Commitment To Workplace Expectations
Each employee within Creighton University will be expected to review policies regarding workplace expectations and guidelines. These are set to maintain and promote a professional and positive work environment.
Absenteeism and Tardiness
Creighton University expects all employees to assume responsibility for their attendance and promptness. The University recognizes a reasonable amount of absence due to illness and/or emergency situations. Please review the Absenteeism and Tardiness policy.
Appropriate Workplace Attire
Employees are expected to maintain a neat, clean, and professional appearance. An employee should either:
- Exercise appropriate judgment in selecting workplace attire; or
- Consult with supervisor regarding appropriate attire based on position duties and responsibilities.
To promote a productive and safe work environment, the University provides break periods using the following criteria:
- Employees who work six (6) or more hours: Two (2) paid, 15-minute break periods per workday.
- Employees who work at least four (4) consecutive hours: One (1) paid, 15-minute break period per workday.
Supervisors will schedule staggered break periods to maintain uninterrupted service. Employees cannot forego break periods to leave work earlier than usual or combine break periods with lunch periods so as to extend the lunch period.
Computer Practices and Software Licenses
Employees have no personal privacy right in anything created, received, or sent on or from Creighton's e-mail or voicemail systems, and by accessing the systems, employees expressly waive any right of privacy in anything they create, store, send, or receive on the systems. By accessing the systems, employees further consent to allowing Creighton management to access all material created, sent, or received on the systems.
Unauthorized copying and/or the unauthorized use of computer software programs is strictly prohibited. It is each employee's responsibility to become familiar with and understand the license rules for each software program used.
Confidentiality of Records
The employee file includes the application/resume, records of training, performance appraisals, disciplinary records, salary history, and other pertinent information. Employees may view their personnel file by contacting the Human Resources Department to schedule an appointment.
Release of Information
Absent a valid subpoena or court order, the University does not release confidential or personal information about employees, students, or patients to anyone outside the University. Information is disseminated internally on a strict "need to know" basis, except for information published in University directories.
Requests for salary/employment verifications for loan purposes or references must be directed to The Work Number service via www.theworknumber.com or by calling 800.367.2884. This service is used to facilitate all requests for employment and/or income verification.
The Family Educational Rights and Privacy Act (FERPA) is a federal law that protects the privacy of student education records. The University maintains student education records and is responsible for their access and release in accordance with FERPA. It is the policy of the University to comply with FERPA. For additional information or questions, contact the Office of the Registrar.
Creighton Employees and Billing Compliance
Creighton University, through its Health Sciences Schools, is involved in the delivery of health care services and items, some of which are paid for by Medicare and Medicaid. The federal government and the State of Nebraska have enacted laws to protect government programs, including Medicare and Medicaid, from waste, fraud and abuse. These laws include the Federal False Claims Act (the FCA), the Program Fraud Civil Remedies Act, and the Nebraska False Medicaid Claims Act. The FCA permits employees to bring actions against organizations that violate the FCA. The FCA also protects employees who bring such actions. The University through its Compliance Plan for Health Sciences Billing and Patient Services (the Billing Compliance Plan) seeks to prevent, detect and correct any fraud, waste and abuse in its delivery of health care services and items. The University will not tolerate retaliation against any employee who detects and reports fraud, waste or abuse through the Billing Compliance Plan or the FCA. To view more information pertaining to the Billing Compliance Plan, the Policy on False Claims Laws, and Employee Reporting of Noncompliance, please visit the Compliance & Regulatory Support webpage.
Employees who work six or more hours a day are encouraged to take a 30-minute lunch period approximately halfway through the work day and are encouraged to leave the department. The lunch period is without pay. Supervisors may schedule staggered lunch periods to maintain uninterrupted departmental service. A non-exempt employee may not work through a lunch period without prior approval of the supervisor. The supervisor will not permit or require employees to work during the lunch period, unless the needs of University business deem it necessary. If a non-exempt employee is permitted or required to work through the day without a lunch period, time worked during the lunch period will be recorded as hours worked and will be paid as overtime hours, if hours worked in the workweek exceed 40 hours. Employees are not permitted to forego a lunch period during the day in order to take time off at the beginning or end of the day.
Misuse of Creighton University Employee Status
An employee should not use the University's name or his/her employment status in any opinion or certificate concerning the following:
- The merit or credit of any business undertaking;
- The value of any scientific and practical invention;
- The sponsorship of an organization;
- The support of a political candidate;
- Any commercial venture or enterprise, and/or;
- Any endeavor which may bring discredit to the University.
The University observes an annual evaluation period of July 1 to June 30. It is expected that supervisors and employees meet periodically throughout the year to discuss the employee's progress and, if necessary, identify and correct areas of concern. At any time during the evaluation period, a supervisor may determine that a Performance Improvement Plan be developed for the employee. Employees are encouraged to discuss with their supervisor or Human Resources any concerns regarding their performance. Prior to implementing a Performance Improvement Plan, supervisors are required to contact Human Resources to collaborate an appropriate action. Please visit the Performance Management webpage for detailed information regarding the process and timelines.
To avoid disruption of Creighton's operations, the following rules apply to solicitations and distribution of literature on Creighton property:
- Employees may not solicit other employees for membership, contributions, funds, or other purposes during the employee's work time.
- Employees may not distribute literature (other than information about Creighton) at any time for any purpose in working areas.
- Persons who are not employed by Creighton may not solicit or distribute literature on Creighton property at any time for any purpose except by approval of the University.
In some instances, solicitation or distribution of literature may be considered appropriate. In these exceptional cases, such activities may be permitted with approval of a supervisor.
Creighton reserves the right to authorize the solicitation of funds for Creighton and for recognized and established charities which benefit the general community.
Supervisors will advise employees of the individual work schedule. Staffing needs and operational demands may necessitate variations and/or changes in starting and ending times, as well as variations in the total hours that may be scheduled each day and week. The University will strive to give employees adequate advance notice of schedule changes.