Nebraska's minimum wage increased to $9 per hour as of January 1, 2016.
Nebraska has a new law, to take effect in September 2015, requiring employers to grant reasonable accommodations for pregnant individuals with known physical limitations.
Neb. Rev. Sec. 48-1102(11) states: "Reasonable accommodation with respect to pregnancy, child birth, or related medical conditions, shall include acquisition of equipment for sitting, more frequent or longer breaks, periodic rest, assistance with manual labor, job restructuring, light duty assignments, modified work schedules, temporary transfers to less strenuous or hazardous work, time off to recover from childbirth, or break time and appropriate facilities for breast-feeding or expressing breast milk."
The new law makes it an unlawful employment practice to: "discriminate against an individual who is pregnant, who has given birth, or has a related condition in regard to job application procedures, the hiring, advancement, or discharge of employees, employee compensation, job training, and other terms, conditions and privileges of employment."
The law makes it a discriminatory practice to require an employee to take leave under any leave law or policy of the employer if another reasonable accommodation can be provided to the known limitations related to the pregnancy, childbirth, or related medical conditions of the employee.
Finally, it makes it a discriminatory practice to take adverse action against an employee for requesting or using a reasonable accommodation related to the pregnancy, childbirth, or related medical conditions of such employee.
Contact Doug Novotny at 402-991-7643 if you have any questions regarding the above or employment law in general.
INJURED & SEEK COMPENSATION?
Call Doug Novotny at 402-991-7643 for a free initial consultation.
INJURED & SEEK COMPENSATION?
Call Doug Novotny at 402-991-7643 for a free initial consultation.
Employment Law
Employers must pay employees for unused vacation leave with their final paycheck. Further unused PTO (PAID TIME OFF) must be paid to employees upon termination of employment. Sick leave is distinguishable from vacation and thus sick leave need not be paid at termination, unless the sick leave is combined with the PTO hours.
So for example, if you have earned 50 hours of PTO when you resign or are fired, you are entitled to the 50 hours of pay on your final paycheck. On the other hand if you have 8 hours of vacation and 42 hours of sick leave at the time of your termination of employment, you are only entitled to 8 hours of pay.
If you have any employment law questions, please feel free to contact me at 402-991-7643
Do you have a legal question? Afraid it will cost too much to see an attorney?
I pride myself on providing competent legal advice to my clients and individuals with legal questions. I routinely provide free advice and answers to general inquiries. Further, if your question is of a more detailed nature, I offer free initial consultations. If I am unfamiliar with the law on that particular question, I know plenty of attorneys that specialize in those areas. Should further action need to be taken on your articular case, I will provide you with the legal costs of moving forward. No surprises.
So feel free to send an e-mail - doug@douglasnovotnylaw.com or call me with your legal inquiries. 402-991-7643