HR Compliance Essentials

Running a nonprofit means juggling mission, people, and compliance all at once. HR compliance often gets pushed aside until something goes wrong. For Nebraska nonprofits, getting the basics right can reduce risk, strengthen culture, and protect the work you care about most.

Here’s one practical takeaway from each major area covered in our Human Resources Compliance Guide for Nonprofits.

Onboarding: Documentation Is Not Optional

One of the most overlooked compliance gaps is incomplete onboarding paperwork. Every Nebraska nonprofit must ensure new hires complete Form I-9 on time, regardless of size or tax-exempt status. Missing or late forms can trigger fines during an audit. A simple checklist for day one and day three of employment goes a long way toward protecting your organization and your employees

Recruiting: Interview Questions Matter More Than You Think

It is easy to drift into risky territory during interviews. Asking about family status, age, or even seemingly harmless personal details can expose your organization to discrimination claims. Nebraska nonprofits should train interviewers to stick to job-related questions only and apply the same criteria to every candidate. Consistency is one of your strongest legal safeguards.

Background Checks: Consent Comes First

If you conduct background checks, written consent must be obtained before running them. This is not a formality. Under federal law, consent must be clear and separate from other documents. For nonprofits working with vulnerable populations, this step protects both the people you serve and your organization’s credibility.

Employee Handbooks: At-Will Language Needs to Be Clear

Nebraska follows at-will employment, but that protection only holds if your handbook states it clearly and consistently. Vague or contradictory language can unintentionally create an implied contract. A well-written at-will statement, reviewed regularly, helps prevent costly misunderstandings.

Updates: An Outdated Handbook Is a Liability

Employment laws change, and so do organizations. Reviewing your handbook annually is not just best practice, it is risk management. Even small policy updates should be documented, distributed, and acknowledged by employees.

You are already doing meaningful work in your community. Solid HR compliance supports that work by creating stability, clarity, and trust.

Download our Human Resources Compliance Guide for Nonprofits for more complete details and practical guidance you can put to work right away.