Employee Handbook

Updated December 1, 2018

Welcome to University. On behalf of my staff and faculty colleagues and especially our students, I am delighted that you have chosen to work with us. As a pioneer in a wide range of undergraduate and graduate degrees based upon contemplative education, Naropa has an international reputation and is a significant educational, cultural and economic force in Boulder. A well-supported staff is the key to best serving our students, presenting meaningful programs and performances to the public, and growing and sustaining Naropa in the future. That support includes, of course, a commitment to fair salary and benefits, but also means the creation and maintenance of a safe and collegial workplace and opportunities for each of us to grow personally and professionally while part of the Naropa community. This handbook outlines the established policies and benefits that assist in meeting those goals. I ask you to become familiar with them, take advantage of the variety of benefits offered to our employees and feel free to bring any questions to your supervisor. Thank you for choosing to work at Naropa. I look forward to meeting you. Sincerely,

President Charles G. Lief

REVOCATION OF PRIOR HANDBOOKS AND POLICIES

THIS HANDBOOK, AND THE POLICIES CONTAINED HEREIN, APPLIES TO ALL CURRENT EMPLOYEES (STAFF, FACULTY AND EMPLOYED STUDENTS) OF NAROPA UNIVERSITY AND ENTIRELY REPLACES AND SUPERSEDES NAROPA UNIVERSITY’S PRIOR HANDBOOKS EFFECTIVE DECEMBER 1, 2018.

NAROPA UNIVERSITY HAS DEVELOPED THE FOLLOWING POLICIES AND PROCEDURES FOR ALL EMPLOYEES SO THAT WE MAY OPERATE UNDER THE SAME GUIDELINES OF PERFORMANCE AND BEHAVIOR. FAILURE TO COMPLY WITH THE POLICIES AND PROCEDURES INCLUDED IN THIS HANDBOOK MAY RESULT IN DISCIPLINARY ACTION, UP TO AND INCLUDING TERMINATION OF EMPLOYMENT.

THIS HANDBOOK CONTAINS ONLY GENERAL INFORMATION AND GUIDELINES ON NAROPA UNIVERSITY’S POLICIES AND PROCEDURES. IT IS NOT INTENDED TO BE A COMPREHENSIVE “HOW TO” DOCUMENT OR TO ADDRESS ALL THE POSSIBLE APPLICATIONS OF, OR EXCEPTIONS TO, THE GENERAL POLICIES AND PROCEDURES DESCRIBED HEREIN.

NAROPA HAS THE SOLE RIGHT AND RESPONSIBILITY TO INTERPRET THE MEANING AND APPLICATION OF THE CONTENT OF THIS HANDBOOK. PROCEDURES, PRACTICES, POLICIES AND BENEFITS DESCRIBED HERE MAY NEED TO BE MODIFIED, SUSPENDED, OR DISCONTINUED FROM TIME TO TIME. THEREFORE, EXCEPT FOR THE AT-WILL NATURE OF EMPLOYMENT, WE RESERVE THE RIGHT TO MAKE CHANGES IN CONTENT OR APPLICATION AS DEEMED NECESSARY AND THESE CHANGES MAY BE IMPLEMENTED EVEN IF THEY HAVE NOT BEEN COMMUNICATED, REPRINTED, OR SUBSTITUTED IN THIS HANDBOOK.

AT-WILL EMPLOYMENT

THIS HANDBOOK, THE POLICIES AND PROCEDURES CONTAINED HEREIN, BENEFITS PROVIDED AS PART OF YOUR EMPLOYMENT, OR VERBAL STATEMENTS MADE BY MANAGEMENT ARE NOT INTENDED TO CONSTITUTE A CONTRACT OF EMPLOYMENT, EITHER EXPRESS OR IMPLIED, NOR IS THERE A GUARANTEE OF EMPLOYMENT FOR ANY DEFINITE PERIOD OF TIME. EMPLOYMENT WITH NAROPA IS AT- WILL. NAROPA UNIVERSITY HAS THE RIGHT TO TERMINATE YOUR EMPLOYMENT AT ANY TIME, FOR ANY REASON, OR FOR NO REASON AT ALL, WITH OR WITHOUT CAUSE. YOU, LIKEWISE, HAVE A SIMILAR RIGHT TO TERMINATE YOUR EMPLOYMENT WITH NAROPA UNIVERSITY.

ONLY A WRITTEN AGREEMENT SIGNED BY THE PRESIDENT OF NAROPA UNIVERSITY, OR HIS DESIGNEE, CAN CHANGE THE “AT WILL” NATURE OF THE EMPLOYMENT OF ANY INDIVIDUAL. TO THE EXTENT THAT YOU HAVE A SEPARATE WRITTEN CONTRACT WITH THE UNIVERSITY, AS IN THE CASE OF SOME FACULTY MEMBERS, THE TERMS OF ANY CURRENT, VALID, WRITTEN CONTRACT WITH NAROPA PREVAILS OVER THE TERMS CONTAINED IN THE EMPLOYEE HANDBOOK, IN THE EVENT OF CONFLICT OR AMBIGUITY IN TERMS. IN THE EVENT OF ANY CONFLICT BETWEEN SPECIFIC PROVISIONS IN THE FACULTY HANDBOOK AND THE EMPLOYEE HANDBOOK, THE FACULTY HANDBOOK SHALL BE DISPOSITIVE IN THE CASE OF FACULTY MEMBERS, PROVIDED HOWEVER PROVISIONS OF THE EMPLOYEE HANDBOOK THAT ARE REQUIRED BY APPLICABLE LAW OR REGULATIONS FOR ALL EMPLOYEES SHALL PREVAIL IN ALL CASES.

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TABLE OF CONTENTS ABOUT NAROPA 1 Meal Periods 13 Our Mission 1 Classification Definitions 13 Our Founder 1 Contract Per Term 13 The Bow 2 Exempt Employee 13 Full-Time Employee 13 COMMUNITY GUIDELINES 3 Legacy Employee 13 Code of Ethics / Code of Conduct 3 Non-Exempt Employee 14 Workplace Civility Policy 3 On-Call Employee 14 View of Right Action 4 Part-Time Employee 14 Right Speech 4 Student Worker 14 Conflict of Interest & Conflict of Commitment 4 Temporary Employee 14 Equal Employment Opportunity 4 Compensation 14 Disability Resources 5 Dual Relationships 14 Discrimination & Harassment 5 Definitions for the Dual Relationship Policy 15 Gender Equity, Sexual Misconduct Employees Seeking Degrees 16 & Relationship Violence 5 Employment of Students 16 Harassment 5 Overtime 16 Improper & Inappropriate Conduct / Pay Days, Paychecks & Direct Deposit 17 Workplace Bullying 6 Direct Deposit 17 Whistleblower Protection Policy 6 Pay Periods 17 Retaliation 7 Monthly 17 Complaint Process 7 Semi-Monthly 17 Informal Complaint Process 7 Performance Reviews 17 Formal Complaint Process 8 Personal Changes & Updates 17 Appeal Process 8 Personal Relationships & Relatives 17 Personnel Action Notice (PAN) 18 INFORMATION & PROPERTY GUIDELINES 9 Pets in the Workplace 18 Confidential Information 9 Smoking 18 Electronic Communications 9 Staff Who Hold Academic Positions 18 Academic Freedom 9 Temporary Labor 20 Email & Text Messages 9 Timesheets & Time Recording 20 IT Systems, Company Equipment, & Use of Incense & Fragrance 20 Internet Usage 10 Personal Phone & Other Mobile Device SAFETY & EMERGENCY GUIDELINES 21 Use 10 Safety Basics 21 Social Media Usage 10 Campus Security Authorities (CSAs) 22 Employee Files 11 Drugs & Alcohol in the Workplace 22 Employment References 11 Drug-Free Workplace 22 Media Inquiries 12 Marijuana 22 Solicitation 12 Permitted Alcohol Use 22 University Property 12 Endangerment / Weapons Policy 22 Emergency Response 23 THE EMPLOYMENT RELATIONSHIP 12 Medical Emergencies 23 Adjusted Service Dates 12 Fire Emergencies 23 Appearance 13 Weather Emergencies 24 Applying for Open Positions 13 Floods 24 Attendance & Punctuality 13 Tornadoes 24 Break & Meal Periods 13 Weather Closures 24 Breaks 13 Open Flames 25

