Nebraska is an “employment-at-will” state. Therefore, an employer may generally terminate an employment relationship at any time and for any reason unless a collective bargaining agreement, employment contract, existing law, or recognized public policy provides otherwise.
Despite a strong presumption in favor of the at-will standard, Nebraska courts have recognized that definite statements in an employee handbook or policy manual may create an employment contract.
For example, the Nebraska Supreme Court has held an employer to a “promised” grievance procedure contained in an employee handbook (Morris v. Lutheran Medical Center, 340 N.W.2d 388 (NE 1983)).
On the other hand, an employer's policy included in an employee manual that conflicts with state or federal law is void and unenforceable (Roseland v. Strategic Staff Management, Inc.,