Oklahoma 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.

 

 

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 Oklahoma: race, color, religion, sex (including pregnancy, childbirth, and related medical conditions), sexual orientation, gender identity, national origin, age (40 and older), genetic information, and disability

 

Information about the Oklahoma Attorney General Civil Rights Enforcement Division can be found at https://www.oag.ok.gov/civil-rights-enforcement or by calling (405) 521-3921.

 

Jury Duty Leave

 

The University of Denver encourages all employees to report for jury duty and provides Oklahoma 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 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 will be excused from work for all days that they are involved in jury duty. The University of Denver will not require or request employees use vacation or paid sick leave for time spent responding to a jury duty summons, participating in jury selection, or actually serving on a jury.

 

If the University of Denver has five or fewer full-time employees, and one employee is already serving jury duty, the court will automatically postpone and reschedule the service of a summoned juror upon request.

 

Meal and Rest Breaks

 

Non-exempt Oklahoma 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. Non-exempt employees under 16 who work at least eight hours in their workday are entitled and expected to take an unpaid, off-duty, one-hour rest break. Employees will be relieved of all duties for their full rest breaks and are free to leave the premises during those times. 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.

 

Voting Leave

 

Oklahoma employees who are eligible to vote in a primary or general election in Oklahoma may take up to two hours of paid time off to vote on election day in such elections if they do not have at least three consecutive hours off of work while the polls are open. Employees may be given more time if necessary due to their distance from a polling location. Employees’ schedules may be adjusted.

 

Employees must provide the University of Denver at least three days 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.