period, the employee may be terminated if the performance level does not improve. 

Upon termination, the employee shall be advised or his/her rights to file a grievance in accordance with NUIHC policy. 

Evaluations

All NUIHC employees will be evaluated on an annual basis, no later than thirty (30) days after the
employee’s anniversary date of employment.  These performance evaluations may be held more often at the discretion
of the supervisor and/or Executive Director. 

Each employee will adhere to his/her job description for performance standards, duties, and responsibilities. 
The employee’s direct supervisor emphasizes the defined performance during the employee’s orientation,
initial probation, and throughout the supervisory process.  The job description provides the framework for an
employee.  However, additional duties may be requested based upon a person’s capabilities and experience. 

Evaluation Process

A performance evaluation shall be conducted at the end of the employee’s probationary period and annually thereafter.  The employee shall review the evaluation and if there is concurrence, the employee shall sign the document.  If
the employee does not agree with the evaluation, he/she has the right to comment.  Disagreements may be discussed
with the Executive Director.  However, the employee does not have the right to use the grievance procedure. 

Performance Improvement

When employees do not meet performance standards, attempts will be made to help them improve job performance. 
All performance improvement plans will be in writing and signed by the employee and his/her direct supervisor. 

Salary Review

Salary reviews will be made on an annual basis.  There are no guarantees that adjustments to wages and/or benefits
will occur, due to the instability of funding.  However, management will make every effort to ensure that
employees receive some additional compensation on an annual basis.

Disciplinary Procedures 

All employees of NUIHC are expected to perform the duties of their position to the best of their ability or to ask
for technical assistance in the areas which they are struggling.  Every effort will be made to assist the employee.  If
an employee violates NUIHC policies and regulations, the employee’s direct supervisor and/or the Executive
Director will discipline the employee using the appropriate methods.  These methods include, but are not limited to:

Access to Personnel Records

Current and former employees may review certain specified personnel records that have been used, or that are
intended for use in determining the employee’s qualifications for employment, promotion transfer, lay-offs,
additional compensation, discharge or other disciplinary action.  Certain documents are not subject to employee
access.  They are: confidential letters of reference, information about another employee, materials used in
management planning.  Personnel records can be reviewed in the Administrative Office (located in Omaha), and may
not be removed from the premises.  Employees may have single photocopies of any document inspected.