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Worker’s Compensation 25 Unlawful Acts 33 Accident Reporting 25 Enforcement 33 Work Station Ergonomics 25 Family Care Act (FCA) Leave 33 Holidays 33 EMPLOYEE BENEFIT PROGRAMS 25 Winter Break 33 Immediate Family Member 25 Jury Duty Leave 34 403(b) Retirement Plan 25 Medical Leave Of Absence (Non-FMLA) 34 Bus Pass 26 Military Leave 34 Community In-Service Days 26 New Parent Leave 34 Health & Welfare Benefits 26 Parental Leave for Child’s School Activity 34 Full-Time Benefit Plans 26 Personal Days 35 Medical Benefits 26 Personal Development Leave (PDL) 35 Dental Benefits 26 Sabbatical Leave 35 Flexible Spending Accounts (FSA) 27 Short Term Personal Leave 35 Health Savings Account (HSA) 27 Sick Time 36 Life and Accidental Death & Faculty Sick Leave 36 Dismemberment (AD&D) Insurance 27 Vacation Exchange Program 36 Short Term Disability (STD) 27 Vacation 36 Long Term Disability (LTD) 27 Volunteer Leave 37 Beneficiary Connect 27 Voting Leave 37 Work-Life Balance Employee Tuition Benefits 37 Assistance Program (EAP) 27 Academic Orientation 37 Worldwide Emergency Travel Non-Degree Seeking Students 38 Assistance 27 Degree Seeking Students 38 Vision Benefits 27 HR Application Guidelines 38 Voluntary Benefit Plans 27 Dependent Child Tuition 40 Auto, Home & Rental Insurance 28 Tuition Remission Guidelines for Less Legal Insurance 28 Than Part-Time Employees 40 Long Term Care Insurance (LTC) 28 Academic Support, Clinical Integrative Medicine Clinic 28 Support, Professional Assistants & Pet Insurance 28 Instructors 40 Time Off Benefits 28 Adjunct Faculty 40 General Leave Guidelines 28 Tuition Exchange 41 Bereavement Leave 29 Continuing Education Leave 29 NAROPA’S ORGANIZATIONAL STRUCTURE 42 Catastrophic Leave Program 29 Naropa Leadership 42 Domestic Violence Leave 29 Trustees 42 Family & Medical Leave (FMLA) 30 President & Cabinet 42 Basic Leave Entitlements 30 Department Heads & School Deans 42 Military Family Leave Entitlements 30 Cauldron – The Faculty Senate 42 Qualifying Exigency Leave 31 Staff Executive Council 42 Parental Care Leave 31 Divisions, Departments & Offices 43 Serious Injury or Illness Definition 31 Executive Division / Office of the President 43 Benefits & Protections 31 Development 43 Definition of Serious Health Condition 32 Office for Inclusive Community Use of Leave 32 Division of Academic Affairs 43 Substitution of Paid Leave for Faculty 44 Unpaid Leave 32 Ranked Faculty 44 Employee Responsibilities 32 Adjunct Faculty 44 Naropa’s Responsibilities 33 The Learning Commons 44

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Division of Business Affairs 44 Meditation Halls 49 Accounting 44 Meditation Practice Instruction 49 Alaya Preschool 44 My.Naropa.Edu 49 Business Services Center 45 Naropa Café 49 Human Resources (HR) 45 Office Supplies 49 Information Systems (IS) 45 Parking at Naropa 49 Information Technology (IT) 45 Phone & Email Directory 49 Safety, Facilities & Operations 45 Scheduling Event & Room Reservations 50 Division of Student Affairs & Sustainability 50 Enrollment Management 45 Technical Support 50 Admissions 46 New User Names and/or Password Registration 46 Changes 50 Student Financial Services 46 Transportation Services 50 Student Affairs 46 B Cycle 50 The Learning Commons 46 Bike Shack 50 Earn-A-Bike 50 UNIVERSITY RESOURCES 47 Carpooling & Vanpooling 51 Library 47 CarShare 51 Building Hours 47 Fuelsaver & Biodiesel 51 Copy Center 47 Facilities Support 47 GLOSSARY A Work Requests 47 Furniture 47 THE NAROPA SEAL D Keys 47 Mac Support 48 COMMON NAROPA ACRONYMS E iPads 48 Mailing Services 49 HANDBOOK ACKNOWLEDGMENT F

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ABOUT NAROPA Naropa University comprises four-year undergraduate and graduate programs in arts, education, environmental studies, peace studies, psychology and religious studies.. It offers BA, BFA, MA, MFA and MDiv degrees, as well as professional development training and classes for the community. Naropa enrolls approximately 965 degree- seeking students, comprised of approximately two-thirds graduate students and one-third undergraduate students. The University employs approximately 45 core faculty members, 110 adjunct faculty members per semester, and more than 165 administrative staff. The University occupies three campuses in the Boulder area. The Arapahoe campus is located on its own 4.2 acres off Arapahoe Avenue at 22nd Street. The Paramita Campus, located on 30th Street north of Glenwood, is home to the Graduate School of Counseling and Psychology. The Campus is located on east Arapahoe Avenue at 63rd Street and houses the BFA and MFA Performance programs, the BA Music program, and the Visual Arts department. The University also owns and operates two residence halls; Snow Lion is located in the local Goss/Grove neighborhood and 2333 Arapahoe is near the corner of Folsom and Arapahoe , both just blocks from the Arapahoe Campus. In addition, the University also operates Alaya Preschool located on 19th & Iris. The Office of Academic Affairs is housed at 2111 Arapahoe Avenue and, Accounting, Development, Human Resource, Information Systems and Information Technology are located at 1630 N. 63rd Street, across from the Nalanda campus. OUR MISSION: Inspired by the rich intellectual and experiential traditions of East and West, Naropa University is North America's leading institution of contemplative education. Naropa recognizes the inherent goodness and wisdom of each human being. It educates the whole person, cultivating academic excellence and contemplative insight in order to infuse knowledge with wisdom. The University nurtures in its students a lifelong joy in learning, a critical intellect, the sense of purpose that accompanies compassionate service to the world, and the openness and equanimity that arise from authentic insight and self-understanding. Ultimately, Naropa students explore the inner resources needed to engage courageously with a complex and challenging world, to help transform that world through skill and compassion, and to attain deeper levels of happiness and meaning in their lives. Drawing on the vital insights of the world's wisdom traditions, the University is simultaneously Buddhist-inspired, ecumenical, and nonsectarian. Naropa values ethnic and cultural differences for their essential role in education. It embraces the richness of human diversity with the aim of fostering a more just and equitable society and an expanded awareness of our common humanity. A Naropa education - reflecting the interplay of discipline and delight - prepares its graduates both to meet the world as it is and to change it for the better. OUR FOUNDER: The University was founded in 1974, by the Venerable Chögyam Trungpa (1939-1987), who was the supreme abbot of the Surmang monasteries in Tibet and a meditation master of the Kagyu and lineages of Tibetan . He held the degree of Khenpo, the equivalent of a Doctor of Divinity degree in the West. In 1959, when China invaded Tibet, Trungpa Rinpoche escaped through the Himalayas to northern India. He later went to England where he studied at Oxford University as a Spaulding Fellow, studying Western psychology, comparative religion, art, and philosophy. In 1970, Trungpa Rinpoche began presenting Buddhist teachings in the United States. For the next seventeen years, he taught extensively and founded (now known as Shambhala International), which is comprised of more than 65 meditation and study centers throughout North America and Europe. A scholar and artist as well as a meditation master, he became widely recognized as one of the foremost teachers of . He authored many books about Buddhism and the path of meditation, including Cutting Through Spiritual Materialism, Meditation in Action, and The Myth of Freedom. With the founding of Naropa University in 1974, he realized his vision of creating a college that would combine contemplative studies with traditional Western scholastic and artistic disciplines.

