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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 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 Idaho: race, color, religion, sex, sexual orientation, gender identity, ancestry, national origin, age, pregnancy, genetic information, and disability

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Information about the Idaho Human Rights Commission can be found at or by calling (208) 334-2873 or (888) 249-7025 or emailing inquiry@ihrc.idaho.gov.

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Jury Duty Leave

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The ���app encourages all employees to report for jury duty and provides Idaho 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 for jury duty.

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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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• Idaho employees who are members of the state uniformed services may take up to 15 days of military leave per year.

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When the need for military leave is foreseeable, employees must notify their supervisor as far in advance as possible. If employees have written authorization from their military branch for the leave, they should provide it when they request leave. An employee is generally only entitled to rights and benefits under USERRA if The ���app receives advance notice of the employee’s intent to take military leave unless giving advance notice is impossible or unreasonable.

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• Idaho employees must give at least 90 days’ notice to be eligible for leave as a member of a state uniformed service.