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In addition to the policies and procedures set forth in the ���Ĵ�ý Employee Handbook (“Handbook”), the information set forth in a particular state addendum applies only to those ���Ĵ�ý employees working in the state of the applicable addendum. The state addendum modifies the Handbook as set forth below.

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In the event of a conflict between the Handbook and any provision of an applicable Addendum, the conflict will be resolved as follows:

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• 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).

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• 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.

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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.

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Employees with questions about the Handbook or any applicable Addendum should contact their HR Partner at AskHRPartners@du.edu.

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Adoption Leave

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Kentucky employees who make a written request for leave under this policy may take a reasonable amount of unpaid time off, not to exceed six weeks, for the purpose of receiving an adoptive child under the age of seven. The ���Ĵ�ý may choose to provide additional time at its discretion. Requests for such leave should be made in writing a reasonable amount of time before the leave is needed.

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Pregnancy Leave

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The ���Ĵ�ý will make reasonable accommodations for Kentucky employees who request an accommodation related to pregnancy, childbirth, or a related medical condition. Such accommodations may include, but are not limited to, time off to recover from childbirth. The ���Ĵ�ý will not discriminate against employees due to pregnancy, childbirth, and related medical conditions, including the right to reasonable accommodations.

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Equal Employment and Anti-Discrimination Policy

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This is only an excerpt of the ���Ĵ�ý’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.

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The ���Ĵ�ý 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.

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The ���Ĵ�ý 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 Kentucky: race, disability, color, religion, national origin, sex (including pregnancy, childbirth, or a related medical condition), sexual orientation, gender identity, genetic information, age (over 40), status as a smoker or non-smoker, membership in the Kentucky National Guard or Kentucky active militia, garnishment for any indebtedness, and child support withholding

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Information about the Kentucky Commission on Human Rights can be found at or by calling 502-595-4024 or (502) 595-4084 (TDD).

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Jury Duty Leave

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The ���Ĵ�ý encourages all employees to report for jury duty and provides Kentucky employees with unpaid time off to respond to a summons, serve as a juror, or attend court for prospective juror 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 respond to a summons, serve as a juror, or attend court for prospective juror service.

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After receiving a summons for jury duty, employees must notify the ���Ĵ�ý as soon as reasonably possible. The ���Ĵ�ý may request reasonable documentation of jury duty service to the extent permitted by law. The ���Ĵ�ý will not discharge, discipline, retaliate against, coerce, or otherwise penalize employees who take leave under this policy.

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Meal and Rest Breaks

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Non-exempt Kentucky employees are entitled to meal breaks of reasonable lengths. The breaks should be taken as close to the middle of an employee’s shift as possible, but not less than three or more than five hours after the employee’s shift begins. Employees will be relieved of all duties for the full meal breaks.

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Employees are entitled to a 10-minute rest break for each four hours of work. Rest breaks are in addition to regularly scheduled meal breaks. Failure to take full meal and rest breaks is a violation of ���Ĵ�ý policy, which may subject employees to disciplinary action, possibly including termination of employment.

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Volunteer Emergency Service Provider Leave

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Iowa employees who are elected to a municipal, county, state, or federal office may take unpaid time off to serve in that office, except where prohibited by federal law. Employees must provide the ���Ĵ�ý reasonable advance notice of the need for leave under this policy. Employees who take such leave will not lose any net credited services or benefits earned, such as other earned leave. However, the ���Ĵ�ý will not provide any pension, health, or other benefits during the leave of absence under this policy.

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Voting Leave

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Kentucky employees who are qualified and registered to vote may take at least four hours of unpaid time off to vote on election day in any municipal, county, state, or federal election or to appear before a county clerk to request an application for or to execute an absentee ballot.

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Employees who are election officers may take unpaid time off for an entire day to attend training or to serve as an election officer.

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Employees must provide the ���Ĵ�ý reasonable advance notice prior to election day of their need to take time off under this policy. Time off should be taken when specified by the ���Ĵ�ý. Employees will not be discharged, threatened, or penalized for requesting or taking leave under this policy.

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Witness Duty Leave

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Kentucky employees may take unpaid time off to appear in any local, state, or federal court or administrative tribunal or hearing.

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Employees must provide the ���Ĵ�ý reasonable advance notice of the need to take time off under this policy. The ���Ĵ�ý may request reasonable documentation reflecting the need for such leave, including a copy of the court order or administrative certificate. The ���Ĵ�ý will treat all information related to an employee’s leave pursuant to this policy as confidential, except as required by law. The ���Ĵ�ý will not discriminate or retaliate against any employee for requesting or taking leave in compliance with this policy.

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

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Workweek and Work Schedules

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Non-exempt, full-time Kentucky employees are entitled to one day of rest every calendar week.