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Chögyam Trungpa Rinpoche taught at the University regularly from 1974 to 1986, and continually worked with the faculty and the administration in developing the college. As an accomplished artist, scholar, and author, as well as a meditation master, Trungpa Rinpoche was widely recognized as a skilled and compassionate teacher. His aspiration for the college and his teachings remain very much alive at the University. The approach to learning taken at Naropa University is called "contemplative education." Through the practice of meditation and contemplative disciplines, learning is infused with the experience of awareness, insight, and friendliness to oneself and others. Inspired by the great tradition of Buddhist teaching but nonsectarian in presentation and practice, the goals of contemplative education are to deepen students’ knowledge of themselves and their place in the contemporary world, to develop and strengthen personal discipline within a specific field of study, and to nurture the desire to contribute to the world with understanding and compassion. By working with these goals, students develop confidence, wisdom, resourcefulness, and the desire to work for the benefit of others. They are prepared for the constant challenges and the rapid change of modern society with moral, intellectual, and spiritual responsiveness. Thus, learning becomes a lifelong journey. The University was the first institution of higher education in North America with an educational philosophy rooted in the Buddhist tradition. Its founding was inspired by Nalanda University, established in Northern India in the 5th century A.D. At Nalanda, and the discipline of meditation provided an environment in which scholars, teachers, and students from many Asian countries and religious backgrounds came to study, debate, and share their respective traditions. The University takes its name from the 11th century Abbot of Nalanda University, Naropa. As one of Nalanda University’s most learned teachers and scholars, Naropa also recognized that the acquisition of knowledge was not the primary way to achieve wisdom and a deep understanding of the world --- an insight that remains the premise of Naropa University’s educational mission. THE BOW*: It has become something of a tradition at Naropa to begin each class and meeting with a bow. Although this ritual is by no means compulsory, it seems to have taken widespread hold at the University over the years. Many students find themselves performing the bow countless times during a two or three year degree program at Naropa, and may take enjoyment and comfort in the growing familiarity that any ritual can provide when it is repeated often enough. At the same time, many admit some frustration that they have only a vague understanding of the actual meaning of the bow itself. Hopefully, the following may clarify this understanding further. In many Asian cultures, the bow is a traditional gesture of greeting, which communicates both friendliness and respect. Certainly, the bow we make to each other at Naropa communicates these things, but it also says something more. It has a deeper meaning. For us, this bow is a way of acknowledging and honoring the qualities of warriorship which each of us has the capacity to express and to share with others during our life. By warriorship in this sense we do not mean warfare or aggression – but the opposite. The warrior whom we honor when we bow is someone who is brave enough to be a truly gentle person. Therefore, the emphasis is on bravery, not on warfare, because the warrior understands that aggression is always the result of cowardice. So, in bowing to each other, we honor the inherent bravery, gentleness, and wakeful intelligence that each of us can experience personally. We also honor Naropa as a place where the deepest purpose of our education is to cultivate these qualities and bring them to fuller expression in whatever field of learning we may have chosen. Though the bow is a very simple gesture, and takes only a few moments to execute, it actually has three distinct stages or aspects. The first is to take the warrior's posture, with eyes open, back straight and hands resting on the thighs. Just assuming this posture in itself can bring a sense of clarity, alertness, and strength. It can free you from distraction and depression right on the spot. You feel the possibilities of wakefulness and vision; you are ready to learn more. So, you begin by holding this posture. The second stage is that, having taken this posture, you relax a little within yourself, and feel your heart -- which is open, somewhat exposed and vulnerable. It is the source of your gentleness, the source of your longing to make contact with others and to be helpful to them, to be of service. And so, for a moment, as you hold the posture, you feel this fully. It is almost a kind of positive sadness.

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And then, finally, the bow itself, which is the third and final stage. Here, you make a gift of your warrior inspiration to all the others who are bowing with you. If you like, you can expand the sense of that gift to all the others who are not even in the room with you. Either way, the basic intention is to make a generous gift of all these wonderful qualities which you've experienced once again as you prepare to bow. You don't have to keep them for yourself, but you can share them fully with others. In fact, that willingness to share in this way is part of your bravery. So, hold, feel, and give. That is the meaning of the warrior's bow that we do every day here at Naropa. * Authored by faculty member Frank Berliner and excerpted from the Transpersonal Counseling Handbook COMMUNITY GUIDELINES In order to foster and maintain a diverse, inclusive, and welcoming community, the following guidelines and policies detail expectations about how we interact with one another and conduct ourselves when carrying out our duties for the University. To ensure that our community members understand their role(s) in creating and maintaining an inclusive workplace, all employees are required to participate in training including, but not limited to, Creating a Culture of Respect, which encompasses information on Title IX and preventing harassment and discrimination. It is expected that all Naropa University employees will perform their job to the best of their ability, conduct themselves with professionalism and dignity, and abide by all University policies and procedures. Any violation of the policies listed herein is subject to disciplinary action, up to and including termination of employment. WORKPLACE CIVILITY POLICY: It is expected that every employee hired at the University has the ability to create and maintain a positive team environment and conduct themselves in a professional manner with everyone encountered during the course and scope of their job duties. To that end, and in line with our community guideline policies, including the View of Right Action and Right Speech, the following job duty is a part of every position and is included in each employee’s job description: “Create and maintain a professional team environment and conduct oneself in a professional manner with everyone encountered during the course and scope of one’s job duties.” CODE OF ETHICS/CODE OF CONDUCT: As members of the Naropa University community, all faculty, staff, students, members of the Board of Trustees, University officers and certain vendors or contractors, are responsible for sustaining the highest personal and professional ethical standards and for supporting the highest ethical standards of Naropa to the best of their ability. The University values integrity, honesty and fairness, and strives to integrate these values into its teaching, research and business practices. In that spirit, this Code of Ethics/Code of Conduct is a shared statement of our commitment to upholding the ethical, professional and legal standards we use as the basis for our daily and long-term decisions and actions. We all must be cognizant of and comply with the relevant policies, standards, laws, and regulations that guide our work. We are each individually accountable for our own actions and, as members of the University community, are collectively accountable for upholding these standards of behavior and for compliance with all applicable laws and policies. Frequently, Naropa’s business activities and other conduct of its community members are not governed by specific laws or regulations. In these instances, rules of fairness, honesty, and respect for the rights of others will govern our conduct at all times. The University Code of Ethics/Code of Conduct applies to members of the Naropa University community, which includes:  Individuals who are paid by Naropa University when they are working for the University – this includes faculty, staff and students;  When required by contract, consultants, vendors, and contractors when they are doing business with the University;

