Connecticut 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.
Connecticut
Crime Victim Leave
Connecticut employees who are victims of crime may take unpaid time off to (i) attend court proceedings related to the crime (including to obtain a restraining order or protective order), (ii) participate in a police investigation related to the crime, or (iii) attend or participate in a court proceeding related to a civil case in which the employee is a victim of family violence. Employees may also take leave to attend criminal court proceedings related to the homicide of their spouse, parent, child, sibling, or any other person for whom the employee is the homicide victim’s official designee.
For purposes of this policy, a “victim of a crime” includes an employee who either (i) suffers direct or threatened physical, emotional, or financial harm as a result of a crime, or (ii) is an immediate family member or guardian of a person who suffers direct or threatened physical, emotional, or financial harm as a result of a crime, provided that person is a minor, physically disabled, incompetent, or a homicide victim.
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.
The University of Denver will treat all information related to an employee’s leave pursuant to this Addendum as confidential. University of Denver will not discriminate or retaliate against employees for requesting or taking leave in compliance with this Addendum. Employees may use available vacation and/or paid sick leave during otherwise unpaid time off taken under this Addendum.
Equal Employment and Anti-Discrimination Policy
This is only an excerpt of the University of Denver’s Non-Discrimination Statement and Discrimination and Harassment policy with state specific information included in italics. Please refer to the complete policy for further information.
The University of Denver is an equal opportunity employer and makes employment decisions based on merit and University needs. Creating an inclusive and professional environment where employees feel comfortable, safe, and free from inappropriate and disrespectful conduct is one of the University’s core values.
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 following Protected Characteristics: In Connecticut: age, ancestry, color, gender identity or expression, genetic information, learning disability, marital or civil union status, intellectual disability, national origin, physical disability (including blindness), pregnancy, present or past history of mental disability, race (including hair that is part of the cultural identification of an ethnic group or that is a physical characteristic of an ethnic group, such as braids, locks, or twists), religious creed, sex, sexual orientation, and status as a veteran
Information about the Connecticut Commission on Human Rights and Opportunity can be found at www.ct.gov/chro or by calling 860-541-3400 or 860-566-7710 (TTY).
Family Violence Leave
Employees in Connecticut who are victims of family violence (an incident resulting in physical harm, bodily injury or assault, or an act of threatened violence that constitutes fear of imminent physical harm, bodily injury, or assault between family or household members) may take up to 12 days of unpaid time off during any calendar year to:
- Seek medical care or psychological or other counseling for physical or psychological injury or disability for the victim;
- Obtain services from a victim services organization on behalf of the victim;
- Relocate due to such family violence; or
- Attend or participate in any civil or criminal proceeding related to or resulting from such family violence.
For purposes of this policy, “family member or household member” means current and former spouses; parents and children; individuals who are at least 18 years old and related by blood or marriage; individuals that currently reside or formerly resided together and are at least 16 years old; individuals that have a child in common; and individuals that are in, or have recently been in, a dating relationship.
Employees must provide the University of Denver seven days advance notice of the need to take time off under this policy, if foreseeable. If the need for leave is not foreseeable, 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, a police report, a court order, a doctor’s note, or some other form of documentation.
Employees may use available vacation and/or paid sick leave during otherwise unpaid time off taken under this policy.
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 under this policy. Leave taken under this policy will not affect any other leave provided to employees under state or federal law.
Connecticut Paid Family and Medical Leave
The University of Denver provides family and medical leave in accordance with the Connecticut Paid Family and Medical Leave Act (PFMLA).
Connecticut employees are eligible for PFMLA leave if they have worked for the University of Denver for at least three months. Eligible employees may take up to 12 weeks of unpaid PFMLA leave in any 12-month period for the following reasons:
- To care for the employee's child after birth or placement for adoption or foster care;
- For the employee’s serious health condition;
- To care for the family member with a serious health condition;
- For a qualifying military exigency from the employee’s spouse, child, or parent on active duty, or has been notified of an impending call or order to active duty, in the armed forces; or
- To serve as an organ or bone marrow donor.
Employees may take an additional two weeks of leave for pregnancy-related health conditions resulting in incapacitation. Employees may be required to substitute available vacation or sick leave for PFMLA leave, but employees will retain at least two weeks of that leave.
Under this policy, “family member” means—whether through blood, marriage, adoption, or foster care placement—the employee’s spouse, sibling, son or daughter, grandparent, grandchild, parent, or individual related to the employee by blood or affinity whose close association is the equivalent of those family relationships.
PFMLA leave is paid by the Connecticut Paid Leave Authority and employees must submit applications on its website. Employees may supplement the paid leave with any available vacation or paid sick leave, but the total amount cannot exceed the employee’s usual weekly wages.
PFMLA leave for the birth or placement of a child for adoption or foster care may be taken intermittently or on a reduced leave schedule if the University of Denver and the employee agree. PFMLA leave for the employee’s serious health condition, a family member’s serious health condition, or organ donation may be taken intermittently or on a reduced leave schedule when medically necessary, but the University of Denver may require the employee to transfer temporarily to an available alternative position that has equivalent pay and benefits to better accommodate recurring periods of leave.
Employees must provide at least 30 days’ notice before taking leave, if foreseeable. If not foreseeable, employees must provide as much notice as is practicable. If PFMLA leave is for a planned medical treatment, employees must make a reasonable effort to schedule the treatment to not unduly disrupt the Organization’s operations, subject to the approval of the patient’s health care provider.
