Kansas 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.

 

 

Crime Victims Leave

 

Kansas employees who are victims of sexual assault may take up to eight days of unpaid time off each year to:

 

• Obtain or attempt to obtain any relief, including, but not limited to, a temporary restraining order, restraining order or other injunctive relief to help ensure the health, safety or welfare of the victim or the victim’s child or children;

 

• Seek medical attention for injuries caused by sexual assault;

 

• Obtain services from a rape crisis center as a result of sexual assault; or

 

• Make court appearances in the aftermath of sexual assault.

 

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 reflecting the need for such leave, including:

 

• A police report indicating that the employee was a victim of sexual assault;

 

• A court order protecting or separating the employee from the perpetrator of an act of sexual assault, or other evidence from the court or prosecuting attorney that the employee has appeared in court; or

 

• Documentation from a medical professional, advocate for victims of sexual assault, health care provider or counselor that the employee was undergoing treatment for physical or mental injuries or abuse resulting in victimization from an act of sexual assault.

 

To the extent permitted under law, 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 unpaid time off taken under this Addendum.

 

Time off under this Addendum shall run concurrently with time taken under the University’s Leave of Absence Policy, to the extent permitted under applicable law.

 

Domestic Violence Leave

 

Kansas employees who are victims of domestic violence may take up to eight days of unpaid time off each year to:

 

• Obtain or attempt to obtain any relief, including, but not limited to, a temporary restraining order, restraining order or other injunctive relief to help ensure the health, safety, or welfare of the victim or the victim’s child or children;

 

• Seek medical attention for injuries caused by domestic violence;

 

• Obtain services from a domestic violence shelter, domestic violence program, or rape crisis center as a result of domestic violence; or

 

• Make court appearances in the aftermath of domestic violence.

 

Employees must provide 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. University of Denver may request reasonable documentation of the need for such leave, including, but not limited to:

 

• A police report indicating that the employee was a victim of domestic violence;

 

• A court order protecting or separating the employee from the perpetrator of an act of domestic violence, or other evidence from the court or prosecuting attorney that the employee has appeared in court; or

 

• Documentation from a medical professional, domestic violence advocate, health care provider or counselor that the employee was undergoing treatment for physical or mental injuries or abuse resulting in victimization from an act of domestic violence.

 

To the extent permitted under law, 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.

 

Time off under this policy shall run concurrently with time taken under the University’s Leave of Absence Policy, to the extent permitted under applicable law.

 

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 Kansas: race, color, religion, national origin, ancestry, sex, sexual orientation, gender identity, age, disability, genetic information, military status, victims of domestic violence, and victims of sexual assault

 

Information about the Kansas Human Rights Commission can be found at http://www.khrc.net/ or by calling 785-296-3206.

 

Jury Duty Leave

 

The University of Denver encourages all employees to report for jury duty and provides Kansas 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 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.

 

Upon return to employment from jury duty, the employee will be returned to their position of employment without loss of seniority and will be entitled to participate in insurance or other benefits of the University of Denver pursuant to its established rules and practices.

 

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.

 

Employees may take military leave for training and other non-active-duty activities in accordance with applicable law.

 

• Kansas employees who are members of the state uniformed services may take up to 10 days of military leave per year.

 

Pregnancy Leave

 

Kansas employees may take a reasonable amount of unpaid time off for pregnancy. Upon return from a pregnancy-related leave of absence, the employee will be reinstated to their original job or to a position of like status and pay without loss of service, credits, seniority or other benefits.

 

Voting Leave

 

Kansas employees who are eligible to vote at an election conducted by a county election officer in Kansas may take up to two hours of paid time off to vote on election day if they do not have at least two 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 policy. Time off should be taken when specified by the University of Denver but will not be during an employee’s regular lunch period.