Legal and Illegal Drugs, Discrimination,
and Violence Policies
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 licensed to serve 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.
Concerns about alcohol should be directed to:
A. If an employee's supervisor has reasonable grounds to believe, based on observations by the supervisor or others the supervisor believes to be reliable, that the 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. The University may, but is not obligated to, provide transportation to the employee's destination.
B. 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 actions. A written admission of being under the influence of alcohol may be allowed in lieu of testing.
C. 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 possession or consumption of alcoholic beverages. Disciplinary action may include immediate termination of an employee. The selection of a disciplinary action for any particular case shall be at the University's sole discretion.
Concerns about smoking should be directed to:
The University of Denver wants to promote a healthful and clean work environment for students, employees and visitors. Further, in accordance with the City and County of Denver Ordinances, every employee has the right to work in an area free of environmental tobacco smoke. This position is based on common workplace courtesy and the expressed interest of students and employees to restrict smoking on the campus. Accordingly, the University administration is authorized to develop procedures to implement the City and County of Denver Ordinances.
Smoking is prohibited in all University buildings and vehicles. Designated smoking areas may be established outside University buildings as appropriate. Such designated areas must be at least 25 feet from any building entrance.
2199 S. University Blvd.
Denver, CO 80208
Mary Reed Building
The University of Denver is committed to a drug free workplace and prohibits the unlawful manufacture, distribution, dispensing, possession, or use of controlled substances by employees, students, subcontractors, consultants and visitors. It is the University's policy to maintain a drug free workplace and to comply with all reporting and other obligations as imposed by the Drug Free Workplace Act of 1990(Pub. L. 100690FAR 52.2236), as amended, and the Drug Free Schools and Communities Act of 1986, as amended.
A.Anyone who has a concern about the unlawful manufacture, distribution, dispensing, possession or use of controlled substances should immediately contact one of the following resources for assistance:
i. The Employee Assistance Program for referrals on treatment and related issues.
B. If an employee's supervisor has reasonable grounds to believe, based on observation by the supervisor or by others whom the supervisor believes to be reliable, that the employee may be under the influence of illegal drugs or improperly under the influence of controlled substances, then the employee may be deemed to have violated this policy and may be required to leave the workplace immediately. The University may, but is not obligated to, provide transportation to the employee's destination.
ii. The Security Department to report incidents of illegal activity.
iii. The Department of Human Resources for assistance on the disciplinary process or policy related issues.
The University reserves the right to discipline employees found to be in violation of this Policy or 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. The selection of a disciplinary action for any particular case shall be at the University's sole discretion.
Concerns about controlled substances should be directed to:
Equal Opportunity / Anti-Discrimination
The University of Denver strives to create and maintain a community in which people are treated with dignity, decency and respect. The environment of the University should be characterized by mutual trust, freedom of inquiry and expression, and the absence of intimidation, oppression and exploitation. People in this community should be able to work and learn in a safe, yet stimulating, atmosphere. The accomplishment of this goal is essential to the academic mission of the University.
Therefore, the University will not tolerate unlawful discrimination or harassment of any kind. Through the procedures which follow and by targeted educational programming, the University will seek to prevent, correct and discipline behavior that violates this Policy.
A. It is a violation of this Policy to discriminate in the provisions of educational or employment opportunities, benefits or privileges, to create discriminatory work or academic conditions, or to use discriminatory evaluative standards in employment or educational settings if the basis of that discriminatory treatment is, in whole or in part, the person's race, color, national origin, age, religion, disability status, sex, sexual orientation, marital status, or veteran status.
B. Discrimination of these kinds may also be strictly prohibited by a variety of federal, state and local laws, including Title VII of the Civil Rights Act of 1964; the Age Discrimination in Employment Act; Title IX of the Education Amendments of 1972; the Age Discrimination Act of 1975; the Americans with Disabilities Act of 1990; the Vietnam Era Readjustment Assistance Act; Title 24, Article 34 of the Colorado Revised Statute, and Denver Municipal Ordinance. This Policy is intended to comply with the prohibitions of these antidiscrimination laws.
