Minnesota 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.

 

Minnesota

 

Crime Victim Leave

 

Minnesota employees who are victims of crimes may take unpaid time off to comply with a subpoena or a prosecutor’s request to attend court for the purpose of giving testimony or attending criminal proceedings related to the victim’s case. Employees who are the spouse or immediate family member of a victim of a violent crime (as defined in the Minnesota statutes) may also take unpaid time off to attend criminal proceedings related to the victim’s case.

 

Employees must provide the University of Denver at least 48 hours advance notice of the need to take time off under this policy, unless impracticable or an emergency prevents the employee from doing so. If advance notice is not practical, employees must provide notice as soon as practical. The University of Denver may request reasonable documentation of 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. The University of Denver will not discharge, discipline, threaten, otherwise discriminate against, or penalize an employee regarding the employee's compensation, terms, conditions, location, or privileges of employment 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.

 

Election Judge Leave

 

Minnesota employees may take the necessary paid time off to serve as election judges. The University of Denver may reduce employees’ pay during such time off by the amount employees receive from the state or court (or other applicable appointing authority) for being an election judge.

 

Employees must provide the University of Denver at least 20 days’ reasonable advance notice of their need to take time off under this policy. Employees must also provide a certificate from the appointing authority stating the hours they will serve and compensation they will be provided. The University of Denver may limit the number of people absent from work serving as an election judge to no more than 20% of the total work force at any single workplace.

 

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 Minnesota: race (including hair texture, hair type, and protective hairstyles such as braids, locks, and twists that are historically associated with race), color, creed, religion, national origin, sex, marital status, status regarding public assistance, familial status, membership or activity in a local commission, disability, sexual orientation, gender identity, genetic information, age, and pregnancy or childbirth

 

Information about the Minnesota Department of Human Rights can be found at https://mn.gov/mdhr/ or by calling 833-454-0148.

 

Harassment and Domestic Abuse Leave

 

Minnesota employees who are victims of domestic abuse, sexual assault, stalking or harassment, may take unpaid time off from work to seek a harassment or domestic violence restraining order, receive an order for protection from a court, or obtain other related assistance.  Employees may use sick leave to provide or receive assistance because of sexual assault, domestic abuse, harassment, or stalking.

 

Employees must provide the University of Denver at least 48 hours advance notice of the need to take time off under this policy, if practicable. If advance notice is not practical, employees must provide notice as soon as practical. The University of Denver may request reasonable documentation of 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. The University of Denver will not discharge, discipline, threaten, otherwise discriminate against, or penalize an employee regarding the employee's compensation, terms, conditions, location, or privileges of employment 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.

 

Jury Duty Leave

 

The University of Denver encourages all employees to serve on jury selection or jury duty when called and provides Minnesota employees with unpaid time off to serve on a jury. 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 for jury duty.

 

Employees should notify their supervisor of the need for time off for jury duty as soon as possible after receiving a notice or summons from the court. The University of Denver may require employees to provide proof of jury duty service to the extent authorized by law. The University of Denver will not deprive employees of employment or threaten or otherwise coerce employees because the employee receives a summons, responds to such summons, or serves as a juror or attends court for prospective jury service.

 

Meal and Rest Breaks

 

Non-exempt Minnesota employees who work at least eight hours in their workday are entitled and expected to take an unpaid, off-duty, 30-minute meal break. Employees will be relieved of all duties for the full meal break and are free to leave the premises during that time. Failure to take full meal breaks is a violation of the University of Denver policy, which may subject employees to discipline, possibly including termination of employment. Non-exempt Minnesota employees are allowed reasonable time for every four consecutive work hours to use the restroom.

 

Military Death/Injury Leave

 

Pursuant to the Families of Mobilized Military Members Law, Minnesota employees may take up to 10 days of unpaid bereavement leave when their immediate family member (e.g. parent, child, grandparents, siblings, or spouse) has been injured or killed while engaged in active military service. While leave under this policy is unpaid, the salaries of exempt salaried employees will not be reduced for any week in which the employee works and also misses time pursuant to this policy.