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 Individuals who perform services for the University as volunteers and who assert an association with the University; and  Students both when working for Naropa or enrolled in a course of study. Please direct any questions regarding the intent or applicability of this policy to the Office of the President, the director of human resources, or your divisional vice president. VIEW OF RIGHT ACTION: Right Action is one of the principal tenets of Buddhism, guiding the practitioner in how to be in the world of daily activity. There is nothing inherently religious about the qualities of right action and they are applicable to our non-sectarian University as well. These guidelines are a helpful basis for relating to the University community and to our society at large. They serve as reminders of how to create and maintain a sane society.  Arouse respect for teachers, the wisdom of many traditions, and all who seek wisdom while retaining critical intellect and a willingness to question. Honor the process of learning.  Seek out and practice disciplines that benefit yourself and others.  Be true to your inspiration. Apply yourself wholeheartedly. Enjoy yourself. Don't be afraid to take a risk.  Assume responsibility for your state of mind and all of your actions.  Don’t intentionally do harm.  Speak gently and thoughtfully.  Refrain from slander. Maintain your dignity.  Be generous to all without prejudice.  Do not waver in meeting your obligations.  Be law abiding, humble, and act with decorum.  Be decent and trustworthy with friends, family, members of the Naropa University community, and society at large. RIGHT SPEECH: As a community, it is important for all employees of Naropa to acknowledge that words can have an emotional impact. This is true whether the words are said in person, via the telephone, via e-mail, text or through the use of social media. It is important for all employees of Naropa University to remember the principle of “right speech” when interacting with each other and the community, and to acknowledge that each of us is responsible not only for what we say, but the consequences of what we say. It is not appropriate for people to use communication as a means to harm others or the University. Employees who feel disgruntled are encouraged to speak with their supervisor or HR about their feelings. The use of harmful communication is not acceptable and hate speech is expressly prohibited. CONFLICT OF INTEREST & CONFLICT OF COMMITMENT: Naropa faculty and staff owe their primary professional allegiance to the University and its mission. Outside professional activities, private financial interests, or the receipt of benefits from third parties can cause an actual or perceived conflict of interest. In order to protect our primary mission, employees with other professional or financial interests shall disclose them to HR upon hire, or within 30-days of creation of the relationship for new ventures. EQUAL EMPLOYMENT OPPORTUNITY (EEO): Naropa University is dedicated to the principles of equal employment opportunity in any term, condition, or privilege of employment. The law forbids discrimination in every aspect of employment, including hiring, discharging, promoting or demoting. It also prohibits harassment during the course and scope of employment, or discrimination in matters of compensation, terms, conditions, or privileges of employment.

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We do not discriminate against applicants or employees on the basis of that person’s race, creed, color, religion, sex (including pregnancy), ethnicity, national origin, ancestry, age (40 or older), disability, genetic information, veteran status, sexual orientation, gender identity/expression, transgender status, or any other status protected by applicable Boulder Municipal Code, State of , or federal law, in any of our educational programs, activities, admissions, or employment policies.

DISABILITY RESOURCES: Naropa University commits to comply with applicable provisions of the Americans with Disabilities Act (ADA) & the Americans with Disabilities Act Amendments Act (ADAAA), which prohibits discrimination against a qualified individual with a disability. Generally, an individual with a disability must inform the organization/employer that an accommodation is needed. Naropa University will make reasonable accommodations to enable disabled applicants to apply for positions and to enable disabled employees to perform their jobs; provided that they are able to safely perform the essential duties of their jobs and that any accommodations made do not impose an undue financial burden on Naropa. Please inform the HR Department if an accommodation is needed. DISCRIMINATION & HARASSMENT: To preserve an equitable, responsible, and humane atmosphere for study and work, Naropa University affirms the principle that its students, faculty and staff have a right to be free from unlawful discrimination, harassment and retaliation. Questions or concerns from employees regarding the University’s compliance with the policies listed below should be directed to the HR Department or the University’s title IX coordinator. Gender Equity, Sexual Misconduct & Relationship Violence: Naropa University’s mission embraces inclusivity, personal integrity, civility and mutual respect as we aim to foster a more just and equitable society and an expanded awareness. Our mission thus commits us to providing an educational and professional setting that promotes and delivers an environment free of sexual discrimination, including sexual misconduct, and relationship violence. Such acts violate an individual’s fundamental rights and personal dignity and have a damaging, long-term effect on victims. Naropa University considers discrimination, sexual misconduct and relationship violence to be a serious offenses and such behavior will not be tolerated in our community. As defined in the Gender Equity, Sexual Misconduct and Relationship Violence Policy and Procedure, all Naropa University faculty and staff are classified as Responsible Employees. Faculty or staff who become aware of an instance of prohibited conduct outlined in this policy are required to report that information to the title IX coordinator. Employees of the Naropa Counseling Center are NOT deemed Responsible Employees under this policy and may keep confidential any information disclosed to them about violations of this policy. Currently, the Naropa Counseling Center is the only on-campus confidential resource. Faculty and staff are required to undergo training on this policy annually. A full copy of Naropa’s Gender Equity, Sexual Misconduct and Relationship Violence Policy and Procedures can be accessed via MyNaropa at: https://my.naropa.edu/ICS/Home.jnz?portlet=Gender_Discrimination. Harassment: Harassment is a form of discrimination, which may occur when an employee experiences inappropriate or improper behavior based on a legally protected status that unreasonably interferes with that individual’s work or academic performance or creates an intimidating or hostile work or educational environment or violates local, state or federal anti-discrimination or anti-harassment law. Prohibited behavior may include, but is not limited to the following:  Visual form including cartoons, posters, calendars, notes, letters, offensive screen savers, internet usage, or e-mail;  Oral form including comments, jokes, foul or obscene language, derogatory references to a protected characteristic, gossiping, questions about another’s personal life or characteristics, or repeated unwanted and unwelcome personal communications including requests to meet off campus and

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outside of business hours for personal purposes. Members of the Naropa University community, including faculty, students employed by the University, and staff who believe they have been discriminated against or harassed should contact the title IX coordinator or human resources director. Students may also contact the dean of students and faculty members may also contact the provost. Contact information for each individual is: Title IX Coordinator: Sarah Silvas-Bernstein, 303-245-4843 or [email protected] Associate Vice President-Human Resources/CHRO: Randy Arnold, 303-245-4797 or [email protected] Exec. Dir. Mission Integration & Student Services: Regina Smith, 303-245-4662 or [email protected] Provost: Janet Cramer, 303-546-3588 or [email protected] All claims of gender inequity (including gender based discrimination), sexual misconduct and relationship violence will be reported to the title IX coordinator regardless of whether you choose to do so directly. Improper & Inappropriate Conduct / Workplace Bullying: Not all improper and inappropriate conduct constitutes unlawful harassment or discrimination, nor does it necessarily create a hostile work environment actionable by law but it still may be unacceptable in our workplace. One example may be some forms of bullying. Workplace bullying is repeated mistreatment through verbal abuse, offensive conduct/behaviors and work interference. Regardless of whether such conduct is ultimately determined to rise to the level of unlawful conduct, upon receiving a report of bullying, alleged discrimination or creation of a hostile work environment, Naropa will review the circumstances and where warranted, take appropriate disciplinary or other corrective action as necessary, including termination. Naropa reserves the right to take interim measures as necessary to protect the parties involved, including but not limited to placing an employee on interim suspension, pending the outcome of an investigation if necessary. If you are a supervisor and someone makes a complaint of inappropriate or unlawful conduct to you, you must: 1. Inform the complainant of your obligation to report the complaint; 2. Immediately inform the title IX coordinator or human resources director as applicable, that you have received a complaint; 3. Intervene in situations where inappropriate conduct is (or may be) taking place; 4. Not permit retaliation by others against anyone who has made a complaint or is participating in an investigation; and 5. Maintain confidentiality and not discuss the alleged conduct with other faculty, staff or students outside the investigation process as directed by the appropriate investigator. WHISTLEBLOWER PROTECTION POLICY: Naropa University strives to operate in an ethical, honest, and lawful manner, and expects its employees to conduct their activities in accordance with University policies and applicable law. The University strongly encourages all employees to report suspected or actual illegal or unethical conduct by Naropa employees through channels that the University establishes for such reporting. No University employee may interfere with the good faith reporting of suspected or actual wrongful conduct. No individual who makes such a good faith report shall be subject to retaliation, including harassment or any adverse employment consequence, as a result of making a report. The University will take reasonable and appropriate action to address a violation of this policy. For employees who observe potentially illegal or dishonest activity, an anonymous reporting system has been established on MyNaropa. Reports can be submitted online at: MyNaropa / Employment / Employee Home /

