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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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Crime Victim Leave

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New Hampshire employees who are victims of a crime may take unpaid time off to attend court or other legal or investigative proceedings associated with the prosecution of the crime. This leave is also available for employees who are immediate family members of (i) a homicide victim, or (ii) a victim of any crime who is a minor or who is incompetent. The ���app may limit the amount of leave provided under this policy if necessary to prevent undue hardship to the University’s business. The ���app may require that crime victim leave be taken concurrently with any accrued paid time off.

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Employees must provide the ���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. The ���app may request reasonable documentation of the need for such leave, including, but not limited to, the form the employee received from law enforcement related to victims’ rights or notices of each scheduled legal proceeding given to the employee. An employee who uses crime victim leave will be returned to the same level of seniority he or she had prior to the leave.

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To the extent permitted under law, the ���app will treat all information related to an employee’s leave pursuant to this policy as confidential. The ���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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Emergency Services Leave

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New Hampshire employees who are members of a fire department, rescue squad, or emergency medical services agency may take unpaid time off to perform their emergency duty during a state of emergency.

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Employees must provide the ���app reasonable notice of the need to take time off under this policy. The ���app may request reasonable documentation reflecting the need for such leave, including a written statement from the chief of the employee's fire department, rescue squad, or emergency medical services agency stating that they responded to an emergency call and the response time.

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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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Equal Employment and Anti-Discrimination Policy

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This is only an excerpt of the ���app’s Non-Discrimination 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 New Hampshire: race, color, national origin, sex, gender identity, religion, age, sexual orientation, pregnancy, marital status, physical or mental disability, and genetic information

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Information about the New Hampshire Commission for Human Rights can be found at or by calling 603-271-2767 or emailing humanrights@nh.gov.

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Holidays

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Honorably discharged New Hampshire veterans may receive Veterans Day off, unpaid, if they provide at least one month’s advance notice. Leave may be denied to emergency responders if there is not another qualified emergency responder available to take their place.

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Internal Pay Transparency

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Both at the time of hire and prior to any change, the ���app will notify New Hampshire employees, in writing, of their wage rate, how often they will be paid, the day and place of payment, and how wages are determined.

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Jury Duty Leave

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The ���app encourages all employees to report for jury duty and provides New Hampshire 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 to serve on 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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Pregnancy and Parental Leave

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New Hampshire employees may take an unpaid leave of absence for the period of temporary physical disability resulting from pregnancy, childbirth, or related medical conditions. Employees who return from their leave of absence will be assigned to their original position or a comparable position unless business necessity makes this impossible or unreasonable.

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Meal and Rest Breaks

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Non-exempt New Hampshire employees who work at least five hours in their workday are entitled and expected to take an unpaid, off-duty, 30-minute meal break unless it’s feasible for employees to eat while working. If employees eat while working, the meal period will be paid. 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 the ���app policy, which may subject employees to disciplinary action, possibly including termination of employment.

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Workweek and Work Schedules

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Non-exempt, full-time New Hampshire employees who work on Sunday are entitled to a 24-hour rest period during the following six days.

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Holidays

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If the University does not recognize Veterans Day, November 11, as a Holiday, honorably discharged New Hampshire veterans may receive the day off, unpaid, if they provide at least one month’s advance notice. Leave may be denied to emergency responders if there is not another qualified emergency responder available to take their plac