Illinois 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.
Illinois
Civil Air Patrol Leave
Illinois employees and independent contractors are eligible for civil air patrol leave if they have (i) been employed by (or, in the case of independent contractors, have been providing services to) the University of Denver for at least 12 months and (ii) provided at least 1,250 hours of service during the 12-month period immediately before the start of leave.
Eligible employees and independent contractors who are volunteer members of the civilian auxiliary of the U.S. Airforce may take up to 15 days of unpaid time off to perform air patrol missions. When possible, employees who take civil air patrol leave must schedule the leave in consultation with the University of Denver and should take that leave at a time that does not unduly disrupt the Organization’s operations.
Employees must provide at least 14 days’ notice of the need for leave if taking five or more days of leave and as much notice as possible if taking less than five consecutive days of leave under this Addendum. The University of Denver may request reasonable documentation reflecting the need for such leave, including certification from the relevant civil air patrol authority to verify the employee’s eligibility for the leave. Although leave is unpaid, employee benefits will generally continue during the time of leave.
Domestic Violence and Crime Victim Leave
Illinois employees who are victims of, or have a family or household member who is a victim of domestic, gender, or sexual violence, or any other crime of violence may take up to 8 weeks of unpaid time off during any 12-month period, provided the employee is not the alleged perpetrator. Eligible employees may use this leave to:
- Seek medical attention for or recover from physical or psychological injuries caused by domestic, gender, or sexual violence to the employee or their family or household member;
- Obtain services from a victim services organization for the employee or their family or household member;
- Obtain psychological or other counseling for the employee or their family or household member;
- Participate in safety planning, temporarily or permanently relocate, or take other actions to increase the safety of the employee or their family or household member from future violence or ensure economic security; or
- Seek legal assistance to ensure the health and safety of the employee or their family or household member, including preparing for or participating in any civil or criminal legal proceeding related to an incident of domestic, gender, or sexual violence.
For purposes of this Addendum, “family or household member” means a spouse, parent, son, daughter, party to a civil union, grandparents, grandchildren, sibling, other person related by blood or by present or prior marriage, other person who shares a relationship through a son or daughter, and a person jointly residing in the same household, or any other individual whose close association with the employee is the equivalent of a family relationship as determined by the employee.
This Addendum does not create a right for an employee to take unpaid time off that exceeds the unpaid time off time allowed under FMLA. Any leave taken under this Addendum is not in addition to the unpaid time off allowed under the FMLA.
Employees must provide the University of Denver at least 48 hours of 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, documents from a victim's services organization, member of the clergy, or medical professional from whom the employee or family or household member has sought assistance; a police report or court record; or other corroborating evidence.
While on leave under this Addendum, employees must provide the University of Denver with periodic reports (at least every 30 days) about the status of the employee’s leave and any change in their plans to return to work. During the leave period, the University of Denver will maintain an employee’s health benefits as if they continued to be actively employed. If an employee chooses not to return to work at the end of the leave period, the employee must reimburse the University of Denver for any health benefit premiums paid to maintain the employee’s coverage during the leave, unless the employee cannot return to work because of continuation, reoccurrence, or onset of domestic or sexual violence or other circumstances beyond the employee’s control.
The University of Denver will treat all information related to an employee’s leave pursuant to this Addendum as confidential. The 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.
Election Judge Leave
Illinois employees who are appointed to serve as an election judge may take unpaid time off to serve as election judges.
Employees must provide the University of Denver with at least 20 days’ advance notice of their need to take time off under this Addendum. Employees may use available vacation 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 Illinois: 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), color, religion, national origin, ancestry, age (age 40 or older), sex, marital status, pregnancy, protective order status, physical or mental disability, military status, unfavorable discharge from military service, sexual orientation (including gender-related identity), citizenship status, work authorization status or term, arrest record, expunged or sealed convictions, and genetic information.
Information about the Illinois Department of Human Rights can be found at https://dhr.illinois.gov/ or by calling 312-814-6200 or 866-740-3953 (TTY).