C. Discrimination in violation of this Policy will be subject to severe sanctions up to and including termination.
A. This Policy prohibits sexual harassment by any faculty, student, staff or agent of the University. Besides disciplinary action under this Policy, the sexual harasser may also suffer criminal and/or civil penalties in a court of law.
B.Unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature will constitute "sexual harassment" when:
i. Submission to such conduct is either explicitly or implicitly a term or condition of an individual's employment or status in a course, program or Universitysponsored activity; or
ii. Submission to or rejection of such conduct is used as the basis for unemployment or educational decisions affecting that individual; or
iii. Such conduct has the purpose or effect of unreasonably interfering with an individual's academic or work performance, or of creating an intimidating, hostile or offensive environment for working or learning.
Consensual Sexual Relationships
A. The University strongly discourages sexual relationships between a teacher and student or between a supervisor and staff member because such relationships tend to create compromising conflicts of interest, or the appearance of such conflicts.
B. The relationship may give rise to the perception on the part of others that there is favoritism or bias in academic or employment decisions affecting the student or staff member. Moreover, given the uneven balance of power within such relationships, consent by the student or staff member in such cases is suspect and may be viewed by others or, at a later date, by the student or staff member as having been given as the result of coercion or intimidation. The atmosphere created by such appearances of bias, favoritism, intimidation, coercion or exploitation undermines the spirit of trust and mutual respect that is essential to a healthy work and academic environment.
C. As in all cases, the burden of proving sexual harassment... rests with the accuser. But, when charges of harassment are brought by the student or subordinate employee during or subsequent to such a relationship, and the teacher or supervisor claims that the relationship was consented to by the student or employee, the burden will be on the teacher or supervisor to prove that the relationship was consensual and voluntary.
D. As used in this section, the term "teacher" includes a faculty member, or a graduate student, administrator, coach, advisor, counselor, residence staff or program director having supervisory responsibilities for students.
E. Sexual exploitation or sexual harassment of any kind... is a violation of the Policy and will be subject to severe sanctions up to and including termination.
A.No hardship, no loss of benefit, and no penalty may be imposed on any student, faculty, or staff as punishment for:
i. Filing or responding to a bona fide complaint of discrimination or harassment;
B. Retaliation or attempted retaliation of this kind is a violation of the Policy and will be subject to severe sanctions up to and including termination.
ii. Appearing as a witness in the investigation of a complaint; or
iii. Serving as an investigator or as a member of the Equal Opportunity Board.
Groundless and Malicious Complaints
Anyone who abuses the Policy by bringing groundless and malicious complaints of discrimination, harassment or retaliation violates the Policy and will be subject to severe sanction up to and including termination.
Concerns about discrimination should be directed to:
Diversity and Equal Opportunity
2199 South University Blvd.
Denver, Colorado 80208
Mary Reed Building
An act or threat of violence will be considered to be within the University community if and when it occurs on University property and is undertaken by one member of the University community against another. Members of the University community include: students, employees, and outside person(s) doing business with the University such as customers, vendors, or others.
The University takes a strong and unequivocal position against intimidation, threats, or violence in the workplace. We will investigate 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. This guideline extends to persons doing business with the University including customers, vendors and others who interact with University employees and students.
We request the support and cooperation of all employees and students in helping to keep our University a safe and healthy place to work. Employees and students should immediately report any behavior which may constitute a potentially violent situation to University management.
A. 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 extension 1-3000 to escort the individual(s) off campus.
B. The manager should notify Human Resources immediately. Human Resources will help in determining the appropriate action to be taken.
C. Should the alleged perpetrator of violence be a student, Student Judicial Affairs will handle the matter in accordance with the Student Code of Conduct.
D. 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.
E. 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.
F. Documentation of the incident, and action taken, will be kept in the employee's personnel file.