Ohio 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.
Ohio
Crime Victim Leave
Ohio employees who are victims of crime, whose family members are victims of crime, or who are representatives of a victim of crime may take unpaid time off to:
- Participate, at a prosecutor’s request, in preparation for a criminal or delinquency proceeding;
- Attend a criminal or delinquency proceeding if their attendance is reasonably necessary to protect the interests of the victim;
- Attend a criminal or delinquency proceeding if necessary to comply with a subpoena; and
- Attend a criminal or delinquency proceeding that the employee, as the victim, has a legal right to attend.
For purposes of this policy, a “victim” is a person who is identified as the victim of a crime or delinquent act in a police report, complaint, indictment, or other document that charges the commission of a crime and provides the basis for a criminal prosecution or delinquency proceeding. A “victim” also includes any person who receives injuries and medical treatment as a result of an accident involving a motor vehicle, streetcar, trolley, boat, or aircraft operated by a person under the influence of alcohol or drugs.
For purposes of this policy, “family members of a victim” include spouses, children, stepchildren, siblings, parents, stepparents, grandparents, and other relatives of a victim, but that phrase does not include a person who is charged with, convicted of, or adjudicated to be a delinquent child or perpetrator of the crime against the victim, or another crime or specified delinquent act arising from the same conduct as the crime against the victim. For purposes of this policy, a victim’s representative is a member of the victim’s family or another person who exercises the rights of the victim, pursuant to Section 2930.02 of the Ohio Revised Code.
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, notice should be given as soon as possible. The University of Denver may request reasonable documentation of the need for the absence.
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 Ohio: race, color, religion, sex (including pregnancy), sexual orientation, gender identity, genetic information, military status, national origin, disability, age (40 and older), and ancestry
Information about the Ohio Civil Rights Commission can be found at https://civ.ohio.gov/ or by calling 888-278-7101.
Jury Duty Leave
The University of Denver encourages all employees to report for jury duty and provides Ohio 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 to serve on jury duty.
After receiving a summons for jury duty, employees must notify the University of Denver 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 (or log back on to work, if working remotely) for the remainder of the employee’s work schedule.
Employees who take unpaid time off pursuant to this policy will not be required or requested to use any accrued annual vacation or sick leave for time spent responding to a summons for jury duty, time spent participating in the jury selection process, or for time spent serving on a jury.
Meal and Rest Breaks
Non-exempt Ohio employees under 16 who work at least five hours in their workday are entitled and expected to take an unpaid, off-duty, 30-minute rest break. Employees will be relieved of all duties for the full rest break and are free to leave the premises during that time. Failure to take full rest breaks is a violation of University of Denver policy, which may subject employees to disciplinary action, possibly including termination of employment.
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.
If the University of Denver has fifty (50) or more employees, Ohio employees eligible for military leave under the OMFLA may take up to ten days or 80 hours of unpaid time off, whichever is less. This leave may be taken for any reason when the employee’s child, spouse, or current or former ward who is in the uniformed services has been called to active duty for more than 30 days or was injured, wounded, or hospitalized while serving on active duty.
Pregnancy Disability Leave
If Ohio employees do not qualify for leave under any of the Organization’s leave policies, employees may take a reasonable period of unpaid time off for purposes related to pregnancy, giving birth, or recovering from birth.
Volunteer Firefighter and EMT Leave
Ohio employees who are volunteer firefighters or volunteer providers of emergency medical services may take unpaid time off to respond to an emergency.
No later than 30 days after receiving certification as a volunteer firefighter or a volunteer provider of emergency services, employees must submit to the University of Denver a written notification signed by the chief of the volunteer fire department with which they serve, or the medical director or chief administrator of the cooperating physician advisory board of the emergency medical organization with which they serve, notifying the University of Denver of their status as a volunteer firefighter or volunteer provider of emergency services. Employees who are members of a volunteer fire department or who are volunteer providers of emergency medical services must notify the University of Denver when their status as a volunteer firefighter or volunteer provider of emergency medical services changes, including when such status terminates.
Employees must provide the University of Denver reasonable advance notice of the need for leave under this policy. If advance notice cannot be made either due to the extreme circumstances of the emergency or the inability to contact the University of Denver, the employee must submit to the University of Denver a written explanation from the chief of the volunteer fire department with which they serve, or the medical director or chief administrator of the cooperating physician advisory board of the emergency medical service organization with which they serve, as applicable, to explain why prior notice was not given.
The University of Denver may request reasonable documentation reflecting the need for such leave, including a written statement from the chief of the volunteer fire department or the medical director or chief administrator of the cooperating physician advisory board of the emergency medical service organization, as applicable, stating that the employee responded to an emergency and listing the time of that response. 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.
Voting and Election Official Leave
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 when specified by the University of Denver.
Witness Duty Leave
Ohio employees may take unpaid time off to appear in court in compliance with a subpoena, court order, or summons as a witness or prospective witness, including in discovery proceedings. If the underlying matter to which they are subpoenaed relates to the University of Denver or involves the employee during the course of employment, the University of Denver may provide paid leave for their attendance in response to such subpoena.
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.