Arizona Addendum
In the event of a conflict between the Handbook and any provision of an applicable Addendum, the conflict will be resolved as follows:
- If a benefit provided by the University is more generous than the benefit provided in the applicable Addendum, the University will offer the employee the more generous benefit unless such benefit is limited by statute (e.g., to residents of or employees working in Colorado).
- If a University policy or procedure provides an employee with more protection than that provided under the applicable Addendum, the University’s more protective policy or procedure will apply to internal University processes, and the policy or procedure specified in the applicable Addendum will apply to external proceedings in the applicable state or local agency.
For example, if the University’s Discrimination and Harassment Policy includes more protected statuses than a particular state provides, the University’s Discrimination and Harassment Policy and the applicable procedures established by the Office of Equal Opportunity & Title IX (EOIX) will apply to a report or complaint filed with EOIX. For a complaint filed with the state or local civil rights agency, the protections afforded under the state Addendum will apply.
Employees with questions about the Handbook or any applicable Addendum should contact their HR Partner at AskHRPartners@du.edu.
Arizona
Crime Victim Leave
Arizona employees who are victims of a crime or juvenile offense may take unpaid time off: (i) to exercise their rights as a victim under applicable law; (ii) to obtain or attempt to obtain an order of protection, an injunction against harassment, or any other injunctive relief; (iii) to help ensure the health, safety, or welfare of themselves or their child; and (iv) to attend certain criminal proceedings. The University of Denver may limit the amount of leave provided under this addendum if the leave would create an undue hardship to the University’s operations.
For purposes of this Addendum, a “victim of a crime or juvenile offense” is a person against whom a delinquent act or criminal offense was committed. If that person is killed or incapacitated, their spouse, parent, child, grandparent, or sibling can also be considered “victims of a crime or juvenile offense” for the purpose of this Addendum, as can any of the original victim’s lawful representatives, or any other person related to the original victim by consanguinity or affinity to the second degree. A person cannot be considered a “victim of a crime or juvenile offense” for the purpose of this Addendum if they are in custody for an offense or are accused of having committed the delinquent act or criminal offense that created the need for this leave.
Employees must provide the University of Denver reasonable advance notice of the need to take time off under this Addendum, if practicable. If advance notice is not practical, employees must provide notice as soon as practical. The University of Denver may request reasonable documentation of the need for such leave, including, but not limited to, the form the employee received from law enforcement related to victims’ rights and/or notices of any scheduled legal proceeding given to the employee.
The University of Denver will treat all information related to an employee’s leave pursuant to this policy as confidential. The University of Denver will not discriminate or retaliate against employees for requesting or taking leave in compliance with this Addendum. Employees seeking to take leave under this Addendum must first exhaust any available vacation and/or paid sick leave.
Non-Discrimination Statement and Discrimination and Harassment Policy
The University of Denver has adopted a Non-Discrimination Statement and a Discrimination and Harassment Policy. Please refer to the Discrimination and Harassment Policy for further information.
The University of Denver Non-Discrimination Statement specifies that:
The University of Denver prohibits discrimination on the basis of race, color, national origin, ancestry, age, religion, creed, disability, sex, sexual orientation, gender identity, gender expression, marital status, pregnancy, genetic information, military enlistment, or veteran status, and any other class of individuals protected from discrimination under federal, state, or local law, regulation, or ordinance in any of the University’s educational programs and activities, and in the employment (including application for employment) and admissions (including application for admission) context, as required by Title IX of the Education Amendments of 1972; the Americans with Disabilities Act; Section 504 of the Rehabilitation Act of 1973; Title VI and VII of the Civil Rights Act of 1964; the Age Discrimination Act of 1975; the Age Discrimination in Employment Act of 1967; the Equal Pay Act; the Colorado Equal Pay for Equal Work Act; the Colorado Protecting Opportunities and Workers' Rights ("POWR") Act; and any other federal, state, and local laws, regulations, or ordinances that prohibit discrimination, harassment, and/or retaliation.
Accordingly, the University of Denver does not discriminate against (in any aspect of employment, including recruiting and hiring, job assignment, compensation, opportunities for advancement, promotion, transfers, evaluation, benefits, training, discipline, and termination), nor does it tolerate harassment by any person, including, co-workers, supervisors, and third parties, on the basis of the protected characteristics listed above.
Information about the Arizona State Attorney General's Civil Rights Division can be found at www.azag.gov/civil-rights/discrimination/employment or by calling 602-542-5025.
Immigration Law Compliance
In Arizona, the University of Denver uses the federal E-Verify system to verify the employment authorization of all new employees.
Jury Duty Leave
The University of Denver encourages all employees to serve on jury selection or jury duty when called and provides Arizona employees with unpaid time off for these purposes. While leave to serve on a jury is unpaid, exempt salaried employees will not have their pay reduced for any week in which they work jury duty. Only part of the week due to jury duty.
