Nevada 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.
Nevada
Domestic Violence Leave
Nevada employees who have been employed by the University of Denver for at least 90 days and are victims of domestic violence or sexual assault, or whose family or household members are victims of domestic violence or sexual assault (if the employee is not the alleged perpetrator), may take up to 160 hours of unpaid time off in the 12-month period immediately after the date of the act of domestic violence or sexual assault. Eligible employees may use this leave to:
- Attend the diagnosis, care, or treatment of a health condition related to an act that constitutes domestic violence or sexual assault committed against the employee or their family or household member;
- Obtain counseling or assistance related to an act that constitutes domestic violence or sexual assault committed against the employee or their family or household member;
- Participate in court proceedings related to an act that constitutes domestic violence or sexual assault committed against the employee or their family or household member; and/or
- Establish a safety plan, including any action to increase the safety of the employee or their family or household member from a future act that constitutes domestic violence or sexual assault.
For purposes of this policy, “family or household member” means a spouse, domestic partner, minor child, or parent or other adult person who is related within the first degree of consanguinity or affinity to the employee, or other adult person who is or was actually residing with the employee at the time of the act that constitutes domestic violence or sexual assault.
Employees must provide the University of Denver at least 48 hours advance notice of the need to take time off under this policy, if practicable. If advance notice is not practical, employees must provide notice as soon as practical. Employees will not be required to find a replacement worker as a condition of taking leave under this policy.
The University of Denver may request reasonable documentation of the need for such leave, including a police report, a copy of an application for an order of protection, an affidavit from an organization that provides services to victims of domestic violence or sexual assault, or documents from a physician.
If the FMLA applies to a given employee, leave taken under this policy runs concurrently with leave under the FMLA in that, if an employee takes leave under this policy for a reason that also entitles the employee to leave under the FMLA, the University of Denver will deduct the amount of leave taken under this policy from the leave available to the employee under the FMLA. Leave under this policy may also be taken intermittently.
The University of Denver will treat all information related to an employee’s leave pursuant to this policy as confidential. The University of Denver will not discriminate or retaliate against employees for requesting or taking leave in compliance with this policy.
Employees may use available vacation and/or paid sick leave during otherwise unpaid time off taken under this policy.
Emergency Worker Leave
Nevada employees who volunteer and perform certain emergency worker services may take unpaid time off to volunteer and perform these services. An employee must provide the University of Denver notice of employee’s membership in such emergency services units at or around the time of hire or notice of their intent to join an emergency services unit.
“Emergency worker services” includes services as volunteer ambulance drivers and attendants, firefighters, search and rescue team members, reserve unit members of the sheriff’s department, and Civil Air Patrol unit members.
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. The University of Denver will not discriminate or retaliate against any employee for requesting or taking leave in compliance with this policy.
Employees may use available vacation 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 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 Nevada: race, including traits typically associated with race including hair texture and hairstyle, color, religion, sex, sexual orientation, gender identity or expression, age (40 or over), disability, genetic information, and national origin
Information about the Nevada Equal Rights Commission can be found at https://detr.nv.gov/Page/Equal_Rights_Commision or by calling 800-326-6868 or 775-687-5353 (TTY).
Internal Pay Transparency
Nevada employees that apply for a promotion or transfer may request the wage range for the new position. To be eligible to make this request, the employee must have applied for the position and either interviewed for or been offered the position.
Jury Duty Leave
The University of Denver encourages all employees to report for jury duty and provides Nevada 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 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.
Employees that take leave pursuant to this policy will not be required to work within eight hours before the time when the employee must appear for jury duty, or between 5:00 p.m. on the day of the employee’s jury service and 3:00 a.m. on the following day if the employee’s jury service (including travel time) lasted more than four hours.
The University of Denver will not require or request employees use vacation and/or paid sick leave for time spent responding to a jury duty summons, participating in jury selection, or actually serving on a jury.
Meal and Rest Breaks
Non-exempt Nevada employees who work at least eight 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.