 

Employees must provide the University of Denver reasonable advance notice of the need for leave under this policy. The University of Denver may request reasonable documentation reflecting the need for such leave, to the extent authorized by law. Employees may use available vacation and/or paid sick leave during unpaid time off taken under this policy, however, the length of unpaid time off provided herein will not be reduced by any period of paid leave provided by the University of Denver, if any.

 

Protected Activity

 

Under the Minnesota Wage Disclosure Protection law, Minnesota employees have the right to tell any person the amount of their own wages. They will not be retaliated against for disclosing their own wages. Remedies under the Wage Disclosure Protection law are to bring a civil action against an employer and/or file a complaint with the Minnesota Department of Labor and Industry at 651-284-5075 or 800-342-5354.

 

St. Paul, Minnesota Protected Activity

 

St. Paul employees have the right to: Earn Minimum Wage and Sick and Safe Time if you work in St. Paul; Receive accurate notice of your rights from your employer; Ask about your wage and sick time balance; inform others about their rights or an alleged violation; Report a suspected violation to the City of St. Paul HREEO Department; Participate in HREEO' s investigations and any other related proceeding; and Oppose unlawful practices, policies, or acts. Employees will not be retaliated against for exercising their rights. Violations can be reported online by visit www.stpaul.gov/laborstandards by phone at 651-668-8966 or by email at Laborstandards@ci.stpaul.mn.us.

 

Minneapolis, Minnesota Sick and Safe Time Leave

 

Employees accrue paid sick and safe time leave at a rate of one hour for every 30 hours worked in Minneapolis, up to a total of 48 hours per year. Employees may use sick and safe time leave for the following reasons:

 

  • Diagnosis, treatment, recuperation, or preventative care for a medical or mental health condition, illness, or injury;

 

  • Care of a covered family member who is sick or needs diagnosis, treatment, or preventative care, or during emergency closure of their school or place of care (including for inclement weather);

 

  • Legal action, counseling or other services for domestic abuse, sexual assault, or stalking;

 

  • Scheduled work shift cancelled due to public health emergency by order of a public official; or

 

  • Other reasons provided under applicable law.

 

Under this policy, “family member” includes immediate family or a member of the employee’s household.

 

Employees are entitled to use accrued sick leave beginning on the 90th day of employment, after which they may use sick leave as it is accrued. Employees may take sick and safe time leave in increments of no less than four hours.Employees may carry over up to 80 hours of earned sick leave year-to-year.

 

If the need for sick and safe time leave is foreseeable, employees must provide reasonable advance notice to the University and make a reasonable effort to schedule the use of sick days in a manner that does not unduly disrupt the operations of the University of Denver. If the need for sick and safe time leave is unforeseeable, employees must provide notice of the need for the leave as soon as practicable. If employees are absent for three or more consecutive days, the University of Denver may require reasonable documentation that the paid sick time has been used for a purpose set forth in this policy.

 

Sick and safe time will not accrue during any leave of absence. The University of Denver may prohibit employees from using sick and safe time leave during any shut down period, except as prohibited by law. Any unused sick leave will not be paid upon termination of employment. If employees separate from the University of Denver and are rehired within 90 days from their date of separation, their earned but unused sick leave that they had at the time of separation will be reinstated.

 

Abuse of the Organization’s sick and safe time leave policy is dishonest and may lead to termination of employment. Employees will not be required to find their replacements for time they take off pursuant to this policy. The University of Denver will not retaliate against an employee for the employee’s use of, or attempt to use, sick days. In addition, an employee will not be retaliated against for filing a complaint alleging violations of sick and safe time leave laws, for cooperating in an investigation or prosecution of an alleged violation of sick and safe time leave laws, or opposing any policy, practice, or act prohibited by any applicable sick and safe time leave laws.

