DU Policies

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DU policies reflect Federal and State laws on the following topics

• Policies against discrimination and sexual harassment
• Accommodations for employees with disabilities ( ADA)
• Alcohol policy
• Drug policy
• Workplace violence policy

We want you to experience a pleasant, productive and safe workplace at the University of Denver...

As a representative of DU, you have a duty to report discrimination or harassment to your Department Chair of Program Director, to Human Resources or to other appropriate authorities.

You are not alone! There are many resources available to help you - ask!

Office of Citizenship and Community Standards has policies regarding student behavior and conduct

• DU Honor Code
• Code of Student Conduct
• Community Standards

Policies against Discrimination and Sexual Harassment

Description of your rights and responsibilities....

Discrimination based on race, color, national origin, age, religion, disability, sex, sexual orientation, marital status, or veteran status is prohibited. You may not discriminate in providing educational or employment opportunities, benefits or privileges; nor may you discriminate in the terms, conditions, or evaluative standards you apply in employment or educational settings.

Sexual harassment in any form is prohibited. Sexual harassment includes unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when submission to advances is a condition of a person's continuing status, or when submission to or rejection of the conduct is used as the basis for a decision affecting the person. Sexual harassment also exists when such conduct has the purpose or effect of interfering with a person's work or academic performance, or of creating an intimidating, hostile, or offensive environment.

Consensual sexual relationships between teachers and students or between supervisors and staff are strongly discouraged. These can create conflicts of interest or otherwise create the appearance of bias, favoritism, exploitation, intimidation, or coercion - all of which may undermine the spirit of trust and mutual respect that is essential for a healthy work and academic environment.

Retaliation against anyone who files a bona fide complaint, appears as a witness, or serves on the Equal Opportunity Board is prohibited.

Filing groundless and malicious complaints is an abuse of the policy and is also prohibited.

Violations of the policy may be punishable by severe sanctions up to and including termination.

To lodge a complaint....

You have two options: contact the supervisor, chair, or dean of the person responsible for the discrimination and begin informal resolution of the situation; or file a written complaint with the Affirmative Action Officer (AAO) requesting formal action by the Equal Opportunity Board.

Informal resolution allows a prompt, non-adversarial solution to a problem. All parties work together with their supervisor and the Affirmative Action Officer (AAO) to arrive at a mutually agreeable solution, normally in a period of ten working days. If no agreement is reached, the process may be referred for formal action.

Formal action is a lengthier process before the Equal Opportunity Board. To initiate this process you must file a written, signed complaint with sufficient details to support a charge of discrimination. The Equal Opportunity Board will investigate, and hold a hearing on the charge. The Board will issue a written decision after deliberation. Either or both parties may appeal the decision within five working days after it is issued. You may resolve the complaint by the informal method outlined above at any time before final action is taken.

For more information about the complete policy or to discuss any issues that arise, contact the EEO/Affirmative Action Office at the following telephone numbers:

• (303) 871-2307 · (303) 871-4565
• The Ombuds Officer [(303) 871-4712] is another resource that can provide information about applicable policies, procedures, and resources.

Accommodations for Employees with Disabilities

The University of Denver is committed to hiring qualified persons with disabilities and committed to the provision of reasonable accommodations for qualified employees with disabilities in accordance with:

• Its commitment to diversity
• Compliance with Title I of the Americans with Disabilities Act (ADA) and other applicable laws which prohibit discrimination on the basis of disability

Definition of disability under the ADA includes:

• A physical or mental impairment which limits one or more major life activities
• A record of such an impairment
• Being regarded as having such an impairment

Any information regarding an employee's disability including medical documentation, requests for, and provision of, reasonable accommodations is confidential and will be kept separate from an employee's official personnel file. Such information may not be released to (other) University departments, except as necessary to administer the accommodations process. Such information will not be released to an entity outside the University of Denver without the employee's written consent.

Accommodation Determination Procedures....

