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In addition to the policies and procedures set forth in the �鶹ԭ�� Employee Handbook (“Handbook”), the information set forth in a particular state addendum applies only to those �鶹ԭ�� employees working in the state of the applicable addendum. The state addendum modifies the Handbook as set forth below.

In the event of a conflict between the Handbook and any provision of an applicable Addendum, the conflict will be resolved as follows:

• 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).
• 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.

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.

Employees with questions about the Handbook or any applicable Addendum should contact their HR Partner at AskHRPartners@du.edu.

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Bereavement Leave

This policy applies when �鶹ԭ�� has 50 or more employees nationwide during 20 or more calendar weeks in the current calendar year or the preceding calendar year.

This policy applies to Illinois employees who: (i) have worked for �鶹ԭ�� for at least 12 months prior to the date on which the leave starts; (ii) have worked at least 1,250 hours during the 12-month period preceding the leave; and (iii) are eligible for leave under the Family and Medical Leave Act (FMLA).

Eligible employees may take up to 10 days of unpaid bereavement leave: (1) to attend a funeral (or funeral alternative) of a covered family member; (2) to make arrangements because of the death of a covered family member; (3) to grieve the death of a covered family member; (4) after a miscarriage; (5) after an unsuccessful round of intrauterine insemination or of an assisted reproductive technology procedure (e.g., artificial insemination or embryo transfer); (6) after a failed adoption match or an adoption that is not finalized because it is contested by another party; (7) after a failed surrogacy agreement; (8) after a diagnosis that negatively impacts pregnancy or fertility; or (9) after a stillbirth. Leave can also be used to attend the funeral or alternative to a funeral of a child, to make arrangements necessitated by the death of a child, and to grieve the death of a child. Leave need not be taken consecutively but must be completed within 60 days of the qualifying event. If an employee experiences more than one qualifying event in a 12-month period, they can take up to 30 working days of bereavement leave during the 12-month period.

For the purpose of this policy “covered family member” means an employee’s child, stepchild, spouse, domestic partner, sibling, parent, mother-in-law, father-in-law, grandchild, grandparent, or stepparent.

In addition to the leave above, full-time employees who have worked for the University for at least 2 weeks may take unpaid leave if they experience the loss of a child by suicide or homicide. While the �鶹ԭ�� has 250 or more employees in Illinois this leave cannot exceed 12 weeks. While the �鶹ԭ�� has fewer 250 employees in Illinois this leave cannot exceed 6 weeks. This leave must be completed within one year of the employee notifying �鶹ԭ�� of the loss. Employees who are entitled to take paid or unpaid leave (including family, medical, sick, annual, personal, or similar leave) may choose to substitute any period of that leave for an equal amount of this leave.

Bereavement leave draws from the same pool of leave that is available to employees under the FMLA, so it may not be used to exceed unpaid time off time allowed under the FMLA. If an employee has exhausted their 12 weeks of FMLA leave in a 12-month period, the employee will not be able to take bereavement leave under this policy during that 12-month period.

Employees must provide �鶹ԭ�� at least 48 hours of advance notice of the employee’s intention to take bereavement leave, unless providing such notice is not reasonable and practicable. �鶹ԭ�� may request reasonable documentation reflecting the need for such leave, including a death certificate, published obituary, written verification of death, burial, or memorial services from the mortuary, funeral home, burial society, crematorium, religious institution, or governmental agency. Employees may use available vacation and/or paid sick leave during unpaid time off taken under this policy.

Business Expense Reimbursement Policy

For Illinois employees, reimbursable expenses include all necessary costs employees incur while doing their job that primarily benefit �鶹ԭ��.

Civil Air Patrol Leave

Illinois employees are eligible for civil air patrol leave if they have (i) been employed by �鶹ԭ�� for at least 12 months and (ii) provided at least 1,250 hours of service during the 12-month period immediately before the start of leave.

Eligible employees who are volunteer members of the civilian auxiliary of the U.S. Air Force may take up to 15 days of unpaid time off to perform air patrol missions. When possible, employees who take civil air patrol leave must schedule the leave in consultation with �鶹ԭ�� and should take that leave at a time that does not unduly disrupt the University’s operations.