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Report an Employment Problem and may be directed to either the director of human resources or the Office of the President, and may also be made anonymously. Please note that any reports of harassment or discrimination will be redirected to the title IX coordinator or HR Department. The right of a whistleblower for protection against retaliation does not include immunity from the consequences of the intentional filing of a false report containing baseless allegations. The employee must exercise sound judgment when electing to make a report. If any employee believes that they have been retaliated against for making a report, the employee should promptly notify human resources at 303-245-4700 or [email protected]. HR shall undertake a prompt investigation and take appropriate remedial action. RETALIATION: Retaliation against any employee for complaining about discrimination, for filing a charge of discrimination, or for participating in an employment discrimination investigation or lawsuit is prohibited. Naropa University will not tolerate harassment or retaliation against employees who oppose harassment or prohibited discrimination, or who participate in the complaint process. It is our policy to take appropriate corrective action when indicated up to, and including, termination of employment. COMPLAINT PROCESS: It is inevitable in the course of our work together that concerns, conflicts, and disputes will arise between people. It is the intention of the University to provide clear and consistent means for employees to have their concerns reviewed and addressed. Informal Complaint Process: Many times it may be useful to explore an informal resolution of the situation. The intention of handling a complaint informally is to stop any offensive behavior, begin a dialogue, and repair any harm that has been done as expeditiously as possible. The informal resolution of a complaint is generally a process of advocacy and inquiry. First, you would approach the person you are having difficulty with and express your concerns. Then, you would allow that person the opportunity to respond. While it can be difficult to discuss a sensitive issue with someone else, conflict also provides the opportunity to deepen understanding of oneself and others and to potentially increase the mutuality of the relationship. It can be well worth it to create a dialogue that repairs the harm and strengthens the bonds between you and the other person. If you find that the above suggestion is not helpful in resolving the complaint, a trusted colleague, your supervisor, or HR may be able to provide you with additional ideas for how to resolve your concerns. You can always drop by HR for support, coaching, and consultation if you are faced with a conflict that you would like to resolve informally. We can provide you with feedback, suggestions, and ideas to help you as well as giving you an opportunity to practice any conversations that you would like to try out on your own in a safe and confidential space. There are also individuals across campus who are trained in a variety of dispute resolution methods including facilitation, mediation, restorative peacemaking, and more. These individuals can support you in informally resolving the conflict to the satisfaction of both parties. HR can provide you with a list of these third-parties. If, ultimately, the informal process is unsatisfactory, an employee may choose to follow the formal complaint process as outlined below. Note: Matters pertaining to Gender Equity, Sexual Misconduct, or Relationship Violence must be referred to the title IX coordinator and should under no circumstances be handled through the informal complaint process as only the procedures set forth in the Gender Equity, Sexual Misconduct and Relationship Violence Policy and Procedure apply. Formal Complaint Process: If you have sought resolution via the informal process without satisfactory resolution, if a situation worsens, if you suspect a violation of any Naropa employment policy, or if you feel unsafe or uncomfortable engaging in the informal process with someone, you may file a formal complaint. A complaint may be brought against another employee or a student.

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Three University officers are responsible for receiving complaints. Please address your complaint to the appropriate individual noted below:  If your complaint is about a staff member, please see the director of human resources.  If your complaint is about a faculty member, please see the provost.  If your complaint is about a student, please see the dean of students. Note: Matters pertaining to Gender Equity, Sexual Misconduct, or Relationship Violence must be referred to the title IX coordinator as only the procedures set forth in the Gender Equity, Sexual Misconduct and Relationship Violence Policy and Procedure apply. Upon receiving written or verbal notification of a formal complaint, the responsible University officer will schedule an initial meeting with you to gather more information about the issue. Based upon the details of the complaint it will be determined if an investigation will ensue. If an investigation is necessary, investigating officer will complete their investigation as quickly as possible, not to exceed 60-days from receipt of the original complaint. 1. The party against whom a complaint is made (respondent) will be notified that a complaint has been received, who the complaining party is, and that an investigation is underway. The respondent will be interviewed regarding their position on the situation. 2. The investigating officer will interview all named parties, including witnesses, in an effort to collect facts and documents regarding the complaint. As a condition of employment, all individuals called to participate in an investigation are required to participate fully, and honestly, in the discovery process. At the beginning of each interview, all parties are notified of the non-retaliation policy of the university and of the need for confidentiality. 3. At the conclusion of all necessary interviews, the investigation notes will be reviewed by investigator and a recommendation will be made in accordance with the findings. The investigating officer will then develop recommendations for resolution, including possible sanctions, and will provide these recommendations to any parties responsible for action (i.e. a supervisor). 4. Participants will be informed in writing that the investigation has been completed and a summary of their findings will be provided. If neither party contests the investigating officer’s recommendations, the matter will be considered closed. 5. All finding are considered confidential for the duration of a person’s tenure at the university. If the investigating officer is the party responsible for action in a complaint situation, or the party against whom a complaint is being lodged, the complaint should be referred to another University Officer, as noted above. Appeal Process: The appeal process may only be initiated when formal complaint procedures have been completed. Both the complainant and respondent have the opportunity to appeal the complaint outcome, including findings and sanctions, and must do so in writing within 30-calendar days of the conclusion of the formal complaint process. The appeal letter should include the basis for the appeal (new evidence, disproportionate sanctions, etc., and should be filed with the relevant appeals officer who is either a divisional vice president or, for faculty appeals of a decision by the provost, to the president of the University. The appeals officer will review the information gathered and the decision made by the investigating officer. If the appeals officer desires, they may conduct additional interviews of the complaining party, the person(s) against which the complaint has been lodged, and any third parties. The appeals officer will make a final ruling on the matter and will put their finding and recommendations in writing to both parties. Throughout the complaint process, the University will act as quickly as possible and will maintain contact with both parties through the duration of the process. The University reserves the right to take immediate action,

8 including, but not limited to, interim suspension pending the outcome of the investigation or termination of employment, due to the severity of the violation or conflict or to preserve the safety or well-being of the University community or others. INFORMATION & PROPERTY GUIDELINES CONFIDENTIAL INFORMATION: As an employee of Naropa University, you may have access to confidential information, including information protected by the Family Educational Rights and Privacy Act (FERPA) or the Health Insurance Portability and Accountability Act (HIPAA). Confidential information means any information that is not generally known to or accessible by the public or is made confidential by law or by the internal policies of Naropa. Information in this category includes, but is not limited to, grades, social security numbers, personal health information, job performance and compensation details, grievances and internal investigations, and other matters identified as confidential. If you are unsure whether information you have access to is confidential, please consult your supervisor. Disclosure of confidential information may be unlawful and/or may seriously damage Naropa or its constituents, and therefore such action will not be tolerated. This non-disclosure applies during and after your employment. Any copying, reproducing, or distributing of confidential information in any manner must be authorized by management. Confidential information remains the property of Naropa University and must be returned on demand. Any confidential data breaches should be reported immediately to the director of IT and vice president of operations. ELECTRONIC COMMUNICATIONS: The University’s anti-discrimination and anti-harassment prohibitions apply to all forms of harassment or discrimination, including instances where discriminatory or harassing messages are received or sent using any form of media, electronic or otherwise and including, but not limited to, electronic communications, cell phones, social networking, emails, text messages or any other forms of computer and electronic communication. Use of social and/or electronic media to harass or discriminate against an employee can subject employees to discipline, including termination, as outlined in the University’s anti-discrimination, anti- harassment and anti-retaliation policies. Academic Freedom: Faculty concerned about academic freedom matters which may arise following a review of this section of the Employee Handbook, particularly as it relates to permitted use of the internet with Naropa equipment, are directed to the relevant section of the Faculty Handbook, which addresses that issue in more detail and upon which the faculty may rely. Email & Text Messages: Faculty and staff, including adjunct faculty, are required to use only their Naropa email address for all communications with University constituents. Using your assigned Naropa email for communication with faculty, staff and students ensures that the University has a record of communications should we need them in the future, and also that the appropriate safeguards are in place within our systems to ensure compliance with FERPA and other regulatory requirements. Email and text messages sent using the University’s communications equipment are the property of the University. Naropa reserves the right to access, monitor, read, and/or copy email messages at any time, for any reason. You should not expect that any email or text message that you send using University equipment (including University-provided cell phones) and including messages you consider to be, or label as, personal – to be private. In addition, employees who have Naropa email, contacts and/or appointments synced with their personal smart phones should not anticipate retaining this information on their device upon separation from Naropa. Naropa reserves the right to remotely “wipe” your device upon separation of employment from the University. In the case of a remote “wipe,” Naropa will not be responsible for the loss of any personal data. IT Systems, Company Equipment, & Internet Usage: Naropa University values your privacy, but in order to protect the University and our staff, faculty and students must reserve the right to monitor employee use of all IT systems, company equipment, and internet at any time, to ensure compliance with this policy. You

