Texas Addendum
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@21333b.com.
Texas
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 Texas: race (including hair texture or style 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), color, disability, religion, national origin, age (40 and older), sex (including pregnancy, childbirth, or a related medical condition), sexual orientation, gender identity genetic information, and military service
Information about the Texas Commission on Human Rights can be found at www.twc.texas.gov/partners/civil-rights-discrimination or by calling 888-452-4778.
Jury Duty Leave
The University of Denver encourages all employees to report for jury duty and provides Texas 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.
If work time remains after any day of jury selection or jury duty, employees must return to work (or log back on to work, if working remotely) for the remainder of their work schedule.
Employees may use available vacation or paid sick leave during otherwise unpaid time off taken under this policy.
Crime Victim Leave
Texas employees who are victims of crime may take unpaid time off if the prosecuting attorney of the crime notifies the University of Denver that the victim’s cooperation is needed in a proceeding that requires an absence from work.
Employees must provide the University of Denver reasonable advance notice of the need to take time off under this policy. 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.
Voting Leave
Texas employees who are eligible to vote in an election in Texas may take up to two hours of paid time off to vote on election day if they do not have at least two consecutive hours off of work while the polls are open.
Employees must provide the University of Denver reasonable advance 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.
Witness Duty and Court Appearance Leave
Texas employees may take unpaid time off to comply with a valid subpoena to appear in a civil, criminal, legislative, or administrative proceeding or hearing, including to appear as a witness in court proceedings, or to attend juvenile court proceedings when required as a parent or legal guardian.
Employees must provide the University of Denver reasonable advance notice of the need to take time off under this policy. 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 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.
Workweek and Work Schedules
Non-exempt, full-time Texas employees will be scheduled for at least 24-hour rest period every seven-day period they work.