Tennessee 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@lixubing.com.
Tennessee
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 Tennessee: 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), color, religion, creed, sex, sexual orientation, gender identity, ancestry, national origin, age, pregnancy, genetic information, disability (physical, mental, or visual), and volunteer rescue squad worker status if absent or late to work because the worker is responding to an emergency before the employee's reporting time
Information about the Tennessee Human Rights Commission can be found at www.tn.gov/humanrights.html or by calling 800-251-3589.
Immigration Law Compliance
In Tennessee, the University of Denver uses the federal E-Verify system to verify the employment authorization of all new employees while the organization has 35 or more employees in the United States.
Jury Duty Leave
The University of Denver encourages all employees to report for jury duty.
The University of Denver provides Tennessee employees with unpaid time off to serve on a jury. While leave to serve on a jury is unpaid, the salaries of exempt salaried employees will not be reduced for any week in which they work and also misses work time for 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. However, if an employee summoned for jury duty is working a night shift or is working during hours preceding those in which court is normally held, they will be excused from work for the shift immediately preceding their first day of jury service. After the first day of service, when the employee’s responsibility for jury duty exceeds three hours during a day, if they work the night shift or works during hours preceding those in which court is normally held, they will also be excused from their next scheduled work period occurring within 24 hours of that day of jury service.
Holidays
Meal and Rest Breaks
Non-exempt Tennessee employees who work at least six 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. Employees may waive their meal break if both they and the University of Denver agree in writing. 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 Leave
Tennessee employees who are volunteer firefighters may take time off for the purpose of responding to emergencies and fire calls. Employees may take off the next scheduled work period within 12 hours following the response as a vacation day or sick leave day without loss of pay, if they assisted in fighting the fire for more than four hours, or if they worked for more than four hours the prior day or night as a volunteer firefighter in an emergency. If the employee is not entitled to a vacation day or sick leave day, then they may be permitted such time off without pay.
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, including a written statement from the supervisor of the volunteer fire department stating that the employee responded to an emergency and the time and date of the emergency. 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
Tennessee employees who are eligible to vote in any election in Tennessee may take up to three hours 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 notice by at least noon on the day prior to election day 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.