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In addition to the policies and procedures set forth in the ���app Employee Handbook (“Handbook”), the information set forth in a particular state addendum applies only to those ���app 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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Equal Employment and Anti-Discrimination Policy

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This is only an excerpt of the ���app’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 ���app 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 ���app 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 Georgia: race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age (40 or older), disability, and genetic information (including family medical history)

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Information about the Georgia Commission on Equal Opportunity can be found at or by calling 404-656-1736.

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Immigration Law Compliance

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This is only an excerpt of the ���app’s Employment Eligibility policy with state specific information included in italics. Please refer to the complete policy for further information.

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In Georgia, the ���app uses the federal government’s E-Verify system when hiring new employees and any rehires.

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Jury Duty Leave

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The ���app encourages all employees to report for jury duty. All Georgia employees (exempt and non-exempt) will be paid their regular wages while on jury duty, to the extent required by applicable law, less any amounts the employee receives from the court or state.

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After receiving a summons for jury duty, employees must notify The ���app as soon as reasonably possible. The ���app may request reasonable documentation of jury duty service to the extent permitted by law. The ���app 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.

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Military Service Leave

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This is only an excerpt of The ���app’s Leave of Absence policy with state specific information included in italics. Please refer to the complete policy for further information.
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Employees may take military leave for training and other non-active-duty activities in accordance with applicable law.

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• Georgia employees may take military leave to participate in assemblies or annual training and they may take up to six months to attend service school conducted by the U.S. armed forces per four-year period.

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Sick Leave

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Employees who earn sick leave are entitled to use up to 5 days of their earned leave each calendar year to care for an immediate family member. Immediate family member means an employee's child, spouse, grandchild, grandparent, or parent or any dependents as shown in the employee's most recent tax return.

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Voting Leave

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Georgia employees who are eligible to vote in any municipal, county, statewide, or federal political party primary or election may take up to two hours of unpaid time off to vote either on election day or one of the days designated for advanced in-person voting.

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Employees must provide The ���app reasonable advance notice of their need to take time off under this addendum. Time off should be taken at the beginning or end of the employee’s workday, unless otherwise specified by The ���app.

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Witness Duty Leave

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Georgia employees who are obligated to appear in court in response to a subpoena or other court order or process may take unpaid time off to attend judicial proceedings unless they are charged with a crime.

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

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

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Workweek and Work Schedules

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Employees who are scheduled to work Saturday or Sunday may request a reasonable accommodation if the work conflicts with their religious day of worship.