9 should not expect that your use of these items will be private. All IT systems and equipment are the University’s property. This includes anything received by, sent from, or stored on these systems. Employees may not, at any time, access the internet using University equipment or links for any of the following purposes:  To visit websites that feature pornography, gambling, or violent images, or are otherwise inappropriate in the workplace.  To transmit or receive communication containing pornographic, derogatory, defamatory, sexual, racist or harassing statements.  To operate an outside business, solicit money for personal purposes, or to otherwise act for personal financial gainthis includes running online auctions.  To download software, articles, or other printed materials in violation of copyright laws.  To read, open, or download any file from the internet without ensuring that the file has been screened for viruses through the use of the University's virus detection software; which is typically an automated process. If any warning messages are received, it is the responsibility of the employee to contact a supervisor or the IT department before opening the file in question. Personal Phone & Other Mobile Device Use: Naropa recognizes and understands that personal use of the telephone may be necessary during the work day to maintain communication with family or to conduct personal business. If you need to have your personal cell phone on in the office, please keep the phone on very low volume or on vibrate. Employees should keep their personal calls brief and limit their use of Naropa phones for personal business. If an employee’s company issued cell phone or tablet incurs charges over the regular monthly rate covered by the usage contract, and if the overage is due to personal use, the employee will be responsible for the additional charges. In all cases, we request that users be mindful of usage and potential cost to the University when using these devices. Employees should also be aware that, although they are able to use personal codes to access the voice mail systems, Naropa University maintains the ability and retains the right to access any messages left on or transmitted over these systems. Employees should not assume that messages are confidential. Social Media Usage: Naropa recognizes that some of our employees may choose to express themselves through personal websites, social networks or weblogs (blogs). We value our employees’ creativity and honor your right to engage in these forms of personal expression on your own time, should you choose to do so. Naropa is not interested in limiting your ability to participate in blogs or personal social networks with a personal email address outside of the workplace. However, what you publish on these sites should never be attributed to Naropa without the express written consent of the University president, or designee, such as a Naropa vice president. Please make it clear that you are speaking for yourself. Furthermore, even if you do not mention Naropa, that information is readily ascertainable and could reflect poorly upon you and the University. If you choose to use your work affiliation on a social network, then you should regard all communication on that network as you would in a professional network. In addition, social media should not be used in ways that violate the University’s rights or the rights of other employees. Therefore, the following guidelines apply to social media posts and personal blogs:  You may not use Naropa property to create or maintain a personal blog, nor may you do so on University time, without the express written permission of the University president or divisional vice president.  If you identify yourself as an employee of Naropa University, whether by explicit statement or by implication, you must make clear that the views expressed in your blog and/or post are yours, and

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do not necessarily reflect the views of Naropa, unless the views expressed represent a policy or practice reduced to writing by the University president, or a designee, such as the provost.  Use sound judgment when deciding what to include in a personal blog as it may be read by many people—including potential applicants, competitors, and students of Naropa.  Please remember that what you post is discoverable in legal proceedings and proceed with caution. If information is requested as part of a legal proceeding, you have a duty to preserve and provide the requested information; deletion of posts or accounts following notice of a request may result in Naropa and/or court ordered sanctions.  All of our University policies apply to anything you write in a post. This means, for example, that a blog may not reveal confidential information of the University or its employees, nor may it be used to harass or threaten another employee, consultant, faculty member, trustee, or student.  The University reserves the right to take appropriate legal action to prevent the defamation of its employees, faculty members, consultants, students, trustees, or others associated with it. The University reserves the right to monitor social media sites and blogs as they are part of the public domain. Nothing in this policy, or any other Naropa policy, should be interpreted in a manner that unlawfully prohibits the right of faculty members and employees to engage in protected concerted activity under the National Labor Relations Act (“NLRA”). The University has and always will comply fully with its obligations under the NLRA. If you have work-related complaints, please utilize our complaint procedures outlined in this handbook and/or address your issues with the HR Department, the provost, or vice president of operations, before blogging about them or posting such complaints in status updates and other forms of social or electronic media so that we will have prompt notice of your work-related concerns. EMPLOYEE FILES: The University maintains personnel files on each of its employees. Kept in these files is information pertaining to a person’s employment, including an employment application, resume, benefits enrollment paperwork, and any other pertinent documentation collected by a supervisor or HR. The only people with access to these files are the employee’s supervisor, human resources staff, the employee, and the president of the University. Employees who wish to review the contents of their personnel file may make an appointment to do so with HR. Employees may request copies of any of the signed information contained in their file while they are currently employed by Naropa University. EMPLOYMENT REFERENCES: If you are contacted by anyone inquiring about a current or former employee, please refer the caller to HR. Due to a number of laws regarding personal privacy, it is best that these calls are handled by a single point of contact. Only human resources has the authority to respond to such inquiries. Additionally, HR and payroll do not disclose information regarding any employee’s terms of employment without the express written permission of the employee. This includes requests for references and employment verification procedures conducted routinely by banks, lenders, and landlords. MEDIA INQUIRIES: Should you be contacted by local, regional or national media or press regarding Naropa University, please refer the caller directly to the Director of University Relations at 303-546-3533. SOLICITATION: The University recognizes that our community is comprised of a diverse mix of students, employees, and friends. As a result, we also recognize that to prohibit solicitation would be impossible. Rather, the following policy has been developed to assist the University in monitoring solicitation that occurs on University property. For purposes of this policy, solicitation is defined as one of the following activities:  An individual or group who wishes to provide information to the Naropa community and does so on a pro

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bono basis;  An individual or group who provides services for a fee, such as massage therapy;  An individual or group who provides free services, such as community agencies;  An individual or group primarily interested in selling a product or membership. All individuals or groups outside the University must either be invited to solicit or sponsored by a campus group or department in order to solicit at the University. Individuals or groups requesting to solicit on campus must receive the advance prior permission of Office of Academic Affairs and/or HR. The University reserves the right to refuse permission to any agency or vendor without reason or cause. The University recognizes that many of our community members own their own businesses or desire to solicit others in the community for their personal purposes. This activity is allowable as long as it does not disrupt the classroom or workplace environment in any way. Employees are not to be working on activities for any other business purpose while at work. UNIVERSITY PROPERTY: Naropa employees are issued certain articles of company property in order to be able to effectively complete their jobs. These may include, but are not limited to, keys, computers and cell phones. Employees are expected to treat company property with due care and to report any malfunction of property to the appropriate department immediately. Employees who leave Naropa are expected to return all company property on or before their final working day. University property used in the course of work such as tools, equipment and vehicles, are not to be used outside of work hours or removed from Naropa property. Any requests for exceptions to this policy must be made in advance, in writing, to the employee’s department head or divisional vice president. Personal use of University vehicles will not be granted under any circumstances. THE EMPLOYMENT RELATIONSHIP Below are definitions and policies with which you should be familiar as a Naropa employee. ADJUSTED SERVICE DATES: Naropa University recognizes that some former employees may wish to return to University employment following a lapse in service. As a result, Naropa observes a policy of adjusting service dates to recognize prior service with the University. This includes recognition of all employment categories. Adjusted service dates will influence an employee’s paid leave accruals as well as tuition benefits. Employees returning to University employment following a lapse in service will have their service date adjusted based on this equation: Rehire Date – Prior Years of Service = Adjusted Service Date. For example, if Robert was employed by the University for five years, resigned his position, and then returned to Naropa employment on July 1, 2013, Robert’s adjusted period of service will be calculated as: Rehire Date of 7/1/2013 - 5 Years = Adjusted Service Date of 7/1/2008 The rehired employee’s paid leave benefits will be determined by the years of service associated with his or her Adjusted Service date and paid leave benefits will be awarded at the employee’s rehire anniversary date each year. Adjusted service must be at the next benefit level prior to the rehire anniversary for benefits to accrue at a higher level in the anniversary year. For example: If the employee would move to the next tier of vacation accrual on September 1, 2014 but their rehire anniversary date occurs on July 1, 2014, they will not move to the next accrual level until July 1, 2015. APPEARANCE: Naropa maintains a casual business environment, and employees and supervisors are encouraged to use good judgment and common sense in determining appropriate attire for their position(s), department, and the nature of any particular meeting or event they may be required to attend as part of the their employment duties. Cut-offs, tank tops, sweat suits, provocative/revealing clothing, and other such attire are generally

