IDF Employee Handbook – Nebraska Supplement (2026)

1. Purpose of the Nebraska Supplement

The Nebraska Supplement provides state‑specific employment policies that apply only to IDF employees working in Nebraska. It must be read together with the National Employee Handbook.
If any Nebraska policy is more generous or differs from the National Handbook, the Nebraska policy will apply.

Employment remains at‑will unless a written agreement is executed by the CEO or an authorized representative.

Employees should contact Human Resources with questions.

2. Equal Employment Opportunity & Diversity

IDF complies with both federal and Nebraska anti‑discrimination laws.

Nebraska prohibits discrimination or harassment based on:

• Race (including hair texture & protective hairstyles)
• Color
• Religion
• National origin
• Sex
• Pregnancy, childbirth & related conditions
• Disability
• Age (40+)
• Marital status
• HIV/AIDS status
• Military status
• Genetic information

IDF does not tolerate discrimination or harassment based on any protected characteristic.

3. Pregnancy & Childbirth Accommodations

Nebraska employees may request reasonable accommodations for pregnancy‑related health conditions, including:

• Additional or longer breaks
• Modified schedules
• Light duty
• Periodic rest
• Assistance with manual labor
• Equipment or seating adjustments
• Temporary transfer to less strenuous duties
• Time off for childbirth recovery
• Breaks and facilities for breastfeeding or pumping

No employee will face adverse action for requesting or using accommodations.

Requests should be directed to Human Resources.

4. State‑Specific Time Off & Leave Policies

4.1 Bone Marrow Donor Leave

Nebraska employees are entitled to paid time off to undergo bone marrow donation procedures.
Verification may be required.

4.2 Election Official Leave

Nebraska employees who serve as:

• Election judges
• Clerks
• Inspectors
• Canvassing board members
• Other authorized election workers

are entitled to paid leave for the hours they are required to serve.

If service lasts 8+ hours, employees are also excused for the 8 hours before and 8 hours after their election duties.

Advance notice and proof of service may be required.

4.3 Military Leave

Nebraska state active‑duty service is protected similarly to federal USERRA rights.
These include:

• Job reinstatement
• Anti‑discrimination protections
• Preservation of benefits and seniority

This applies to Nebraska National Guard members and Nebraska employees serving in the National Guard of another state.

4.4 Emergency Responder Leave

Employees approved to serve as volunteer firefighters, EMTs, or rescue squad members will not be disciplined or terminated for lateness or absence caused by responding to an emergency.

Employees must:

• Provide advance notice when possible
• Submit a signed statement confirming emergency response
• Provide documentation within 7 days when requested

Leave under this policy is unpaid, except as required for exempt employees.

4.5 Time Off to Vote (Nebraska Law)

Employees who have less than 2 hours outside working hours while polls are open may take enough paid time off to have 2 consecutive hours available to vote.

Employees must provide notice before or on Election Day.
Proof of voting may be required.

4.6 Jury Duty Leave (Nebraska‑Specific Rules)

Nebraska employees will receive:

• Paid leave while serving jury duty
• Any court‑provided compensation (excluding expenses) will be offset against IDF’s payments

Employees may not be penalized for serving.
Notice and verification of service are required.

5. Pay Practices

Discussion of Wages

Nebraska employees are free to discuss, inquire about, or disclose their own compensation without fear of retaliation.

Exceptions:

• Employees with access to payroll information as part of their job may not disclose other employees’ wage information unless allowed by law.

6. Workplace Environment Requirements

Cell Phone Use & Texting While Driving

Nebraska law prohibits texting while driving.
IDF policy also prohibits:

• Using a cell phone for business while driving
• Using any mobile device while driving on work time or in an IDF vehicle

Employees must safely pull over before using a device unless using hands‑free technology.