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In addition to the policies set forth in The �鶹ԭ�� handbook, these policies apply only to those employees working in the state(s) set forth below. Each state addendum should be read in addition to The �鶹ԭ�� handbook and only modifies the provisions included in the addendum.��

In the event of any conflict between The �鶹ԭ�� handbook and the applicable Addendum, the applicable Addendum shall govern. Any questions about The �鶹ԭ�� handbook or the addendum can be directed to HR Partners at AskHRPartners@du.edu.

Delaware

This addendum only applies to employees in Delaware. This addendum is in addition to The �鶹ԭ�� handbook and only modifies the provisions included in the addendum.

Crime Victim Leave

Delaware employees who are victims of crime, or who are legal representatives of a victim of crime, may take unpaid time off to (i) participate, at the prosecutor’s request, in preparation for a criminal justice proceeding; (ii) attend a criminal justice proceeding if the attendance is reasonably necessary to protect the interests of the victim; or (iii) attend a criminal justice proceeding in response to a subpoena.

For purposes of this policy, a “victim of a crime” means the person identified as the victim of a crime in a police report, a criminal complaint or warrant, an indictment or other charging instrument. The phrase also includes a parent, guardian, or custodian of a victim who is unable to meaningfully understand or participate in the legal process due to physical, psychological or mental impairment. The following relatives of a deceased victim are also “victims” under this policy so long as they are not alleged to have committed or conspired to commit the crime at issue:�� spouse, adult child, stepchild, parent, or sibling. A “legal representative of a victim” is a member of the victim's family or an individual designated to represent the victim’s interests by the victim themselves or a court in which the crime is being or could be prosecuted.

Employees should provide The �鶹ԭ�� 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 �鶹ԭ�� may request reasonable documentation of the need for such leave.

The �鶹ԭ�� will treat all information related to an employee’s leave pursuant to this policy as confidential. The �鶹ԭ�� 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.

Domestic Violence, Sexual Assault, and Stalking Victim Accommodation

This policy applies only when The �鶹ԭ�� has four or more employees in Delaware.

The �鶹ԭ�� provides reasonable accommodations for known limitations due to employees’ status as a victim of domestic violence, sexual assault, or stalking that don’t cause an undue hardship on the University. Reasonable accommodations are changes to an employee’s work conditions that are necessary for them to perform their essential job functions. Reasonable accommodations can include making schedule or job duty changes and allowing employees to use their accrued leave to address their situation. This policy doesn’t create any additional leave.

Employees must provide The �鶹ԭ�� reasonable advance notice of the need to take time off, if practicable. The �鶹ԭ�� may request verification from a domestic violence or crime victim service provider, medical provider, mental health provider, law enforcement officer, court order, or family medical leave record before providing accommodations.

The �鶹ԭ�� will treat all information related to an employee’s leave or reasonable accommodation under to this policy as confidential. The �鶹ԭ�� will not discriminate or retaliate against employees for requesting or taking leave or reasonable accommodation in compliance with this policy.

Equal Employment and Anti-Discrimination Policy

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

The �鶹ԭ�� 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.

The �鶹ԭ�� 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 Delaware: race (including hair that is part of the cultural identification of an ethnic group or that is a physical characteristic of an ethnic group, such as braids, locks, or twists), marital status, genetic information, color, age, religion, sex (including pregnancy), sexual orientation, gender identity, national origin, volunteer emergency responder status, status as a victim of domestic violence, sexual offenses, or stalking, reproductive health decisions, genetic information, military status, and family responsibilities

Information about the Delaware Division of Human Relations can be found at or by calling 877-544-8626.

Election Officer Leave

Delaware employees who are not in a critical need position may take time off work to serve as an election officer on an election day. Employees must have vacation available to use to take time off under this policy.

A “critical need position” is a position in the fields of public safety, corrections, transportation, health care, or utilities; a position in a company that has 20 or fewer employees; or a position in a business or industry for which it is necessary to be in service or operation on election days.