12 inappropriate for the work place. APPLYING FOR OPEN POSITIONS: Employees are eligible to apply for open positions after six months in their present position. Transfer or promotion is not guaranteed; the employee’s application will be considered along with all other candidates. Employees will not be penalized for applying for another position within Naropa. Employees shall communicate their desire to apply for an open position to their supervisor prior to submitting an application. Employees must follow the application procedures outlined in the posting and apply via our online system. Questions regarding the application process may be directed to the HR Department. Employees on any form of disciplinary action are not eligible to apply for transfer or promotion for the duration of the action. ATTENDANCE & PUNCTUALITY: Regardless of your position with Naropa University, your punctuality and regular attendance are essential for the efficient operation of the business. If you are going to be absent or late, let your supervisor know as soon as possible before the start of your working hours. If your supervisor is not available, please leave a voice message with a phone number where you can be reached. Continued tardiness or absenteeism is subject to disciplinary action up to and including termination of employment. Failure to call in when absent for two (2) consecutive days may result in termination. BREAK & MEAL PERIODS: Breaks and meal periods for both exempt and non-exempt employees (defined below) should be scheduled with your supervisor to ensure adequate coverage in your department. In addition, employees will not generally be scheduled to depart their shifts 30-minutes early in lieu of taking a meal break. Breaks: Non-exempt employees receive a paid, 10-minute rest break during the middle of any four hour shift, or the major portion thereof. Meal Periods: Non-exempt employees working five hours or more receive an unpaid, uninterrupted and ‘duty free’ meal period of at least 30-minutes in duration. During this time, employees may leave the premises and are not required to be available to work. CLASSIFICATION DEFINITIONS: Contract Per Term: An employee who is hired for a specific assignment or group of assignments is considered a contract employee. Our adjunct faculty and academic support positions fall into this category. Employees in this category are generally not eligible for benefits except those mandated by law. Exempt Employee: Exempt employees are compensated on a salary basis and are not eligible to earn overtime pay. Exempt status is dependent upon a number of factors under the Fair Labor Standards Act (FLSA) including work responsibilities and wages. Human resources determines the FLSA status for all positions and the relevant status for each employee will be clearly stated in your job description. Full-Time Employee: Full-time employment is defined as 40 hours per week. However, an employee who is normally scheduled to work at least 30-hours per week, for a duration of 9 or more months, is considered full-time and eligible for all Naropa benefit programs. Employees working 30-39 hours per week will have their paid leave benefits pro-rated (i.e. 80%-98% time). Legacy Employee: Faculty and staff who have worked on a full-time regular basis for a period of 10 years or more who choose to reduce their schedules to a minimum of 50% (half-time) may be “grandfathered” for benefits under the following conditions until they reach the Medicare eligibility threshold:  Currently work on a part-time (50% time, or teaching 9 credits or more) basis at Naropa University; and  Are ineligible for any other medical coverage with the exception of COBRA; and  Are seven years or less from Medicare eligibility. Non-Exempt Employee: Non-exempt employees are compensated on an hourly basis and are eligible to earn

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overtime pay for hours worked in excess of 12-hours in a single workday or 40 in a work week (12:00 a.m. Sunday through 11:59 p.m. Saturday). On-Call Employee: An employee who is hired for an indefinite period of time, without a regular schedule, is considered an on-call employee. Employees in this category are generally not eligible for benefits except those mandated by law. Part-Time Employee: An employee who is normally scheduled to work 20-29 hours per week is considered a part-time employee. Part-time employees are eligible for a variety of benefit programs outlined in the Employee Benefit Programs section. Student Worker: A student who is hired into work-study, graduate assistantship, staff, adjunct faculty, or academic support position is considered an employee of the university. Student employees maintain the status of student first, and employee second, and are counted in regulatory reporting as students. Student employees are generally not eligible for benefits except those mandated by law. Temporary Employee: An employee who is hired in a job established for a temporary period, normally for less than 90-days, is considered a temporary employee. COMPENSATION: Naropa strives to establish consistent, sustainable, competitive, equitable, and transparent pay practices that are aligned with its’ organizational strategy and compensation philosophy, across all programs and departments. To this end, human resources reviews current pay rates and salary ranges against both internal and external benchmarks on an annual basis in an effort to remain competitive in both the higher education and Boulder market. The ability of the University to provide compensation increases of any kind is dependent upon the institution’s financial health, market factors, and equity. Salary increases are not automatic and are budgeted and awarded at the discretion of management. DUAL RELATIONSHIPS: The dual relationship policy is applicable to faculty and staff alike and, with respect to faculty members, should be read in concert with the dual relationship policy outlined in the Faculty Handbook, as amended. Faculty members are to be guided by both the Employee and Faculty Handbook. However, as pertaining to Faculty members only, should any inconsistencies arise between the language of the dual relationship policies outlined in the Employee and Faculty Handbooks, the language set forth in the Faculty Handbook shall control. Dual relationships between faculty and students are prohibited, as are dual relationships between students and staff members who serve in an advisory capacity (including, but not limited to, internship coordinators, academic advisors, academic administrators, meditation or instructors, residence life staff, and on-campus counselors). All other staff members are urged to use caution when entering a dual relationship with a student. A dual relationship is defined as a current or previous therapeutic, business/financial, private teaching, romantic or personal relationship in combination with an academic relationship in any of the following situations:  A student is enrolled in a class taught by faculty or is assigned to a staff member in an advisory capacity.  Faculty (for example, a school dean) has responsibility to evaluate a student’s academic progress, even if the student is not in a current class with the faculty member.  The involved faculty or staff member can reasonably foresee that a student will be enrolled in the faculty member’s class or assigned to the staff member in an advisory capacity in the near future. Should a student involved in an educational, housing or employment relationship with an employee approach the employee to begin a relationship, the employee shall not engage in the relationship until the student is no longer enrolled at the University. Further, an employee may not approach a student to begin a relationship, or engage in a relationship, in like circumstances. Should a student currently involved in a relationship with a faculty member be registering for a course that the faculty member is teaching, the faculty member shall, prior to the first class session, discuss the matter with the

