Louisiana 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.

Equal Employment and Anti-Discrimination Policy

This is only an excerpt of University of Denver’s complete policy with state specific information included in italics. Please refer to the complete policy for further information.

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. 

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 Louisiana: age, disability, sex, sexual orientation, gender identity, genetic information, race (including hair texture, hair type, and protective hairstyles such as braids, locks, and twists that are historically associated with race), color, national origin, religion, pregnancy and related medical conditions, childbirth and related medical conditions, sickle cell trait, genetic testing, military status, and veterans’ status

Information about the Louisiana Commission on Human Rights can be found at https://gov.louisiana.gov/page/lchr or by calling (225) 342-6969 or (888) 248-0859 (TDD).

Jury Duty Leave 

University of Denver encourages all employees to report for jury duty and Louisiana provides employees with up to one day of paid time off to serve on any grand jury or on any jury at any criminal or civil trial. While leave to serve on a jury beyond the first day 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, except to offset amounts employees receive as jury duty fees.

After receiving a summons for jury duty, employees must notify University of Denver as soon as reasonably possible. University of Denver may request reasonable documentation of jury duty service to the extent permitted by law. 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. 

University of Denver will not require or request that employees use vacation for time spent responding to a jury duty summons, participating in jury selection, or serving on a jury.

Meal and Rest Breaks

Non-exempt Louisiana employees under 16 who work at least five hours in their workday are entitled and expected to take an unpaid, off-duty, 30-minute meal break. 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 University of Denver policy, which may subject employees to disciplinary action, possibly including termination of employment.

Louisiana Medical Screening Leave

Employees may take one day of unpaid leave to obtain medically necessary genetic testing or preventative cancer screening. Employees must provide 15 days’ notice prior to taking leave under this policy. Employees should work with the University to schedule the leave so as to not disrupt normal operations. Employees may be required to provide documentation confirming the performance of testing or screening. Employees may choose to use available paid leave as a substitute for unpaid leave under this policy.

Military Service Leave

While performing uniformed service, employees are entitled to accrue any sick leave, vacation leave, military leave, holiday leave, and any paid leave offered by the University pursuant to the University’s stated leave of absence policy, to the extent the employee would have been entitled to such leave had they been continuously employed. Additionally, employees are entitled to up to four years of creditable service vesting in a retirement system, pension fund, or employee benefit plan.

Volunteer First Responder Leave

Louisiana employees may take unpaid time off to respond to their duties as medical personnel, emergency and medical technicians, volunteer firefighters, auxiliary law enforcement officers, members of the Civil Air Patrol. Employees who are called to duty by or pursuant to an operations plan of the Governor's Office of Homeland Security and Emergency Preparedness may also take unpaid time off to respond to their duties. Such leave will not be considered a break in employment for purposes of seniority or length of service or for benefits programs offered by University of Denver. 

Employees must provide University of Denver reasonable advance notice of the need for leave under this policy. University of Denver may request reasonable documentation reflecting the need for such leave. Employees should report to University of Denver within 72 hours of their release from their emergency duties or the recovery from disease or injury resulting from these duties. University of Denver will make reasonable accommodations to reinstate any employee returning from such leave.

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

Whistleblower Protection

Purpose

University of Denver is committed to operating its business with honesty and complying with all applicable laws. University of Denver is also committed to providing a workplace that is conducive to open discussion of the University’s business practices. 

Reporting

Employees with concerns or knowledge of misconduct are encouraged to report to the employee’s supervisor or HR Partners at AskHRPartners@du.edu. Misconduct includes illegal, fraudulent, questionable, or dishonest conduct that violates the law or the University’s policies and procedures.

To facilitate an investigation, the employee’s report should be in writing and include a full statement of the misconduct, people involved, and relevant dates. Employees should use reasonable judgment when reporting. Employees who intentionally file a false report or recklessly make statements in bad faith are not protected by this policy and can be subject to discipline, which may include termination.  

This policy is intended to encourage employees to report good faith concerns about misconduct to University of Denver prior to reporting the concerns outside the University. University of Denver encourages employees to allow the University a reasonable time to correct the conduct. However, employees do not have to first report to University of Denver if there is an emergency or if the employee is reasonably certain the University knows about the misconduct. This policy does not prevent an employee from reporting misconduct to governmental agencies or other parties.

Investigation 

University of Denver will promptly and thoroughly investigate any report of misconduct. All employees have a duty to cooperate and provide accurate information related to any investigation of misconduct. When possible, the reporting employee’s name will be kept confidential. However, the employee’s identity may be disclosed, if permitted by law, to conduct a thorough investigation or provide accused individuals their legal rights of defense. All materials from an investigation under this policy will be kept confidential.

Retaliation

University of Denver will not unlawfully discriminate or retaliate against employees who:

1. Lawfully report or threaten to report misconduct by University of Denver;
2. Participate in an inquiry, court action, investigation, or hearing regarding misconduct; or 
3. Refuse to participate in conduct that violates federal, state, or local law.

Retaliation in any form is prohibited. Employees who suspect they are being retaliated against should contact HR Partners at AskHRPartners@du.edu immediately. 

Employees who retaliate against reporting employees will be subject to disciplinary measures up to termination. Employees who retaliate may also be subject to civil, criminal, and administrative penalties.

Questions

Employees should contact HR Partners at AskHRPartners@du.edu with any questions about this policy.