 

St. Paul, Minnesota Paid Sick Leave

 

Employees who work at least 80 hours per year in St. Paul are eligible for sick leave under this policy. Employees who do temporary work of less than 80 hours per year, including pickups and deliveries, are eligible for leave under this policy for hours worked in St. Paul.

 

Employees accrue paid sick leave at a rate of one hour for every 30 hours worked, up to a total of 48 hours per year. Employees may use paid sick leave for the following reasons:

 

  • Mental or physical illness, injury, or health condition of the employee or a family member, including for medical diagnosis, care, treatment, or preventative care;

 

  • If the employee or a family member are a victim of domestic abuse, sexual assault, or stalking, time off to:

 

    • Seek medical attention related to physical or psychological injury or disability caused by the crime or abuse;

 

    • Obtain services from a victim-services organization;

 

    • Obtain psychological or other counseling;

 

    • Seek relocation due to domestic abuse, sexual assault, or stalking; or

 

    • Seek legal advice or take legal action, including preparing for or participating in any civil or criminal legal proceeding related to or resulting from the crime or abuse;

 

  • Closure of the employee's place of business or a family member’s school or place of care by order of a public official to limit exposure to an infectious agent, biological toxin or hazardous material or other public health emergency;

 

  • Care for a family member whose school or place of care has been closed due to inclement weather, loss of power, loss of heating, loss of water, or other unexpected closure; or

 

  • Other reasons provided under applicable law.

 

Under this policy, “family member” means a child, step-child, adopted child, foster child, adult child, spouse, sibling, parent, step-parent, mother-in-law, father-in-law, grandchild, grandparent, or registered domestic partners and any individual related by blood or affinity whose close association with the employee is the equivalent of a family relationship.

 

Employees are entitled to use accrued paid sick leave beginning on the 90th day of employment, after which they may use paid sick leave as it is accrued. Employees may take sick leave in increments of no less than four hours. Employees who have worked within the geographic boundaries of St. Paul for more than one year may carry over earned but unused paid sick leave to the next year, up to a total of 80 hours.If the need for paid sick leave is foreseeable, employees must provide seven days advance notice to the Organization and make a reasonable efforts to schedule the use of sick days in a manner that does not unduly disrupt the operations of The University of Denver. If the need for paid sick leave is unforeseeable, employees must provide notice of the need for the leave as soon as practicable. If employees are absent for three or more consecutive days, The University of Denver may require reasonable documentation, including a doctor’s note, that the paid sick time has been used for a purpose set forth in this policy.

 

Sick leave will not accrue during any leave of absence. The University of Denver may prohibit employees from using sick leave during any shut down period, except as prohibited by law. Any unused sick leave will not be paid upon termination of employment. If employees separate from the University of Denver and are rehired within 90 days from their date of separation, their earned but unused paid sick leave that they had at the time of separation will be reinstated.

 

Abuse of the Organization’s sick leave policy is dishonest and may lead to termination of employment. Employees will not be required to find their replacements for time they take off pursuant to this policy. The University of Denver will not retaliate against an employee for the employee’s use of, or attempt to use, sick days. In addition, an employee will not be retaliated against for filing a complaint alleging violations of paid sick leave laws, for cooperating in an investigation or prosecution of an alleged violation of paid sick leave laws, or opposing any policy, practice, or act prohibited by any applicable paid sick leave laws.

 

Pregnancy and Parental Leave

 

In accordance with Minnesota’s Pregnancy and Parenting Leave Act (MPPA), the University of Denver provides leave to Minnesota employees for a pregnancy-related condition, or to care for a newborn child, newly adopted child, or child placed with them for foster care. Employees are eligible for up to 12 weeks of unpaid time off under the MPPA.

 

Eligible employees may take leave for the birth or adoption of a child, prenatal care, or incapacity caused by pregnancy, childbirth, or related health conditions. Leave for the birth or adoption of a child may begin at any time chosen by the employee but must begin within 12 months of the birth or adoption. In cases where the child must remain in the hospital longer than the mother, leave must begin within 12 months after the child is discharged. All leave provided under this policy or the MPPA will run concurrently with the FMLA (as applicable).