After receiving a summons for jury duty, employees must notify the University of Denver as soon as reasonably possible. The University of Denver may request reasonable documentation of jury duty service to the extent permitted by law. The University of Denver will not discharge, discipline, retaliate against, coerce, or otherwise penalize employees who are absent to attend judicial proceedings in response to a summons for jury duty. Employees will not lose seniority or precedence while absent from employment to serve as a member of a grand or trial jury.
The University of Denver will not require or request that employees use vacation for time spent responding to jury duty summons, participating in jury selection, or serving on a jury.
Upon return to employment from jury duty, employees will be returned to their previous position or to a higher position commensurate with their ability and experience based on their seniority or precedence.
Paid Sick Leave
Employees in Arizona accrue paid sick leave at a rate of one hour for every 30 hours worked, up to a total of 40 hours per year. Employees may use up to 40 hours per year of paid sick leave for the following reasons:
● Mental or physical illness, injury or health condition of such employee or such employee’s family member, including for medical diagnosis, care, or treatment, or preventative care;
● The employee’s place of business has been closed by order of a public official due to a public health emergency or an employee need to care for a child whose school or place of care has been closed by order of a public official due to a public health emergency, or care for oneself or a family member when it has been determined by the health authorities having jurisdiction or by a health care provider that the employee's or family member's presence in the community may jeopardize the health of others because of his or her exposure to a communicable disease, whether or not the employee or family member has actually contracted the communicable disease;
● If the employee, or their family member, are a victim of domestic violence, sexual violence, abuse, or stalking, time off to obtain:
○ Medical attention needed to recover from physical or psychological injury or disability caused by domestic violence, sexual violence, abuse or stalking;
○ Services from a domestic violence or sexual violence program or victim services organization;
○ Psychological or other counseling;
○ Relocation or taking steps to secure an existing home due to the domestic violence, sexual violence, abuse or stalking; or
○ Legal services, including preparing for or participating in any civil or criminal legal proceeding related to or resulting from the domestic violence, sexual violence, abuse or stalking; or Other reasons provided under applicable law.
Under this Addendum, “family member” means, regardless of age, a biological, adopted or foster child, stepchild or legal ward, a child of a domestic partner, a child to whom an employee stands in loco parentis, or an individual to whom the employee stood in loco parentis when the individual was a minor; biological, foster, stepparent or adoptive parent or legal guardian of an employee or an employee's spouse or domestic partner or a person who stood in loco parentis when the employee or employee's spouse or domestic partner was a minor child; person to whom an employee is legally married under the laws of any state, or a domestic partner of an employee as registered under the laws of any state or political subdivision; grandparent, grandchild or sibling (whether of a biological, foster, adoptive or step relationship) of an employee or the employee's spouse or domestic partner; or any other individual related by blood or affinity whose close association with an employee is the equivalent of a family relationship.
Employees may take sick leave in increments of the smaller of one hour or the smallest increment that the University’s payroll system uses to account for absences or use of other time. Any available paid sick leave will be carried over to the next year, up to a total of 40 hours.
If the need for paid sick leave is foreseeable, employees must provide reasonable advance notice to the University of Denver and make a reasonable effort to schedule the use of sick days in a manner that does not unduly disrupt the operations of the University of Denver. If the need for paid sick leave is unforeseeable, employees must provide notice of the need for the leave as soon as practicable. If employees are absent for three or more consecutive days, the University of Denver may require reasonable documentation that the paid sick time has been used for a purpose set forth in this Addendum.
Sick leave will not accrue during any leave of absence. The University of Denver may prohibit employees from using sick leave during any shut down period, except as prohibited by law. Any unused sick leave will not be paid upon termination of employment. If employees separate from the University of Denver and are rehired within nine months from their date of separation, their earned but unused paid sick leave that they had at the time of separation will be reinstated.
Abuse of the Organization’s sick leave policy is dishonest and may lead to termination of employment. Employees will not be required to find their replacements for time they take off pursuant to this Addendum. The University of Denver will not retaliate against an employee for the employee’s use of, or attempt to use, sick days. In addition, an employee will not be retaliated against for filing a complaint alleging violations of paid sick leave laws, for cooperating in an investigation or prosecution of an alleged violation of paid sick leave laws, or opposing any policy, practice, or act prohibited by any applicable paid sick leave laws.
Voting Leave
Arizona employees who are eligible to vote in a primary or general election, including a special primary election or special general election called pursuant to a governor’s proclamation, held in Arizona may take up to three hours of paid time off to vote on election day if they do not have at least three consecutive hours off of work while the polls are open.
Employees must provide the University of Denver reasonable advance notice of their need to take time off under this Addendum. Time off should be taken when specified by the University of Denver.