Wisconsin 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@21333b.com.

 

Election Official Leave

 

Wisconsin employees who are appointed as election officials may take the entire 24-hour period for each day they serve in their capacity as an election official.

 

Employees must provide the University of Denver at least seven days’ advance notice of their need to take time off under this policy. The University of Denver will not refuse to allow an employee to serve as an election official, make any threats, or offer any inducements to the employee to prevent them from serving as an election official.

 

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 Wisconsin: race, creed, color, sex, sexual orientation, gender identity, marital status, arrest and conviction record history, use of honesty testing, military service, use of genetic testing, pregnancy, childbirth, pregnancy-related conditions, age (40 or older), religion, ancestry, national origin, disability, use or nonuse of lawful products off the employer’s premises during non-working hours, and declining to attend a meeting or to participate in any communication about religious or political matters.

 

Information about the Wisconsin Equal Rights Division can be found at http://dwd.wisconsin.gov/er/civilrights/discrimination/default.htm or by calling 608-266-6860 or emailing erinfo@dwd.wisconsin.gov.

 

Jury Duty Leave

 

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’ time in service and status for purposes of seniority or pay advancement will not be interrupted for the period of jury service.

 

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

 

Meal and Rest Periods

 

Non-exempt Wisconsin employees under 18 who work at least six hours in their workday are entitled and expected to take an unpaid, off-duty, 30-minute meal break that is “reasonably close” to usual mealtimes. 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 University of Denver policy, which may subject employees to disciplinary action, possibly including termination of employment.

 

Volunteer Firefighter, Emergency Medical Services Practitioner, Emergency Medical Responder, or Ambulance Driver Leave

 

Wisconsin employees who are volunteer firefighters, emergency medical services practitioners, emergency medical responders, or ambulance drivers may take unpaid time off to respond to an emergency that begins before they are required to report to work. Employees who become a member of a volunteer fire department or fire company or become affiliated with an ambulance service provider must submit to the University of Denver a written statement signed by the chief of the volunteer fire department or fire company or by the person in charge of the ambulance service provider notifying the University of Denver within 30 days after becoming a volunteer firefighter, emergency medical services practitioner, emergency medical responder, or ambulance driver for a volunteer fire department or fire company, a public agency, or a nonprofit corporation.

 

Employees must provide the University of Denver reasonable advance notice of the need for leave under this policy. If prior notification cannot be made due to the extreme circumstances of the emergency or the inability of the employee to contact the University of Denver, the employee must submit a written statement from the chief of the volunteer fire department or fire company or from the person in charge of the ambulance service provider explaining why prior notification could not be made. The University of Denver may request reasonable documentation reflecting the need for such leave, including a written statement from the chief of the volunteer fire department or fire company or from the person in charge of the ambulance service provider certifying that the employee was responding to an emergency at the time of the lateness or absence and indicating the date and time of the response to the emergency. The University of Denver will not discriminate or retaliate in promotion, compensation, or the terms, conditions, or privileges of employment 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

 

Wisconsin employees who are eligible to vote may take up to three consecutive hours of unpaid time off on election day to vote while 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. The University of Denver will not penalize employees for taking or requesting leave under this policy.

 

Witness Duty Leave

 

Wisconsin employees may take unpaid time off to testify in an action or proceeding pertaining to a crime. An employee will be entitled to paid time off if they are subpoenaed to testify in an action or proceeding as a result of a crime against the University of Denver or about an incident involving the employee during the course of their employment.

 

Employees must provide the University of Denver reasonable advance notice within the first business day after receipt of a subpoena to testify 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 Wisconsin employees who work in a factory or retail establishment will be scheduled for at least 24 consecutive hours off every consecutive calendar week.