Delaware Addenda

In addition to the policies set forth in The University of Denver handbook, these policies apply only to those employees working in the state(s) set forth below. Each state addendum should be read in addition to The University of Denver handbook and only modifies the provisions included in the addendum. 

In the event of any conflict between The University of Denver handbook and the applicable Addendum, the applicable Addendum shall govern. Any questions about The University of Denver handbook or the addendum can be directed to HR Partners at AskHRPartners@21333b.com.

Delaware

This addendum only applies to employees in Delaware. This addendum is in addition to The University of Denver handbook and only modifies the provisions included in the addendum.

Business Expense Reimbursement Policy

For Delaware employees, reimbursable expenses include the cost of purchasing and maintaining any tools required for the performance of their position and, if a uniform is required, the cost of purchasing, maintaining, and cleaning the uniform. It also includes the cost of business-related travel expenses. 

Crime Victim Leave

Delaware employees who are victims of crime, or who are legal representatives of a victim of crime, may take unpaid time off to (i) participate, at the prosecutor’s request, in preparation for a criminal justice proceeding; (ii) attend a criminal justice proceeding if the attendance is reasonably necessary to protect the interests of the victim; or (iii) attend a criminal justice proceeding in response to a subpoena. 

For purposes of this policy, a “victim of a crime” means the person identified as the victim of a crime in a police report, a criminal complaint or warrant, an indictment or other charging instrument. The phrase also includes a parent, guardian, or custodian of a victim who is unable to meaningfully understand or participate in the legal process due to physical, psychological or mental impairment. The following relatives of a deceased victim are also “victims” under this policy so long as they are not alleged to have committed or conspired to commit the crime at issue:  spouse, adult child, stepchild, parent, or sibling. A “legal representative of a victim” is a member of the victim's family or an individual designated to represent the victim’s interests by the victim themselves or a court in which the crime is being or could be prosecuted.

Employees must provide The University of Denver reasonable 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 discriminate or retaliate against employees 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.

Domestic Violence, Sexual Assault, and Stalking Leave

This policy applies only when The University of Denver has four or more employees in Delaware.

Delaware employees who are victims of domestic violence, sexual assault, or stalking, may take unpaid time off to obtain or attempt to obtain any relief, including, but not limited to, a temporary restraining order, restraining order, or other injunctive relief, to help ensure the health, safety, or welfare of the employee or the employee’s child. The University of Denver will also provide reasonable accommodations to employees who are victims of domestic violence, sexual assault, or stalking if the employee has disclosed to The University of Denver the employee’s status as a victim of domestic violence, sexual assault, or stalking; the employee requests a reasonable accommodation for the safety of the employee while at work; and the accommodation is reasonable and would not pose an undue hardship on the University. 

Employees must provide The University of Denver reasonable advance notice of the need to take time off, if practicable. The University of Denver may request reasonable documentation of the need for such leave, including a police report, court order, doctor’s note, or some other form of documentation. 

The University of Denver will treat all information related to an employee’s leave or reasonable accommodation pursuant to this policy as confidential. The University of Denver will not discriminate or retaliate against employees for requesting or taking leave or reasonable accommodation in compliance with 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 complete 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 Delaware: race (including hair that is part of the cultural identification of an ethnic group or that is a physical characteristic of an ethnic group, such as braids, locks, or twists), marital status, genetic information, color, age, religion, sex (including pregnancy), sexual orientation, gender identity, national origin, volunteer emergency responder status, status as a victim of domestic violence, sexual offenses, or stalking, reproductive health decisions, genetic information, military status, and family responsibilities

Information about the Delaware Division of Human Relations can be found at http://statehumanrelations.delaware.gov/ or by calling 877-544-8626. 

Election Officer Leave

Delaware employees who are not in a critical need position may take time off work to serve as an election officer on an election day. Employees must have vacation available to use to take time off under this policy.

A “critical need position” is a position in the fields of public safety, corrections, transportation, health care, or utilities; a position in a company that has 20 or fewer employees; or a position in a business or industry for which it is necessary to be in service or operation on election days.

Isolation and Quarantine Leave

Employees will not be terminated if they are absent from work as a result of being isolated or quarantined during a public health emergency. Employees do not receive this protection if they are being quarantined because they refused to comply with an examination, treatment, or vaccination program. Employees should provide The University of Denver with reasonable notice of the need for leave after receiving an isolation or quarantine order. The University of Denver may require reasonable documentation of the order.

Pay Transparency

Delaware employees will be notified, in writing, of their wage rate and the day, hour, and place of payment upon hiring or change of position. Employees will also be notified, in writing, of any reduction in pay or change to the day, hour, or place of payment before the change takes effect.

Jury Duty Leave 

The University of Denver encourages all employees to report for jury duty and provides Delaware 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 for jury duty. Employees will not have their jury service fee deducted from their regular pay.

After receiving a summons for jury duty, employees must notify The University of Denver as soon as reasonably possible. The University of Denver may request reasonable documentation 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 and/or paid sick leave during otherwise unpaid time off taken under this policy.

Meal and Rest Breaks

Unless negotiated otherwise by a collective bargaining agreement or other written agreement, non-exempt Delaware employees who work at least seven and a half hours in their workday are entitled and expected to take an unpaid, off-duty, 30-minute meal break. The meal break must be taken some time between the first two and the last two hours of the shift. 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 disciplinary action, possibly including termination of employment.

Non-exempt 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. 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 disciplinary action, possibly including termination of employment.

Sexual Harassment Policy

Delaware Training

While The University of Denver has 50 or more employees, all supervisor employees will receive sexual harassment training within six months of becoming a supervisor and at least every two years after that.

Volunteer Emergency Responders Leave

This policy applies only when The University of Denver has 10 or more employees. 

Delaware employees who are volunteer emergency responders, including, volunteer firefighters, members of a ladies auxiliary of a volunteer fire company, volunteer emergency medical technicians, or volunteer fire police officers, may take unpaid time off to respond to a government-declared state of emergency lasting up to seven consecutive days, to respond to a president-declared national emergency lasting up to 14 consecutive days, or for injuries they sustained when acting as a volunteer emergency responder. Employees who are essential state employees, members of the armed forces, members of the National Guard, employees of a licensed hospital, and employees of public utilities or providers of voice-over IP service or cellular telephone service who are necessary to either (i) maintain the integrity of network and facilities or (ii) assist first responders, are not eligible for leave under this policy.

Employees must provide The University of Denver reasonable advance notice of the need for leave under this policy and that they may be absent from work because of their status as a volunteer emergency responder. The University of Denver may request reasonable documentation reflecting the need for such leave, including a written statement signed by the individual in charge of the applicable volunteer department or another authorized individual confirming that the employee responded to an emergency, the date and time of the emergency, and the date and time they completed the volunteer emergency activities; a written statement signed by a medical professional or another authorized individual that the employee was seen by the medical professional, the date they was seen by the medical professional, and the estimated period that they will be partially or totally incapable of performing their job. Employees must also notify The University of Denver of any change in their status as a volunteer emergency responder, including the termination of such status. 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.

Voting Leave

Delaware employees may take up to two hours of paid time off to vote on election day if they are scheduled to work at least eight hours on the day of the election.

Employees must provide The University of Denver at least two working days’ 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. If it takes more than two hours to get to the polling station and back to work, employees may use accrued paid leave to cover the excess time away.