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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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Civil Air Patrol Leave

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Michigan employees who are volunteer members of the civil air patrol may take unpaid time off to respond to an emergency declared by the governor or the president of the United States. Within 30 days of the later of starting employment with ���app or joining the civil air patrol, an employee who is trained and qualified to provide emergency services must notify ���app that they may be called to an emergency.

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Employees must provide ���app reasonable advance notice of the need for leave under this policy and the dates they will be absent. ���app may request reasonable documentation reflecting the need for such leave, including verification from the civil air patrol of the emergency need for the employee’s volunteer service. ���app 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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Domestic Violence Leave

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Michigan employees (i) who work at least 25 hours per week and (ii) whose primary work location is in Michigan are eligible to take domestic violence leave under the University’s paid sick leave policy. If an employee or their family member is a victim of domestic violence, the employee may use paid sick leave to obtain services from a victim services organization; relocate due to domestic violence or sexual assault; obtain legal services; or participate in any civil or criminal proceedings related to or resulting from the domestic violence or sexual assault.

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Under the paid sick leave policy, “family member” means a biological, adopted or foster child; a stepchild, legal ward, or child to whom the eligible employee stands in loco parentis; a biological parent, foster parent, stepparent, adoptive parent, or�� legal guardian of an eligible employee or an their spouse; an individual who stood in loco parentis to the eligible employee when they were a minor child; an individual to whom the eligible employee is legally married under the laws of any state; a grandparent; a grandchild; or a biological, foster, or adopted sibling.

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Employees must follow the eligibility, notice, and other terms and conditions of the University’s sick leave policy for purposes of domestic violence leave.

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Crime Victim Leave

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Michigan employees who are victims of crime may take unpaid time off to appear in court to comply with a subpoena, court order, or a prosecutor’s request to attend or testify in criminal proceedings related to a crime committed against the employee. Employees who are victim representatives may also take unpaid time off to attend court proceedings while the victim is testifying.

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For purposes of this policy, a “victim representative” is (i) the guardian or custodian of a child of a deceased victim if the child is under 18 years of age; (ii) the parent, guardian, or custodian of a victim of an assaultive crime if the victim is under 18 years of age; or (iii) a person designated to act in place of a victim of an assaultive crime while the victim is physically or emotionally disabled.

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Employees must provide ���app reasonable advance notice of the need to take time off under this policy, if practicable. If advance notice is not practical, employees must provide notice as soon as practical. ���app may request reasonable documentation of the need for such leave.

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���app will treat all information related to an employee’s leave pursuant to this policy as confidential. ���app will not discriminate or retaliate against employees for requesting or taking leave in compliance with this policy. Employees may use available vacation and/or paid sick leave during otherwise unpaid time off taken under this policy.

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Equal Employment and Anti-Discrimination Policy

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This is only an excerpt of ���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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���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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���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 Michigan: religion, race (including hair texture, hair type, and protective hairstyles such as braids, locks, and twists that are historically associated with race), color, national origin, age, sex, sexual orientation, gender identity or expression, genetic information, height, weight, familial or marital status, pregnancy, and childbirth or related medical condition

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Information about the Office of Michigan Department of Civil Rights can be found at or by calling 800-482-3604.

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Jury Duty Leave

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���app encourages all employees to report for jury duty and provides Michigan 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 ���app as soon as reasonably possible. ���app may request reasonable documentation of jury duty service to the extent permitted by law. ���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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���app requires that time not spent performing jury duty must be spent at work. However, the total number of combined hours for jury duty and work should not exceed the employee’s normal daily work hours or extend beyond normal quitting times.

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

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Meal and Rest Breaks

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Non-exempt Michigan employees under 18 who work more than five continuous 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. Failure to take full meal breaks is a violation of ���app policy, which may subject employees to disciplinary action, possibly including termination of employment.

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Paid Sick Leave

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Employees who work at least 25 hours per week and whose primary work location is in Michigan are eligible for paid sick leave under this policy.

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Employees accrue paid sick leave at a rate of one hour for every 35 hours worked, up to a total of 40 hours per year. Employees may use up to 40 hours per year of paid sick leave for the following reasons:

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• Mental or physical illness, injury, or health condition of the employee or a family member, including to obtain medical diagnosis, care, treatment, or preventative medical care;

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• If the employee or the employee's family member is a victim of domestic violence or sexual assault:

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• • Obtain services from a victim services organization;

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• • Relocate due to domestic violence or sexual assault;

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• • Obtain legal services; or

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• • Participate in any civil or criminal proceedings related to or resulting from the domestic violence or sexual assault;

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• If the employee's primary workplace or a child’s school or place of care is closed by order of a public official due to a public health emergency;

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• To quarantine after exposure to a communicable disease, as recommended by health authorities; or

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• Other reasons provided under applicable law.

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Under this policy, “family member” means: a biological, adopted or foster child, stepchild or legal ward, or a child to whom the eligible employee stands in loco parentis; biological parent, foster parent, stepparent, or adoptive parent or a legal guardian of an eligible employee or an eligible employee's spouse or an individual who stood in loco parentis when the eligible employee was a minor child; individual to whom the eligible employee is legally married under the laws of any state; grandparent; grandchild; or biological, foster, or adopted sibling.

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Employees are entitled to use accrued paid sick days beginning on the 90th day of employment, after which they may use paid sick leave as it is accrued. Employees may take sick leave in increments of no less than one hour. Employees may carry over up to 40 hours of earned sick leave year-to-year.

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If the need for paid sick leave is foreseeable, employees must provide reasonable advance notice to the University and make a reasonable effort to schedule the use of sick days in a manner that does not unduly disrupt the operations of ���app. If the need for paid sick leave is unforeseeable, employees must provide notice of the need for the leave as soon as practicable. If employees are absent for three or more consecutive days, ���app may require reasonable documentation that the paid sick time has been used for a purpose set forth in this policy.

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Sick leave will not accrue during any leave of absence. ���app may prohibit employees from using sick leave during any shut down period, except as prohibited by law. Any unused sick leave will not be paid upon termination of employment. If employees separate from ���app and are rehired within one year from their date of separation, their earned but unused paid sick days that they had at the time of separation will be reinstated.

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Abuse of the Organization’s sick leave policy is dishonest and may lead to termination of employment. Employees will not be required to find their replacements for time they take off pursuant to this policy. ���app will not retaliate against an employee for the employee’s use of, or attempt to use, sick days. In addition, an employee will not be retaliated against for filing a complaint alleging violations of paid sick leave laws, for cooperating in an investigation or prosecution of an alleged violation of paid sick leave laws, or opposing any policy, practice, or act prohibited by any applicable paid sick leave laws.

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Social Security Privacy Policy

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���app is committed to maintaining the confidentiality of all Social Security Numbers (SSNs), and implements safeguards to prohibit unlawful disclosure and limit access to only authorized employees. Documents containing SSNs will be made unreadable before disposal, while digital files will be erased using data-destruction methods that prevent data recovery. Violations of this policy may result in discipline, possibly including termination.