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Nebraska Termination (with Discharge): What you need to know

Nebraska is an “employment-at-will” state. Therefore, an employer may generally terminate an employment relationship at any time and for any reason unless an agreement or statute provides otherwise. In addition, there are several important limitations to the at-will doctrine that have been recognized in Nebraska.
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Nebraska has enacted several statutes that specifically limit an employer's ability to terminate an employee.
Family Military Leave Act. Employers may not discharge or otherwise discriminate against any employee that exercises his or her rights under the Act (NE Rev. Stat. Sec. 55-501 et seq.).
Jury duty. It is illegal to discharge or discipline an employee called to jury duty who gave reasonable notice to his or her employer regarding the summons (NE Rev. Stat. Sec. 25-1640).
Labor activities. An employer may not deny employment due to an individual's membership with or refusal to join a labor organization (NE Rev. Stat. Sec. 48-217).
Political activity/voting. Employers are prohibited from attempting to influence the political action of their employees by threatening discharge or threatening to close its place of business if a particular issue is passed or defeated or if a particular candidate or party wins or loses an election (NE Rev. Stat. Sec. 32-1537).
Volunteer Emergency Responders Job Protection Act. Employers may not terminate or discipline an employee who is a volunteer emergency responder if the employee is absent or late to work in order to respond to an emergency occurring before the time the employee is required to report to work (NE Rev. Stat. Sec. 35-1403).
Whistleblowers. Under the State Government Effectiveness Act, it is unlawful to discharge or discipline ...

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Nebraska Termination (with Discharge) Resources

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Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
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This special report will discuss how you can ensure your records are in good order, and establish a record-retention policy.

Topics covered:
1. Hiring Records
2. Employment Relationships
3. Termination Records
4. Litigation Issues
5. Electronic Information Issues
6. Tips for Better Recordkeeping
7. A List of Legal Requirements

Make sure you have the information you need to know to keep your records in order.