Nebraska 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.

 

Nebraska

 

 

Crime Victim Leave

 

Nebraska employees who are the victim of a crime may take unpaid time off to cooperate with the criminal justice process without the loss of employment or the intimidation, threats, or fear of the loss of employment.

 

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 of the need for such leave.

 

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

 

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 Nebraska: 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, sex, sexual orientation, gender identity, pregnancy, childbirth or related medical conditions, age, disability, marital status, national origin, having or suspected of having HIV or AIDS, and genetic testing

 

Information about the Nebraska Equal Opportunity Commission can be found at https://neoc.nebraska.gov/index.html or by calling (402) 471-2024 or (800) 642-6112.

 

Jury Duty Leave

 

The University of Denver encourages all employees to report for jury duty and provides Nebraska employees with paid time off for jury duty service. Employees will be excused from work for all days that they are involved in jury duty. The University of Denver may reduce the pay of an employee by an amount equal to the compensation, other than compensation for expenses, which is paid by the court 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.

 

Nebraska Meal and Rest Breaks

 

Employees working in an assembling plant, workshop, or mechanical establishment who work at least eight hours in their workday are entitled to a meal break of 30 consecutive minutes. Employees will be relieved of all duties for the full meal break and are free to leave the premises during that time.

 

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 leave under the FMLA or applicable law.

 

  • Nebraska: If the University of Denver has 15 or more employees, Nebraska employees who are the spouse or parent of a person called to military service lasting 179 days or longer are eligible for 15 days of family military leave during the service if they (1) have been employed by the University of Denver for at least 12 months and (2) have worked for at least 1,250 hours during the 12-month period immediately before the leave begins.

 

 

  • Nebraska employees taking family military leave that will consist of 5 or more consecutive work days must provide the University of Denver with at least 14 days’ notice of the intended start of leave.

 

Volunteer Emergency Responders Leave

 

Nebraska employees who are volunteer emergency responders may take unpaid time off to respond to an emergency. Employees who are volunteer emergency responders must provide the University of Denver with a written statement signed by the individual in charge of the department or another individual authorized to act for such individual notifying the University of Denver that the employee serves as a volunteer emergency responder.

 

“Volunteer emergency responders” are employees who:

 

  • Have been approved by a governing body in Nebraska to serve any volunteer fire department or volunteer first-aid, rescue, ambulance, or emergency squad, or volunteer fire company, association, or organization serving any city, village, or rural or suburban fire protection district by providing fire protection or emergency response services for the purpose of protecting life, health, or property;

 

  • Are in good standing as a volunteer member of the Nebraska Wing of the Civil Air Patrol, the civilian auxiliary of the United States Air Force; or

 

  • Are a member of a state emergency response team pursuant to the Emergency Management Act.

 

Employees must make a reasonable effort to notify the University of Denver that they may be absent from or report late to work in order to respond to an emergency. The University of Denver may request reasonable documentation reflecting the need for such leave, including a written statement signed by the individual in charge of the department or another individual authorized to act for such individual that indicates the employee responded to an emergency; the date and time of the emergency; and the date and time they completed his or her volunteer emergency activities. The University of Denver will not discriminate or retaliate against any employee for requesting or taking leave in compliance with this policy. The University of Denver may subtract from an employee’s earned wages any time they are away from his or her place of employment because of their response to an emergency under this policy.

 

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

 

Voting Leave

 

Nebraska employees who are eligible to vote in Nebraska 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 prior to election day 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.

 

Nebraska Election Worker Leave

 

Nebraska employees who are state election workers may take paid leave for absences from work due to election-related services. Employees must provide the University of Denver reasonable notice of the need for leave, except for employees appointed as judges or clerks of election on the day of election to fill vacancies. Election workers will be excused upon request from any shift work, without loss of pay, for the hours they are required to serve, and if they are required to serve eight hours or more, for eight hours prior to and eight hours following the hours they are required to serve. The University of Denver may reduce the pay of employees who take election worker leave for each hour of work missed by an amount equal to the hourly compensation other than expenses paid to them by the county for such service.

 

Witness Duty Leave

 

Nebraska employees who are witnesses of crimes may take unpaid time off to cooperate with the criminal justice process.

 

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.

 

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

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