Employees must provide at least 14 days’ notice of the need for leave if taking five or more days of leave and as much notice as possible if taking less than five consecutive days of leave under this policy. �鶹ԭ�� may request reasonable documentation reflecting the need for such leave, including certification from the relevant civil air patrol authority to verify the employee’s eligibility for the leave. Although leave is unpaid, employee benefits will generally continue during the time of leave.

Domestic Violence and Crime Victim Leave

Illinois employees who are victims of, or have a family or household member who is a victim of domestic, gender, or sexual violence, or any other crime of violence may take up to 8 weeks of unpaid time off during any 12-month period, provided the employee is not the alleged perpetrator. Eligible employees may use this leave to:

• Seek medical attention for or recover from physical or psychological injuries caused by domestic, gender, or sexual violence to the employee or their family or household member;
• Obtain services from a victim services organization for the employee or their family or household member;
• Obtain psychological or other counseling for the employee or their family or household member;
• Participate in safety planning, temporarily or permanently relocate, or take other actions to increase the safety of the employee or their family or household member from future violence or ensure economic security; or
• Seek legal assistance to ensure the health and safety of the employee or their family or household member, including preparing for or participating in any civil or criminal legal proceeding related to an incident of domestic, gender, or sexual violence.

Eligible employees may use a total of 10 days of unpaid leave for the following purposes:

• attending the funeral or alternative to a funeral or wake of a family or household member who is killed in a crime of violence;
• making arrangements necessitated by the death of a family or household member who is killed in a crime of violence; or
• grieving the death of a family or household member who is killed in a crime of violence.

Leave taken for these reasons will be deducted from an employee's available domestic violence and crime victim leave. This leave must be completed within 60 days after an employee receives notice of the death.

For purposes of this policy, “family or household member” means a spouse, parent, son, daughter, party to a civil union, grandparents, grandchildren, sibling, other person related by blood or by present or prior marriage, other person who shares a relationship through a son or daughter, and a person jointly residing in the same household, or any other individual whose close association with the employee is the equivalent of a family relationship as determined by the employee.

This policy does not create a right for an employee to take unpaid time off that exceeds the unpaid time off time allowed under FMLA. Any leave taken under this policy is not in addition to the unpaid time off allowed under the FMLA.

Employees must provide �鶹ԭ�� at least 48 hours of 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. �鶹ԭ�� may request reasonable documentation of the need for such leave, including, but not limited to, documents from a victim's services organization, member of the clergy, or medical professional from whom the employee or family or household member has sought assistance; a police report or court record; a sworn statement from the employee; a death certificate, obituary, or funeral documentation; or other corroborating evidence.

While on leave under this policy, employees must provide �鶹ԭ�� with periodic reports (at least every 30 days) about the status of the employee’s leave and any change in their plans to return to work. During the leave period, �鶹ԭ�� will maintain an employee’s health benefits as if they continued to be actively employed. If an employee chooses not to return to work at the end of the��leave��period, the employee must reimburse �鶹ԭ�� for any health benefit premiums paid to maintain the employee’s coverage during the��leave, unless the employee cannot return to work because of continuation, reoccurrence, or onset of��domestic��or sexual��violence��or other circumstances beyond the employee’s control.

�鶹ԭ�� will treat all information related to an employee’s leave pursuant to this policy as confidential and will only disclose such information when required by law, to ensure workplace safety, or with the employees’ written consent. �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.

Election Judge Leave

This policy applies only when �鶹ԭ�� has 25 or more employees.

Illinois employees who are appointed to serve as an election judge may take unpaid time off to serve as election judges.

Employees must provide �鶹ԭ�� with at least 20 days’ advance notice of their need to take time off under this policy. Employees may use available vacation during otherwise unpaid time off taken under this policy.

Equal Employment and Anti-Discrimination Policy

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

�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.

�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 Illinois: 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), color, religion, national origin, ancestry, age (age 40 or older), sex, marital status, pregnancy, protective order status, physical or mental disability, military status, unfavorable discharge from military service, sexual orientation (including gender-related identity), citizenship status, work authorization status or term, arrest record, expunged or sealed convictions, decisions about reproductive health, family responsibilities, and genetic information.

Information about the Illinois Department of Human Rights can be found at or by calling 312-814-6200 or 866-740-3953 (TTY).

Family Neonatal Intensive Care Leave

This policy applies only when �鶹ԭ�� has 16 or more employees.