 

Employees who would like to take leave for the birth of a child, or to care for a new adopted or foster child should provide advance notice to their supervisor or HR Partners at AskHRPartners@du.edu. When possible, employees should provide at least 30 days’ notice of their leave. If 30 days’ notice is not possible due to medical necessity or other reasons, employees should provide as much advance notice as possible to HR Partners.

 

Employees suffering from a pregnancy-related disability who require reasonable accommodation (which may include leave) for this purpose should contact HR Partners. Employees may be entitled to the following accommodations: more frequent or longer restroom, food, and water breaks; temporary leaves of absence; modification in work schedule or job assignments; and more frequent or longer break periods. Employees may be required to submit a medical certification of their disability.

 

Employees must use any available paid time off during this leave. Any available vacation will be applied to and run concurrently with employees’ MPPA leave, and the remainder of the leave will be unpaid. During any unpaid portion of employees’ MPPA leave (that is, when vacation is not being used), employees will not accrue vacation, but they will retain all benefits accrued before and not used during leave. Employees will continue to be eligible for benefits, in accordance with the terms and conditions of applicable benefit plans.

 

At the end of the leave, employees will be reinstated to their same position, or, if that position is unavailable, to a comparable position except as allowed by applicable law. For example, if a reduction in force occurs during the time employees are on leave and they are included in the reduction, their employment may be terminated at the same time as the other employees even if they are on leave at that time. Employees will be eligible for coverage under any Organization group insurance policy, group subscriber contract, or health care plan for the employee and any dependents.

 

The University of Denver will not discriminate; retaliate; deny employment, reemployment, promotion, or any other benefit of employment; subject to any adverse employment action; or discipline, intimidate, or retaliate against any employee or applicant for requesting or taking parental leave.

 

School Activities Leave

 

Minnesota employees may take up to 16 hours of unpaid time off during any 12-month period to attend school conferences or school-related activities for their child during work hours. If the employee’s child receives childcare services by someone other than a parent or legal guardian in or outside the child’s own home on a regular basis or attends a pre-kindergarten regular or special education program, the employee may use unpaid time off to attend a conference or activity related to their child, or to observe and monitor the service or program during work hours.

 

Employees must provide the University of Denver reasonable advance notice of the need for leave under this policy and make a reasonable effort to schedule the leave so as not to unduly disrupt the Organization’s operations.

 

Employees may use available vacation or paid sick leave during otherwise unpaid time off taken under this policy.

 

Voting Leave

 

Minnesota employees who are eligible to vote may take the necessary paid time off to vote in a regularly scheduled election, election to fill a vacancy in the office of United States or state senator or United States or state representative, election to fill a vacancy in nomination for a constitutional office, or presidential nomination primary election.

 

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.  

 

Minnesota Political Activity Leave

 

Minnesota employees may take unpaid time off to attend any meeting of the state central committee or executive committee of a major political party if they are a member of the committee or may attend any convention of major political party delegates including meetings of official convention committees if they are a delegate or alternate delegate to that convention. Employees must provide the University of Denver at least 20 days' advance notice of their need to take time off under this policy.

 

Minnesota employees elected to public office may take unpaid time off to attend meetings required by their official duties. The University of Denver will try to allow employees to make up the time with other hours when they are available.

 

The University of Denver will not retaliate against employees for requesting or taking time off under this policy.

 

Witness Duty Leave

 

Minnesota employees who are the witness of a crime may take unpaid time off if subpoenaed or requested by the prosecutor to attend court for the purpose of giving testimony and attending criminal proceedings.

 

Employees must provide the University of Denver reasonable advance notice at least 48 hours prior to the leave of the need to take time off under this policy unless impracticable or an emergency prevents them from doing so. If advance notice is not practical, employees must provide notice as soon as practical. 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 discharge, discipline, threaten, otherwise discriminate against, or penalize an employee regarding their compensation, terms, conditions, location, or privileges of employment 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.

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