Internal Pay Transparency
Illinois employees will be provided with their wage rate and the time and place of payment upon hire. Employees will also be notified of any changes to that information before the change occurs.
Jury Duty Leave
The University of Denver encourages all employees to report for jury duty and provides Illinois 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.
Employees must provide the University of Denver reasonable advance notice of jury duty service as soon as possible, but no later than ten days after receiving a notice or summons. 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.
Upon returning from jury duty leave, employees will be reinstated to their position without loss of seniority and will be entitled to participate in insurance or other benefits offered by the University of Denver under its established rules and practices.
Employees may use available vacation and/or paid sick leave during otherwise unpaid time off taken under this policy.
Meal and Rest Breaks
Unless negotiated otherwise by a collective bargaining agreement, non-exempt Illinois employees who work at least seven and a half hours in their workday are entitled and expected to take an unpaid, off-duty, 20-minute meal break. The meal break must be taken no later than five hours after the employee’s start of the work. Employees are entitled to another 20-minute meal break for every additional four and a half continuous work hours. Employees will be relieved of all duties for the full 20-minute meal break and are free to leave the premises during that time. Failure to take full meal breaks is a violation of University of Denver policy, which may subject employees to disciplinary action, possibly including termination of employment.
Military Service Leave
This is only an excerpt of the University of Denver’s Leave of Absence policy with state specific information included in italics. Please refer to the complete policy for further information.
All employees who are members of state uniformed services, including, but not limited to, the National Guard, any State Militia, or any State Defense Force are eligible for leave under this policy. Specific rules and exceptions are as follows:
- Illinois employees may take leave under the Illinois Military Family Leave Act (IMFLA) if the employee has been continuously employed by the University of Denver for at least 12 months and has worked at least 1,250 hours during the 12-month period immediately before any military leave begins. Military leave under the IMFLA extends to service members called to active military duty for more than 30 days, as well as their spouses, parents, children, or grandparents.
Employees may take leave under the FMLA or applicable law.
- Illinois employees eligible for military leave under the IFMLA may take up to 15 days of unpaid military leave. Before taking this leave, employees must first exhaust any available paid vacation or personal days, but not sick days.
When the need for military leave is foreseeable, employees must notify their supervisor as far in advance as possible. If employees have written authorization from their military branch for the leave, employees should provide it when they request leave. An employee is generally only entitled to rights and benefits under USERRA if the University of Denver receives advance notice of the employee’s intent to take military leave unless it is impossible or unreasonable to give advance notice.
- Illinois employees that are eligible for leave under the IMFLA must give at least 14 days’ notice of the intended start of the leave if the leave will consist of five or more consecutive workdays.
Pregnancy, Childbirth, and Childrearing Leave
Illinois employees are entitled to the same time off for pregnancy-related disabilities as they are for any other temporary disability (to the extent the University of Denver offers time off for temporary disabilities) and in accordance with any policy granting leave for temporary disability (if any).
To the extent that the University of Denver offers non-disability leaves of absence, Illinois employees are entitled to time off for childrearing purposes under the same terms and conditions applicable to such leaves of absence.
Sexual Harassment Policy
Illinois Training
While the University of Denver has 1 or more employees, all employees will receive sexual harassment training at least once a year.
Voting Leave
Georgia employees who are eligible to vote in any municipal, county, statewide, or federal political party primary or election may take up to two hours of unpaid time off to vote either on election day or one of the days designated for advanced in-person voting.
Employees must provide the University of Denver reasonable advance notice of their need to take time off under this policy. Time off should be taken at the beginning or end of the employee’s workday, unless otherwise specified by the University of Denver.
Witness Duty Leave
Illinois employees may take unpaid time off to appear in court to comply with a subpoena or court order to attend a criminal proceeding relative to the crime, as a witness or victim.
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.
Workweek and Work Schedules
Non-exempt, full-time Illinois employees will be scheduled for at least 24 consecutive hours off every consecutive seven-day period they work.