�鶹ԭ�� provides leave that complies with the Illinois Neonatal Intensive Care Leave Act.

Employees may take up to 20 days of unpaid leave while their child is a patient in a neonatal intensive care unit (NICU). This leave may be taken continually or intermittently. This leave separate from leave under the federal Family and Medical Leave Act. Employees can use any available paid leave while taking unpaid leave under this policy.Employees may be required to provide reasonable verification of their child’s length of stay in a NICU.

Upon return from leave, employees will be reinstated to their former position or an equivalent position with equivalent employment benefits, pay, seniority, and other terms and conditions. The only exception is if during the employee's leave, the employee would have lost their position because of a layoff or workforce reduction. During leave, �鶹ԭ�� will maintain health insurance coverage and any benefits employees accrued before they took leave.

Pay Transparency

Illinois employees will be provided with their wage rate and the time and place of payment upon hire. Employees will also be notified of any changes to that information before the change occurs. While �鶹ԭ�� has 15 or more employees job postings will include the pay scale and benefits information for the position. This applies to postings for jobs performed at least partly in the state as well as jobs where the employee will report to a supervisor, office, or other work site in Illinois.

Jury Duty Leave

�鶹ԭ�� encourages all employees to report for jury duty and provides Illinois 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, except to offset amounts employees receive as jury duty fees. Employees who regularly work a night shift will not be required to work the night shift if they are performing jury duty during the day.

Employees must provide �鶹ԭ�� reasonable advance notice of jury duty service as soon as possible, but no later than ten days after receiving a notice or summons. �鶹ԭ�� may request reasonable documentation of jury duty service to the extent permitted by law. �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.

Upon returning from jury duty leave, employees will be reinstated to their position without loss of seniority and will be entitled to participate in insurance or other benefits offered by �鶹ԭ�� under its established rules and practices.

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

Lactation Accommodation

Employees can take as much paid break time as necessary to express milk for up to 1 year after the birth of their child and won’t be required to use any other paid leave during this leave. Breaks may not be paid if doing so would cause an undue hardship on the University.

Meal and Rest Breaks

Unless negotiated otherwise by a collective bargaining agreement, non-exempt Illinois employees who work at least seven and a half hours in their workday are entitled and expected to take an unpaid, off-duty, 20-minute meal break. The meal break must be taken no later than five hours after the employee’s start of the work. Employees are entitled to another 20-minute meal break for every additional four and a half continuous work hours. Employees will be relieved of all duties for the full 20-minute meal break and are free to leave the premises during that time. Failure to take full meal breaks is a violation of �鶹ԭ�� policy, which may subject employees to disciplinary action, possibly including termination of employment.

Non-exempt Illinois employees under 16 who work at least five continuous hours in their workday are entitled and expected to take an unpaid, off-duty, 30-minute meal or rest break. Employees will be relieved of all duties for the full 30-minute break and are free to leave the premises during that time. Failure to take full meal or rest breaks is a violation of �鶹ԭ�� policy, which may subject employees to disciplinary action, possibly including termination of employment.

Illinois hotel room attendants who work at least seven 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 �鶹ԭ�� policy, which may subject employees to disciplinary action, possibly including termination of employment

Military Service Leave

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

All employees who are members of state uniformed services, including, but not limited to, the National Guard, any State Militia, or any State Defense Force are eligible for leave under this policy.

• Illinois active military and veteran employees who are trained to participate in funeral honors detail may take up to 8 hours of paid military leave per calendar month (40 hours per calendar year) to participate in funeral honors detail, in addition to their leave for active service. Employees do not need to exhaust other available leave before taking leave to participate in funeral honors detail.

Specific rules and exceptions are as follows:

• Illinois employees may take leave under the Illinois Military Family Leave Act (IMFLA) if the employee has been continuously employed by �鶹ԭ�� for at least 12 months and has worked at least 1,250 hours during the 12-month period immediately before any military leave begins. Military leave under the IMFLA extends to service members called to active military duty for more than 30 days, as well as their spouses, parents, children, or grandparents.

Employees may take leave under the FMLA or applicable law.

• Illinois employees eligible for military leave under the IFMLA may take up to 15 days of unpaid military leave. Before taking this leave, employees must first exhaust any available paid vacation or personal days, but not sick days.

