Wyoming 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.

 

 

Crime Victim Leave

 

Wyoming employees who are victims of a crime may take unpaid time off to respond to a subpoena from either the prosecution or defense in a criminal case. Employees must provide the University of Denver reasonable advance notice of the need to take time off under this policy.

 

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

 

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 Wyoming: race, color, religion, creed, sex, sexual orientation, gender identity, ancestry, national origin, age, pregnancy, genetic information, and disability

 

Information about the Labor Standards Division of the Wyoming Department of Employment can be found at http://wyomingworkforce.org/workers/labor/rights/ or by calling (307) 777-7261 or (307) 235-3679.

 

Wyoming Jury Duty Leave

 

The University of Denver encourages all employees to report for jury duty and provides Wyoming 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.

 

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

 

Voting Leave

 

Wyoming employees who are eligible to vote at any primary or general election or special election to fill a vacancy in the office of representatives in the United States Congress may take up to one hour 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 when specified by the University of Denver.

 

Witness Duty Leave

 

Wyoming employees who are witnesses to a crime may take unpaid time off to respond to a subpoena from either the prosecution or defense in a criminal case.

 

Employees must provide the University of Denver reasonable advance notice of the need to take time off under this policy.

 

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