The University of Denver may require certification from a health care provider containing (i) the date on which the serious health condition commenced, (ii) the probable duration of the condition, (iii) the appropriate medical facts within the knowledge of the health care provider regarding the condition; (iv) (if applicable) a statement that the employee needs to care for their family member and an estimate of the amount of time they need to care for the person; (v) a statement that the employee is unable to perform their job functions; and (vi) in the case of certification for intermittent leave or leave on a reduced leave schedule, the dates and duration of treatment.
Upon returning from PFMLA leave, employees will be restored to the position they held when leave commenced. If the original position is not available, the employee will be restored to an equivalent position with equivalent employment benefits, pay, and other terms and conditions of employment. If the employee is medically unable to perform their original job, they will be transferred to work suitable to their condition if, such work is available.
The University of Denver will not discharge or otherwise discriminate against employees for requesting or taking PFMLA leave. The University of Denver will also not interfere with, restrain, or deny employees’ exercise of (or attempts to exercise) any rights provided by the PFMLA.
Internal Pay Transparency
Connecticut employees may request the wage range for their current position. Employees will also be provided with the pay range for their position when they are hired or change positions within the university.
Jury Duty Leave
The University of Denver encourages all employees to report for jury duty. Connecticut employees who (i) work at least 30 hours per week and (ii) were scheduled to work more than one-half of their normal hours on each day they take time off for jury service will be paid their regular wages for the first five days of jury service. Any additional days will be unpaid, except that exempt salaried employees will not have their pay reduced for any week in which they work and also miss time for jury duty.
Employees who work less than 30 hours per week may take unpaid leave under this policy, but they may receive certain limited reimbursements directly from the state of Connecticut during the first five days of jury service.
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 summons for jury duty.
Any employee who has served eight hours of jury duty in any one day will be deemed to have worked a full day, and the University of Denver will not require them to work in excess of those eight hours. Employees may use available vacation and/or paid sick leave during otherwise unpaid time off taken under this policy.
Lactation Accommodation
This is only an excerpt of the University of Denver’s complete policy with state specific information included in italics. Please refer to the complete policy for further information.
For employees in Connecticut, the room provided will be free from intrusion and shielded from the public while the employee expresses breast milk. The room will have access to an electrical outlet and there will be a refrigerator in or near the room where breast milk may be stored.
Meal and Rest Breaks
Non-exempt Connecticut employees who work at least seven and a half hours in their workday are entitled and expected to take an unpaid, off-duty, 30-minute meal break. The meal break must be taken some time between the first two and the last two hours of the shift. Employees will be relieved of all duties for the full meal break and are free to leave the premises during that time. Failure to take full meal breaks is a violation of the University of Denver policy, which may subject employees to disciplinary action, possibly including termination of employment.
Sexual Harassment Policy
Connecticut Training
While the University of Denver has 3 more employees, all employees will receive two hours of sexual harassment training within six months of being hired. All supervisors will receive training regardless of employee count.
Pregnancy Leave
Connecticut employees may take a reasonable amount of unpaid time off for a pregnancy-related disability and may request a reasonable accommodation for it. The University of Denver will not discriminate against employees for any reasons relating to pregnancy, childbirth, or other related conditions, and will provide reasonable accommodations for known limitations related to pregnancy.
Volunteer Firefighter and Ambulance Service Members Leave
Connecticut employees who are active volunteer firefighters or members of a volunteer ambulance service or company may take unpaid time off to perform emergency duty.
To qualify for leave under this policy, once an employee is certified as a volunteer firefighter or member of a volunteer ambulance service or company, they must submit a written statement signed by the chief of the volunteer fire department or the medical director or chief administrator of the ambulance service or company notifying the University of Denver of the employee's status as a volunteer firefighter or member of a volunteer ambulance service or company.
Employees must notify the University of Denver that they will be late to or absent from work to respond to an emergency fire or ambulance call prior to or during their regular workday. If they are unable to provide prior notification, employees must submit to the University of Denver a written statement signed by the chief of the volunteer fire department or the medical director or chief administrator of the volunteer ambulance service or company explaining why the employee was unable to provide prior notification. The University of Denver may request reasonable documentation reflecting the need for such leave, including a written statement from the chief of the volunteer fire department or the medical director or chief administrator of the volunteer ambulance service or company verifying that such employee responded to a fire or ambulance call and specifying the date, time, and duration of such response. Employees must notify the University of Denver of any change in their status as a volunteer firefighter or member of a volunteer ambulance service or company, including the termination of such status.
Employees may use available vacation or paid sick leave during otherwise unpaid time off taken under this Addendum.
Voting Leave
Connecticut employees who are eligible to vote in a state or special election, may take up to two hours of unpaid time off to vote on election day. Employees must provide the University of Denver notice of their need to take time off under this Addendum at least two working days before an election.
Witness Duty Leave
Connecticut employees may take unpaid time off to appear in court to comply with a subpoena or court order as a witness in a criminal case.
Employees must provide the University of Denver reasonable advance notice of the need to take time off under this policy. The University of Denver may request reasonable documentation reflecting the need for such leave. The University of Denver will treat all information related to an employee’s leave pursuant to this Addendum as confidential, except as required by law. The University of Denver will not discriminate or retaliate against any employee for requesting or taking leave in compliance with this Addendum.
Employees may use available vacation or paid sick leave during otherwise unpaid time off taken under this Addendum.