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, employees should provide it when they request leave. An employee is generally only entitled to rights and benefits under USERRA if �鶹ԭ�� receives advance notice of the employee’s intent to take military leave unless it is impossible or unreasonable to give advance notice.

• Illinois employees that are eligible for leave under the IMFLA must give at least 14 days’ notice of the intended start of the leave if the leave will consist of five or more consecutive workdays.
• Employees taking leave to participate in military funeral honors detail must provide reasonable advance notice of the need for leave. Employees may be required to provide proof of participation.

Illinois Paid Leave for Any Reason

This policy applies to all Illinois employees not covered by a municipality or county paid leave ordinance.

Employees accrue paid leave at a rate of one hour per 40 hours worked, up to a total of 40 hours per year. Employees may use up to 40 hours per year of paid leave for any reason, including to assist an immediate family member with an illness, injury, medical appointment, or other authorized medical need.

Employees are entitled to use accrued paid leave beginning on the 90th day of employment, after which they may use paid leave as it is accrued. Employees may take paid leave in increments of no less than two hours, unless an employee’s shift is less than two hours long. Employees may carry over any unused leave year-to-year.

If the need for paid leave is foreseeable, employees must provide seven days’ advance notice to the University and make a reasonable effort to schedule the use of leave in a manner that does not unduly disrupt the operations of the University. If the need for paid leave is unforeseeable, employees must provide notice of the need for the leave as soon as practicable. Employees will not be required to provide any documentation or certification to support their need to for leave.

Paid leave will not accrue during any leave of absence. �鶹ԭ�� may prohibit employees from using paid leave during any shut down period, except as prohibited by law. Any unused paid leave will not be paid upon termination of employment. If employees separate from �鶹ԭ�� and are rehired within 12 months from their date of separation, their earned but unused paid leave that they had at the time of separation will be reinstated.

Abuse of the University’s paid 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 under this policy. �鶹ԭ�� will not retaliate against an employee for the employee’s use of or attempt to use paid leave. In addition, employees will not be retaliated against for filing a complaint alleging violations of paid leave laws, for cooperating in an investigation or prosecution of an alleged violation of paid leave laws, or opposing any policy, practice, or act prohibited by any applicable paid leave laws.

Pregnancy, Childbirth, and Childrearing Leave

Illinois employees are entitled to the same time off for pregnancy-related disabilities as they are for any other temporary disability (to the extent �鶹ԭ�� offers time off for temporary disabilities) and in accordance with any�� policy granting leave for temporary disability (if any).

To the extent that �鶹ԭ�� offers non-disability leaves of absence, Illinois employees are entitled to time off for childrearing purposes under the same terms and conditions applicable to such leaves of absence.

School Visitation Leave

This policy applies only when �鶹ԭ�� has 50 or more employees in Illinois.

Illinois employees who work at least half time and have worked for �鶹ԭ�� for at least six months may take up to four hours of unpaid time off per day (not to exceed eight hours per school year) to attend school conferences, behavioral meetings, or academic meetings related to their child if the conference or meeting cannot be scheduled during non-work hours.

Employees must provide at least 7 days (or 24 hours in the case of an emergency) of advance notice of the need for leave under this policy. �鶹ԭ�� may request reasonable documentation reflecting the need for such leave, including documentation from the school administrator which includes the exact time and date the school visitation occurred and ended. �鶹ԭ�� will not discriminate or retaliate against any employee for requesting or taking leave in compliance with this policy.��

An employee who utilizes or seeks to utilize leave under this policy may elect to make up the time taken on a different day or shift. �鶹ԭ�� will make a good faith effort to permit an employee to make up the time taken for purposes of this policy; however, if no reasonable opportunity exists for them to make up the time, they will not be paid for the time. A reasonable opportunity to make up the time taken does not include scheduling make-up time in a manner that would require the payment of wages on an overtime basis.

Employees must first exhaust all available vacation before requesting leave pursuant to this policy.

Sexual Harassment Policy

Illinois Training

While �鶹ԭ�� has 1 or more employees, all employees will receive sexual harassment training at least once a year.

Volunteer Emergency Worker Leave

This policy only applies when �鶹ԭ�� is in a municipality with a population of less than 7,500.

