Nebraska Hiring laws & compensation compliance analysis

Nebraska Hiring: What you need to know

The Nebraska Fair Employment Practices Act prohibits hiring practices that discriminate on the basis of race, color, religion, sex, disability, marital status, or national origin, unless based on a bona fide occupational qualification (BFOQ) (Neb. Rev. Stat. § 48-1101et seq.). Separate laws prohibit hiring practices that discriminate on the basis of age (Neb. Rev. Stat. § 48-1001 et seq.) or genetic test results (Neb. Rev. Stat. § 48-236).
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The Nebraska Fair Employment Practices Act applies to employers with 15 or more employees, the age discrimination law covers employers with 20 or more employees, and the genetic test discrimination law applies to all employers regardless of size. More information is available at theNebraska Discrimination, Age Discrimination, and Disability sections.
Acquired immunodeficiency syndrome (AIDS). The AIDS Discrimination Act prohibits hiring practices that discriminate against individuals who have, or who are perceived to have, human immunodeficiency virus (HIV) infection or AIDS, unless a particular individual is unable to perform job duties or poses a direct threat to the health of others. The Act covers all employers, regardless of size (Neb. Rev. Stat. § 20-167 et seq.).
Veterans’ preference. A private employer may adopt a voluntary policy that gives preference in hiring to veterans (Neb. Rev. Stat. § 48-238). In public employment, veterans are entitled to preference (Neb. Rev. Stat. § 48-226).
Social media. Employers may not request that an applicant provide or disclose a username, a password, or related account information in order to gain access to a personal Internet account. More information is available at theNebraska Preemployment Inquiries section.

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