Hawaii Addendum

In addition to the policies and procedures set forth in the University of Denver Employee Handbook (“Handbook”), the information set forth in a particular state addendum applies only to those University of Denver employees working in the state of the applicable addendum. The state addendum modifies the Handbook as set forth below.

 

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.

 

 

 

Domestic Violence and Sexual Assault Leave

 

Hawaii employees may take a reasonable period of unpaid time off, not to exceed five days in any 12-month period if the employee or their minor child is a victim of domestic or sexual violence. Employees may use this leave to:

 

• Seek medical attention for the employee or their minor child;

 

• Recover from physical or psychological injury or disability caused by domestic or sexual violence;

 

• Obtain services from a victim services organization;

 

• Obtain psychological or other counseling;

 

• Temporarily or permanently relocate;

 

• Take legal action, including preparing for or participating in any civil or criminal legal proceeding related to or resulting from the domestic or sexual violence; or

 

• Take other actions to enhance the physical, psychological, or economic health or safety of the employee or their minor children (or to enhance the safety of those who associate with or work with the employee).

 

A reasonable period of time means:

 

• If leave is taken due to physical or psychological injury or disability to the employee or the employee’s minor child, the period of time the attending healthcare provider determines to be necessary, considering the condition of the employee or their minor child and the job requirements; or

 

• If leave is taken due an employee’s need to take legal or other actions (including preparing for or participating in a civil or criminal proceeding, obtaining services from a victim services organization, or permanently or temporarily relocating), the period of time necessary to complete the activity as determined by (i) the employee’s or their minor child’s attorney or advocate, (ii) a court, or (iii) personnel of the relevant victim services organization.

 

Employees must provide the University of Denver reasonable advance notice of the need to take time off under this policy, 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:

 

• A certificate from a healthcare provider estimating the amount of leave the employee requires and when that leave should commence and terminate;

 

• A medical certificate from the employee’s attending healthcare provider attesting to the employee’s condition and approving their return to work; or

 

• A signed statement (executed within a reasonable period after the Organization’s request), that the employee or their minor child is a victim of domestic or sexual violence and leave is needed for one of the purposes in this policy.

 

If the leave exceeds five days in a calendar year, the documentation should be provided by one of the following methods:

 

• A signed written statement from (i) an employee, agent, or volunteer of a victim services organization; (ii) the employee’s attorney or advocate; or (iii) a medical or other professional from whom the employee or their minor child has sought assistance related to the domestic or sexual violence; or

 

• A police record related to the domestic or sexual violence.

 

The University of Denver will treat all information related to an employee’s leave pursuant to this policy as confidential except to the extent that disclosure is: (i) requested or consented to by the employee; (ii) ordered by a court or administrative agency; or (iii) otherwise required by applicable federal or state law.

 

Upon return from leave under this policy, the employee will return to their original job or to a position of comparable status and pay, without the loss of accumulated service credits and privileges.

 

Employees seeking to take leave under this policy must first exhaust any available vacation and/or sick leave and any paid or unpaid leave that is available under federal, state, or local law (such as leave under the federal Family and Medical Leave Act).

 

The University of Denver will make reasonable accommodations in the workplace for an employee who is a victim of domestic or sexual violence. These accommodations may include, but are not limited to:

 

• hanging the employee’s telephone, fax, or email contact information;

 

• Screening the employee’s telephone calls;

 

• Restructuring the employee’s job functions;

 

• Changing the employee’s work location;

 

• Installing locks and other security devices; or

 

• Allowing the employee to work flexible hours, if it does not cause an undue hardship to the University’s operations.

 

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 Hawaii: race, sex (including gender identity or expression), sexual orientation, age, religion, color, ancestry, disability, genetic information, marital status, arrest and court record, reproductive health decisions, domestic or sexual violence victim status if the victim provides notice to the University of that status or the University has actual knowledge of that status, opposition to discrimination or being associated with a person who opposes discrimination, breastfeeding or expressing milk at the workplace, credit history, conviction record, garnishee status or petitioner under the Bankruptcy Act, and status as an employee covered by Hawaii’s Workers’ Compensation Act

 

Information about the Hawaii Civil Rights Commission can be found at http://labor.hawaii.gov/kcrc/ or by calling (808) 586-8636 or (808) 586-8692 (TDD) or emailing DLIR.HCRC.INFOR@hawaii.gov.

 

Internal Pay Transparency

 

Hawaii employees will be provided with written notice of their wage rate and the day, hour, and place of payment at the time of hiring. Current employees will be provided with a written notice, or a notice will be posted any time that information changes.

 

Jury Duty Leave

 

The University of Denver encourages all employees to report for jury duty and provides Hawaii employees with unpaid time off for jury duty service. 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 and also miss time for 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 may use available vacation and/or paid sick leave during otherwise unpaid time off taken under this policy.

 

Organ, Bone Marrow, or Peripheral Blood Stem Cell Donation Leave

 

Hawaii employees who have worked for the University of Denver for at least one year may take up to 7 days of unpaid leave per year to serve as a bone marrow or peripheral blood stem cell donor and up to 30 days of leave to serve as an organ donor.

 

The University of Denver can require that employees use up to three days of available vacation and/or paid sick leave for bone marrow or peripheral blood stem cell donor leave and up to two weeks of accrued but unused vacation and/or paid sick leave for organ donor leave.

 

Employees must provide the University of Denver reasonable advance notice of the need to take leave under this policy. The University of Denver may request reasonable documentation of the need for such leave, including written verification of the need for the leave stating that the employee is a bone marrow, peripheral blood stem cell, or organ donor and that the donation is medically necessary.

 

Upon return from leave, the University of Denver will restore the employee to the position they held when the leave began or to a position with equivalent seniority status, employee benefits, pay, and other terms and conditions of employment. The University of Denver will not discharge, fine, suspend, expel, discipline, or discriminate against an employee for taking leave under this policy.

 

Pregnancy Leave

 

Hawaii employees may take unpaid time off for a reasonable period due to pregnancy, childbirth, or related medical conditions. A reasonable period will be determined by the employee’s physician, with regard for their physical condition and the job requirements. The University of Denver may request a doctor’s certificate estimating the length of leave and the estimated commencement and termination dates of leave required.

 

Upon returning from leave, employees will be reinstated to their original job or to a position of comparable status and pay, without loss of accumulated service credits and privileges. The University of Denver may request, prior to the employee’s return, a medical certificate from their physician attesting to the employee’s physical condition and approving them to return to work.

 

Witness Duty Leave

 

Hawaii employees may take unpaid time off to appear in court to serve as a witness or prospective witness.

 

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 policy 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 policy receiving or receiving or responding to a summons.

 

Employees may use available vacation or paid sick leave during otherwise unpaid time off taken under this policy.