Illinois employees who are qualified volunteer firefighters, emergency medical technicians, ambulance drivers and attendants, first responders, auxiliary public safety officials, and volunteers under the Illinois Emergency Management Agency Act may take unpaid volunteer emergency worker leave if they are responding to an emergency.

Employees must provide �鶹ԭ�� reasonable advance notice of the need for leave under this policy. �鶹ԭ�� may request reasonable documentation reflecting the need for such leave, including a written statement from the supervisor or acting supervisor of the volunteer fire department or government entity that the employee services stating that they responded to an emergency and the time and date of the emergency. �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.

Voting Leave

Illinois employees who are eligible to vote in any primary, general, special election, or any Illinois election where propositions are submitted to a popular vote may take up to two hours of paid time off to vote on election day if they do not have at least two consecutive hours off work while the polls are open.

Employees must provide �鶹ԭ�� reasonable advance notice prior to election day of their need to take time off under this policy. Time off should be taken at the beginning or end of the employee’s workday, unless otherwise specified by �鶹ԭ��.

Whistleblower Protection

Purpose

�鶹ԭ�� is committed to operating its business with honesty and complying with all applicable laws. �鶹ԭ�� is also committed to providing a workplace that is conducive to open discussion of the University’s business practices.

Reporting

Employees with concerns or knowledge of misconduct are encouraged to report to the employee’s supervisor or HR Partners at AskHRPartners@du.edu. Misconduct includes illegal, fraudulent, questionable, or dishonest conduct that violates the law or the University’s policies and procedures. In Illinois, misconduct includes conduct that poses a substantial and specific danger to employees, public health, or safety. Misconduct also includes any violation of the Illinois or US. Constitution during civil immigration enforcement.

To facilitate an investigation, the employee’s report should be in writing and include a full statement of the misconduct, people involved, and relevant dates. Employees should use reasonable judgment when reporting. Employees who intentionally file a false report or recklessly make statements in bad faith are not protected by this policy and can be subject to discipline, which may include termination.��

This policy is intended to encourage employees to report good faith concerns about misconduct to �鶹ԭ�� prior to reporting the concerns outside the University. �鶹ԭ�� encourages employees to allow the University a reasonable time to correct the conduct. However, employees do not have to first report to �鶹ԭ�� if there is an emergency or if the employee is reasonably certain the University knows about the misconduct. This policy does not prevent an employee from reporting misconduct to governmental agencies or other parties.

Investigation

�鶹ԭ�� will promptly and thoroughly investigate any report of misconduct. All employees have a duty to cooperate and provide accurate information related to any investigation of misconduct. When possible, the reporting employee’s name will be kept confidential. However, the employee’s identity may be disclosed, if permitted by law, to conduct a thorough investigation or provide accused individuals their legal rights of defense. All materials from an investigation under this policy will be kept confidential.

Retaliation

�鶹ԭ�� will not unlawfully discriminate or retaliate against employees who:

1. Lawfully report or threaten to report misconduct by �鶹ԭ��;
2. Participate in an inquiry, court action, investigation, or hearing regarding misconduct; or
3. Refuse to participate in conduct that violates federal, state, or local law.

Retaliation in any form is prohibited. Employees who suspect they are being retaliated against should contact HR Partners at AskHRPartners@du.edu immediately.

Employees who retaliate against reporting employees will be subject to disciplinary measures up to termination. Employees who retaliate may also be subject to civil, criminal, and administrative penalties.

Questions

Employees should contact HR Partners at AskHRPartners@du.edu with any questions about this policy.

Witness Duty Leave

Illinois employees who witness a crime may take unpaid time off to appear in court to comply with a subpoena or court order to attend a criminal proceeding related to the crime. While leave to serve as a witness is unpaid, exempt salaried employees will not have their pay reduced for any week in which they work and also miss to serve as a witness, except to offset amounts employees receive as a witness fee.

Employees should provide �鶹ԭ�� reasonable advance notice of the need to take time off under this policy. �鶹ԭ�� may request reasonable documentation reflecting the need for such leave. �鶹ԭ�� will treat all information related to an employee’s leave pursuant to this policy as confidential, except as required by law. �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.

Workweek and Work Schedules

Employees will be scheduled for at least 24 consecutive hours off every consecutive seven-day period they work.