Montana 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.
Montana
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 Montana: race, creed, religion, national origin, color, sex (including pregnancy), sexual orientation, gender identity, marital status, mental or physical disability, age, vaccination status and genetic information
Information about the Montana Human Rights Bureau can be found at http://erd.dli.mt.gov/human-rights or by calling (800) 542-0807.
Crime Victim Leave
Montana employees who are the victim of a crime or whose family member is the victim of a crime may take unpaid time off, at the prosecuting attorney's request, to prepare for or attend a criminal justice proceeding. For purposes of this policy, a “family member” includes the employee’s spouse, child by birth or adoption, stepchild, parent, stepparent, or sibling. “Family member” does not include a person who is accountable for the crime or accountable for a crime arising from the same transaction.
Employees must provide the University of Denver reasonable advance notice of the need to take time off under this policy. The University of Denver will not discharge or discipline any employee for requesting or taking leave in compliance with this policy.
Internal Pay Transparency
Prior to commencing work in a position, Montana employees will be provided information about the wage rate and the date of paydays, upon written request.
Montana Witness Duty Leave
Montana employees who are the witnesses of a crime may take unpaid time off to participate, at the prosecuting attorney's request, in preparation for or attendance at a criminal justice proceeding. Employees must provide the University of Denver reasonable advance notice of the need to take time off under this policy. The University of Denver will not discharge or discipline any employee for requesting or taking leave in compliance with this policy.
Leave of Absence to Hold Public Office
Employees in Montana who are elected or appointed to city, county, or state public office may take up to 180 days per year of unpaid time off per year to perform public service.
Employees must provide the University of Denver reasonable advance notice of the need for leave under this policy. The University of Denver may request reasonable documentation reflecting the need for such leave. An employee must make arrangements to return to work within 10 days following the completion of the service for which the leave was granted, unless the employee is unable to do so because of illness or disabling injury certified by a licensed physician.
At any time when the University of Denver has 10 or more employees, employees who take unpaid time off under this policy will be restored to their positions, with the same seniority, status, compensation, hours, locality, and benefits as existed immediately prior to their leave of absence for public service.
Pregnancy Leave
Montana employees may take a reasonable amount of unpaid time off for pregnancy and pregnancy-related temporary disabilities. The University will not terminate an employee’s employment because of their pregnancy, deny an employee who is disabled due to pregnancy any compensation to which they are entitled as a result of accrued disability or leave benefits or require them to take mandatory maternity leave for an unreasonable length of time.
Upon return from a pregnancy-related leave of absence, the employee will be reinstated to their original job or to an equivalent position with equivalent pay and accumulated seniority, retirement, fringe benefits, and other service credits unless the Organization’s circumstances have so changed as to make it impossible or unreasonable to do so.