Utah 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.
Utah
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 Utah: race, color, sex, pregnancy, childbirth, pregnancy-related conditions, age (40 and older), religion, national origin, disability, genetic information, sexual orientation (actual or perceived), and gender identity. Vaccination or immunity status will not be used in employment decisions except as permitted by law.
Information about the Utah Anti-Discrimination and Labor Division can be found at https://laborcommission.utah.gov/divisions/utah-antidiscrimination-and-labor-uald/ or by calling 801-530-6800.
Immigration Law Compliance
In Utah, the University of Denver uses the federal government’s E-Verify system when hiring new employees.
Internal Pay Transparency
Utah employees will be notified of their wage rate and the day and place of payment. Employees will be notified of any change to that information prior to the change taking effect.
Jury Duty Leave
The University of Denver encourages all employees to report for jury duty and provides Utah 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 provide notify the University of Denver with advance notice of the summons as soon as reasonably possible. The University of Denver may request reasonable documentation providing proof 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.
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.
Meal and Rest Breaks
Non-exempt Utah employees under 18 who work at least five hours in their workday are entitled and expected to take an unpaid, off-duty, 30-minute meal break no later than 5 hours after the start of their shift. Employees will be relieved of all duties for the full meal break and are free to leave the premises during that time. Non-exempt employees under 18 will also receive a 10-minute rest break for every four-hour shift—employees should not work more than three consecutive hours without a 10-minute rest break. Failure to take full meal or rest breaks is a violation of University of Denver policy, which may subject employees to disciplinary action, possibly including termination of employment.
Outside Employment
No policy of the University of Denver is intended to prohibit employees from engaging in volunteer work for emergency services, such as to act as a local firefighter.
Voting Leave
Utah employees who are eligible and registered to vote in Utah may take up to two hours of paid time off to vote on election day if they do not have at least three consecutive hours off of work while the polls are open.
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 and Subpoena Leave
Utah employees may take unpaid time off to attend a deposition or other hearing in response to a 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.