Isolation and Quarantine Leave

Employees will not be terminated if they are absent from work as a result of being isolated or quarantined during a public health emergency. Employees do not receive this protection if they are being quarantined because they refused to comply with an examination, treatment, or vaccination program. Employees should provide The �鶹ԭ�� with reasonable notice of the need for leave after receiving an isolation or quarantine order. The �鶹ԭ�� may require reasonable documentation of the order.

Lactation Accommodation

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

The state where the employee works may set forth additional lactation and/or breastfeeding accommodation requirements, which The �鶹ԭ�� will provide, as applicable. For employees who work in Delaware, this means they will be allowed to breastfeed in any public place where they are allowed to be.

Pay Transparency

Delaware employees will be notified, in writing, of their wage rate and the day, hour, and place of payment upon hiring or change of position. Employees will also be notified, in writing, of any reduction in pay or change to the day, hour, or place of payment before the change takes effect.

Jury Duty Leave

The �鶹ԭ�� encourages all employees to report for jury duty and provides Delaware 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. Employees will not have their jury service fee deducted from their regular pay.

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

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

Meal and Rest Breaks

Unless negotiated otherwise by a collective bargaining agreement or other written agreement, non-exempt Delaware employees who work at least seven and a half hours in their workday are entitled and expected to take an unpaid, off-duty, 30-minute meal break. The meal break must be taken some time between the first two and the last two hours of the shift. 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 �鶹ԭ�� policy, which may subject employees to disciplinary action, possibly including termination of employment.

Non-exempt employees under 18 who work at least five 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 The �鶹ԭ�� policy, which may subject employees to disciplinary action, possibly including termination of employment.

Sexual Harassment Policy

Delaware Training

While The �鶹ԭ�� has 50 or more employees in Delaware, all employees will receive sexual harassment training within one year of starting work and again every two years. Supervisor employees will receive sexual harassment training within one year of becoming a supervisor and again every two years.

Volunteer Emergency Responders Leave

This policy applies only when The �鶹ԭ�� has 10 or more employees.

Delaware employees who are volunteer emergency responders, including, volunteer firefighters, members of a ladies auxiliary of a volunteer fire company, volunteer emergency medical technicians, or volunteer fire police officers, may take unpaid time off to respond to a government-declared state of emergency lasting up to seven consecutive days, to respond to a president-declared national emergency lasting up to 14 consecutive days, or for injuries they sustained when acting as a volunteer emergency responder. Employees who are essential state employees, members of the armed forces, members of the National Guard, employees of a licensed hospital, and employees of public utilities or providers of voice-over IP service or cellular telephone service who are necessary to either (i) maintain the integrity of network and facilities or (ii) assist first responders, are not eligible for leave under this policy.

Employees must provide The �鶹ԭ�� reasonable advance notice of the need for leave under this policy and that they may be absent from work because of their status as a volunteer emergency responder. The �鶹ԭ�� may request reasonable documentation reflecting the need for such leave, including a written statement signed by the individual in charge of the applicable volunteer department or another authorized individual confirming that the employee responded to an emergency, the date and time of the emergency, and the date and time they completed the volunteer emergency activities; a written statement signed by a medical professional or another authorized individual that the employee was seen by the medical professional, the date they was seen by the medical professional, and the estimated period that they will be partially or totally incapable of performing their job. Employees must also notify The �鶹ԭ�� of any change in their status as a volunteer emergency responder, including the termination of such status. The �鶹ԭ�� will not discriminate or retaliate against any employee for requesting or taking leave in compliance with this policy.

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

Delaware Notice and Acknowledgment of Electronic Monitoring

Employees should be aware that The �鶹ԭ�� electronically monitors the use of any The �鶹ԭ�� device or system as well as traffic on The �鶹ԭ�� internet. This includes the use of phones, email, computers, and other communication devices or systems. Employees should have no expectation of privacy regarding their internet or technology systems use and should not use The �鶹ԭ�� systems for information they wish to keep private.