Non-exempt employees are also expected to take a 10-minute paid rest break on University of Denver premises for every four hours of work, or major portion thereof, as follows:
|
Shift Length |
Number of 10-minute breaks |
|
3.5 – 7 hours |
1 |
|
7 – 11 hours |
2 |
|
11 – 15 hours |
3 |
Rest breaks should be taken as near as possible to the midpoint of the shift. Employees may not perform any work during their rest breaks. Employees may waive their rest break. Failure to take a rest break is a violation of University of Denver policy, which may subject employees to disciplinary action, possibly including termination of employment.
Lactation Accommodation
This is only an excerpt of University of Denver’s Lactation policy with state specific information included in italics. Please refer to the complete policy for further information.
For employees who work in Nevada, this means that the room will be clean, protected from the view of others, and free from intrusion by others. The employee will have reasonable break times to express breast milk as needed.
Nevada Paid Leave
Employees accrue paid sick leave at a rate of 0.01923 hours per hour worked, up to a total of 40 hours per year. Employees may use up to 40 hours per year of paid sick leave for any reason, including to assist an immediate family member with an illness, injury, medical appointment, or other authorized medical need.
Employees are entitled to use accrued paid sick days beginning on the 90th day of employment, after which they may use paid sick leave as it is accrued. Employees may take sick leave in increments of no less than four hours. Employees may carry over up to 40 hours of earned sick leave year-to-year.
If the need for paid sick leave is foreseeable, employees must provide reasonable advance notice to the University and make a reasonable effort to schedule the use of sick days in a manner that does not unduly disrupt the operations of the University of Denver. If the need for paid sick leave is unforeseeable, employees must provide notice of the need for the leave as soon as practicable.
Sick leave will not accrue during any leave of absence. The University of Denver may prohibit employees from using sick leave during any shut down period, except as prohibited by law. Any unused sick leave will not be paid upon termination of employment. If employees separate from the University of Denver and are rehired within 90 days from their date of separation, their earned but unused paid sick leave that they had at the time of separation will be reinstated.
Abuse of the University’s sick leave policy is dishonest and may lead to termination of employment. Employees will not be required to find their replacements for time they take off pursuant to this policy. The University of Denver will not retaliate against an employee for the employee’s use of or attempt to use sick days. In addition, employees will not be retaliated against for filing a complaint alleging violations of paid sick leave laws, for cooperating in an investigation or prosecution of an alleged violation of paid sick leave laws, or opposing any policy, practice, or act prohibited by any applicable paid sick leave laws.
School Visitation Leave
Nevada employees who are parents, guardians or custodians of a child in public school may take up to four hours leave of unpaid time off each school year (in increments of at least one hour), to:
- Attend parent-teacher conferences;
- Attend school-related activities during regular school hours;
- Volunteer or otherwise be involved at the school in which their child is enrolled during regular school hours; and
- Attend school-sponsored events.
Leave must be taken at a time mutually agreed upon by University of Denver and the employee.
Employees must provide at least five days’ advance notice of the need for leave under this policy. The University of Denver may request reasonable documentation reflecting the need for such leave, including documentation that the employee attended or was otherwise involved at the school or school-related activity. The University of Denver will not discriminate or retaliate against any employee for requesting or taking leave in compliance with this policy or for being notified during work by a school employee of an emergency regarding their child.
Employees may use available vacation or paid sick leave during otherwise unpaid time off taken under this policy.
Voting Leave
Nevada employees who are eligible to vote in an election may take the amount of paid time off specified below to vote on election day if it is impractical to vote before or after their workday.
If the distance between the workplace and the polling place is two miles or less, the employee may take one hour of paid time off to vote; if the distance is more than two but less than ten miles, they may take two hours of paid time to vote; if the distance is more than ten miles, they may take three hours of paid time off to vote.
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
Nevada employees may take unpaid time off to appear in court to comply with a subpoena, court order, or summons as a witness or prospective witness in a judicial or administrative proceeding, including discovery proceedings. Employees may also take unpaid time off to attend a juvenile court hearing relating to a juvenile.
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 policy as confidential, except as required by law. University of Denver will not discriminate or retaliate against any employee for requesting or taking leave in compliance with this policy.
Employees may use available vacation or paid sick leave during otherwise unpaid time off taken under this policy.