For employees who believe accommodations are needed, the accommodation determination process involves the direct supervisor, the employee with the disability, and when indicated, other University resources. This determination is a sequential step-by-step process:

Disclosure of the disability to the supervisor by the employee
Submittal of a written request for accommodations by the employee
Discussion(s) between the employee and the supervisor regarding requested accommodations
Provision of medical or other appropriate documentation that states the diagnosis and the functional limitations specific to the employee, if the supervisor deems it necessary
If necessary, additional collaboration with the employee, supervisor, and University resources which may include:
1. The University ADA Coordinator
2. The Office of Employment Services - Department of Human Resources
3. The University Ombuds Officer

Alcohol Policy

The University of Denver prohibits the consumption or possession of unsealed alcoholic beverages on University property or during the discharge of University duties (whether or not on University property), except in those areas or during those events which are licensed or catered in such a manner to provide for the serving of such beverages. Although moderate consumption with meals or during social events is not prohibited, the University does not encourage the consumption of alcoholic beverages during working hours. Individuals are prohibited from reporting to work under the influence of alcohol.

If an employee's supervisor has reasonable grounds to believe that an employee is under the influence of alcohol while at work, the employee may be deemed to have violated this policy and may be required to leave the workplace immediately.

To the extent permitted by law, the University may require any employee to submit to a blood alcohol test administered by University-designated laboratories or physicians. If the test indicates that the employee has a blood alcohol level of .05 or higher, the employee will be deemed to be under the influence. Refusal to consent to a drug or alcohol test may result in disciplinary action.

The University reserves the right to discipline employees found to be in violation of this policy. Disciplinary action may include immediate termination of an employee.

Anyone who has a concern about the consumption or possession of unsealed alcoholic beverages should immediately contact one of the following resources for assistance:

• The Employee Assistance Program for referrals on treatment and related issues: (303) 871-3511
• The Department of Campus Safety to report incidences of illegal activity: (303) 871-2139
• The Department of Human Resources for assistance on the disciplinary policy or policy related issues: (303) 871-7420

Possession, Use, or Distribution of Controlled Substances in the Workplace

The University of Denver is committed to a drug-free workplace and prohibits the unlawful manufacture, distribution, dispensing, or use of controlled substances by employees, students, subcontractors, consultants, and visitors.

If an employee's supervisor has reasonable grounds to believe that an employee is under the influence of drugs while at work, the employee may be deemed to have violated this policy and may be required to leave the workplace immediately.

The University reserves the right to discipline employees found to be in violation of this policy or in violation of applicable laws related to the unlawful manufacture, distribution, dispensing, possession, or use of controlled substances. Disciplinary action may include immediate termination of an employee.

Anyone who has a concern about the the unlawful manufacture, distribution, dispensing, possession, or use of controlled substances should immediately contact one of the following resources for assistance:

• The Employee Assistance Program for referrals on treatment and related issues: (303) 871-3511
• The Department of Safety to report incidences of illegal activity: (303) 871-2139
• The Department of Human Resources for assistance on the disciplinary policy or policy related issues: (303) 871-7420

Workplace Violence Policy

University Guideline and Procedures

The University takes a strong and unequivocal position against intimidation, threats, or violence in the workplace. Complaints of threatening, intimidating, or violent acts, including hostile behavior, physical abuse, vandalism, arson, sabotage, use of weapons, carrying weapons onto University property, or any other act which, in the University management's opinion, is inappropriate to the workplace will be investigated. This guideline extends to persons doing business with the University including customers, vendors, and others who interact with University employees and students.

The support and cooperation of all employees and students is requested to help keep the University a safe and healthy place to work. Employees and students should immediately report any behavior that may constitute a potentially violent situation to University management.

Procedures

Upon witnessing or hearing of an act or threat of violence, the appropriate manager may immediately act to suspend the individual(s) involved, pending the results of an investigation. If the individual(s) refuse to leave, the manager should call Campus Safety at ext. 13000 to escort the individual(s) off campus.
The manager should notify the Human Resources Department at ext. 17420 immediately. Human Resources will help in determining the appropriate action to be taken.
Should the alleged perpetrator of violence be a student, Student Judicial Affairs will handle the matter in accordance with the Student Code of Conduct.
The University will conduct any required investigation in a discreet manner. During the course of the investigation, the University may find it necessary to talk to a number of employees, particularly to the alleged perpetrator. As a result, the University will not guarantee the confidentiality of reported complaints.
At the conclusion of the investigation, the employee will be notified of the action to be taken. The action to be taken must be reviewed by Human Resources and/or University Legal Counsel before it is communicated to the employee.
Documentation of the incident, and action taken, will be kept in the employees' personnel file.