North Carolina 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.
North Carolina
Domestic Violence Leave
North Carolina employees who are victims of domestic violence may take unpaid time off to seek judicial protection from domestic violence.
Employees must provide the University of Denver reasonable 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. The University of Denver may request reasonable documentation of 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. 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.
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 North Carolina: race, color, religion, sex, sexual orientation, gender identity, ancestry, national origin, age, pregnancy, genetic information, and disability
Information about the Local EEOC Office for North Carolina can be found at www.eeoc.gov/field-office or by calling 1-800-669-4000 or 1-800-669-6820 (TTY).
Immigration Law Compliance
In North Carolina, the University of Denver uses the federal government’s E-Verify system when hiring new employees, except for seasonal temporary workers who are employed for 90 or fewer days during a 12-consecutive-month period.
Internal Pay Transparency
Upon hire, the University of Denver will provide written notification to North Carolina employees of promised wages and the day and place for payment. University of Denver will provide written notice of any change to the promised wages at least one pay period prior to the change taking effect.
Jury Duty Leave
The University of Denver encourages all employees to report for jury duty and provides North Carolina 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.
If work time remains after any day of jury selection or jury duty, employees must return to work (and/or log back on to work, if working remotely) for the remainder of the employee’s work schedule.
Employees may use available vacation during otherwise unpaid time off taken under this policy.
North Carolina Disaster Response Leave
North Carolina employees who are volunteer firefighters, rescue squad workers, or volunteer emergency medical service personnel may take unpaid time off to perform emergency duty when called into service by the state in response to a disaster or emergency.
Employees must provide the University of Denver reasonable 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, including a written statement that the employee responded to an emergency call and the response time. The University of Denver will not discriminate or retaliate against any employee for requesting or taking leave in compliance with this policy.
Employees may, but will not be required to, use available vacation or paid sick leave during otherwise unpaid time off taken under this policy.
Civil Air Patrol Leave
North Carolina employees who are members of the civil air patrol may take up to 14 days of unpaid leave per year to perform their necessary duties for a State-approved mission or a U.S. Air Force authorized mission. Employees may only use up to 7 days of this leave at once.
Employees must provide the University of Denver reasonable notice of the need to take time off under this policy. The University may request reasonable documentation reflecting the need for such leave, including a written copy of the mission order. The University of Denver will not discriminate or retaliate against any employee for their membership in the civil air patrol or 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.
Leave for Involvement in School
North Carolina employees who are the parent, guardian, or person who stands in loco parentis of a school-aged child may take up to four hours of unpaid time off per year to attend or otherwise be involved at that child’s school.
For the purpose of this policy, “school” means any (i) public school, (ii) private church school, church of religious charter, or nonpublic school that regularly provides a course of grade school instruction, (iii) preschool, and (iv) childcare facility.
Employees must provide at least 48 hours’ 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 verification that the employee attended or was otherwise involved at the school. 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.
Meal and Rest Breaks
Non-exempt North Carolina 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.
Parent Compliance with Juvenile Court Orders Leave
North Carolina employees whose child(ren) is/are under the jurisdiction of the juvenile court may take unpaid time off to attend a court appearance, a parental responsibility class, or a child’s medical, surgical, psychiatric, or psychological evaluation or treatment, if the employee is required by court order.
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. 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.