14 provost or HR and then openly discuss with either the provost or HR, and the student whether any of the following options are feasible: 1. Suspend the relationship until after the class is completed (not available for relatives); 2. Postpone enrolling in the class until after the relationship is terminated; or 3. Refer the student to another qualified professional in the case of therapeutic, business or private teaching relationships in order to prevent a dual relationship from occurring. Any questions regarding this policy should be referred to human resources or the provost if a faculty member is involved. Should an employee approach a student to initiate a dual relationship, the student is encouraged to report it as soon as possible to the provost. Definitions for the Dual Relationship Policy Consensual Relationship: A “consensual relationship” is a sexual and/or romantic relationship between two persons who voluntarily enter into such relationship. Direct Supervision: “Direct Supervision” means the lowest level of supervision responsible for assigning work, supervising activities related to that work, appraising performance, determining salary or wage increases and/or making decisions in regard to the hiring, firing, and disciplining of an employee. Instructor: “Instructor” means any person employed by Naropa University as faculty or staff, full-time or part-time, whose job includes teaching or leading groups of students. This definition includes graduate assistants, teacher, teaching assistant, group process leader, group process supervisor, and adjunct and/or visiting faculty. Personal Relationships: “Personal relationship” shall mean marital, civil union or other committed relationships, significant familial relationships, significant others, or consensual sexual or romantic relationships. Relative: A “relative,” for the purpose of this Policy, is defined as immediate family members including a parent, child, sibling, brother, sister, spouse, domestic partner, in-law, aunt, uncle, niece, nephew, grandchild, grandparent, members of households, and/or such persons related by marriage or civil union, or an individual for whom an employee has been assigned legal responsibility in a guardianship capacity. For the purposes of this policy and in the interest of brevity, the term “relative” is used in various areas throughout this policy to also apply to individuals falling within the definition of “relative,” as well as individuals involved in “personal and/or consensual/romantic relationships.” Student: A “student” is any person currently enrolled full-time or part-time in any academic program associated with Naropa University, including the summer writing program and any certificate, professional development, extended studies or other program whether degree earning or not, sponsored by Naropa. Private Teaching: A private teaching relationship refers to a situation in which a student at Naropa University enters into a teacher-student relationship with a Naropa faculty or staff member outside of the Naropa curriculum. It includes teaching or tutoring contracted directly with the employee as well as teaching through an institution with which the faculty or staff member is employed or otherwise associated. If a student at Naropa University wishes to enter into such a private teaching relationship with a Naropa employee with whom the student has or may have an academic relationship at Naropa, the student and Naropa employee may apply for a waiver of the dual relationship policy. This waiver opportunity applies only to private teaching relationships (not to other dual relationships) and must be approved prior to entering into the private teaching relationship. Application forms for this waiver may be obtained in the Office of Academic Affairs and must be completed both by the student and the faculty or staff member. If the application is approved by the provost, the student may then enter into the private teaching relationship specified in the application. The waiver will apply only to the particular course, student, and employee specified in the application, and does not apply as a waiver to the policy for any other situation. 15

EMPLOYEES SEEKING DEGREES: Some Naropa employees may choose to seek a degree while employed here. In this case, the same general guidelines as outlined in the Employment of Students section below apply. In addition: 1. Employees may not simultaneously work in the same academic department where they are a student. 2. Employees should use caution when entering a classroom setting where the employee (student or faculty) is their colleague or supervisor. Both employees are encouraged to consider the potential ramifications of this relationship before entering into it. 3. In order to balance their work and school life, degree-seeking employees are prohibited from taking more than six credits a semester without the prior approval of human resources. EMPLOYMENT OF STUDENTS: Students may seek University employment through one of three avenues: the work-study program, Naropa Student Employment, or regular employment. In each case, the possibility of a dual relationship may arise, and therefore departments are encouraged to abide by the following guidelines: 1. Student workers may work up to 20-hours per week at Naropa. 2. It is not appropriate for an academic program to hire one of their current students into a staff and/or faculty position due to the power dynamics present in such relationships. Academic programs should refer interested students to the work-study program or Naropa Student Employment, or encourage them to seek Naropa employment following graduation. 3. While it is common for departments to hire students from their department as student employees or graduate assistant, departments should be aware that complications can arise in relationships if the student performs poorly either in the classroom or on the job. Departments are encouraged to consider all potential issues when hiring one of their students to work for them as a student employee and to seek out applications from other students as well. 4. All departments are urged to use caution when hiring a student for a regular staff position. Time and experience have demonstrated that students who are also employees struggle to balance their responsibilities. It may also create a dual relationship situation if the student/employee is supervised by someone with whom they have an academic relationship. Supervisors must ultimately make this decision for themselves, but are encouraged to think carefully about the decision to hire a student as a staff member. OVERTIME: Overtime applies to non-exempt employees only, and is based on hours worked in excess of 12-hours in a day or 40-hours in a work week. Overtime is not to be worked without prior approval from your supervisor. However, from time to time, your supervisor may require you to work overtime. In these instances, you will be provided as much advance notice as possible. For purposes of calculating overtime, benefit hours taken during the work week will be excluded (i.e. vacation, personal or sick time). PAY DAYS, PAYCHECKS & DIRECT DEPOSIT: Exempt employees are paid on a monthly basis on the last business day of each month. Non-exempt employees are paid on a semi-monthly basis on the fifteenth and last business day of the month. If the pay date falls on a weekend, paychecks will be issued the Friday prior to the pay date. Employees with direct deposit will receive their deposits on the pay date. Paychecks for employees without direct deposit will be mailed from the University one day prior to the pay date. Direct Deposit: Naropa encourages employees to use direct deposit for their paychecks. To participate, complete and submit to payroll the Naropa Direct Deposit Form (included in New Hire Packet or located on My Naropa/Employee/Forms) and a voided check or a completed direct deposit bank form from your bank. The submission of this information may be either by email to [email protected] or the original copy may be brought to the Human Resources and Payroll Department. Once an employee has an established a direct deposit account, bank account information can be changed or additional accounts can be added using the ADP self-service functionality. For further details regarding this 16

process, contact the Payroll Department. Direct deposit requests received before the last day of the pay period will take effect immediately. Requests received after the end of the pay period will take effect during the next payroll cycle. Employees should update direct deposit information with payroll as soon as an account change or account closure has been initiated. Employees are responsible for return check fees if the direct deposit information on file is incorrect. PAY PERIODS: Naropa has two different pay periods based on employment category: Monthly: Exempt employees are paid from the 1st of each month through the last day of the month on the pay date. This pay cycle is referred to as being paid “current”. Semi-Monthly: Non-exempt employees have two pay periods each month and are paid on the 15th and last business day of the month. The pay periods are the 24th-7th (paid on the 15th) and the 8th-23rd (paid on the last business day of the month). This pay cycle is referred to as being paid in “arrears” as there are 6-8 days of compensation carried forward to the next pay date. PERFORMANCE REVIEWS: It is Naropa University’s policy that employees receive specific information about their performance for the purpose of ensuring effective placement, evaluation, development and promotional opportunities. Naropa’s appraisal process is designed to be used as a positive coaching session for the employee and establishes the minimum requirements for performance. However, performance-related discussions between employees and the supervisor should occur with greater frequency such that feedback is on-going and not episodic. 90-day performance reviews are highly recommended for all new hires, promotions and lateral transfers. In addition to a 90-day performance review, annual performance appraisals are required for full-time and part-time employees, based on their start date of their current position and/or anniversary date. Under all circumstances, an employee will have an opportunity to comment in writing on the evaluation. Signed copies of performance appraisals are maintained in the employee’s HR file. PERSONAL CHANGES & UPDATES: It is important that employees keep HR apprised of any changes in personal data including address, telephone number, and marital/family status. Changes can be made two ways: 1. Complete an Employee Information Sheet or W-4, located on MyNaropa, and submit it in person or via email to [email protected] or 2. Enter the change in the appropriate ‘Personal Information’ or ‘Pay & Tax information’ section of ADP, our payroll system. PERSONAL RELATIONSHIPS & RELATIVES: The University will not employ, or continue to employ, employees in personal relationships (relatives and/or romantic relationships) on a full-time or part-time basis within the same functional work unit or create or maintain working relationships that would allow one member of the relationship to do any of the following:  Directly or indirectly exercise supervisory, appointment or dismissal authority or disciplinary action over another member of the relationship;  Audit, verify, receive, or be entrusted with monies received or handled by the other affected employee;  Create either an actual conflict of interest or the appearance of a conflict of interest. Further, no employee with personal relationships to other employees may have access to the University’s confidential information, including payroll and personnel records. If any of the relationships described in this policy are created following initial employment, one of the persons affected must give up their position. Within thirty days after the relationship has been established, the affected persons must inform their supervisor or HR in writing that such a relationship exists and must state which of the

17 affected persons will relinquish their position. Should the written notification to the University fail to specify which of the affected persons will give up his or her position, it will be assumed that the party with the least seniority will relinquish their position within six months. If both employees wish to remain employed by Naropa, reasonable efforts will be made to transfer one person to a non-conflicting position that the employee is qualified to fill, but there is no guaranty that a transfer will be possible. PERSONNEL ACTION NOTICE (PAN) / STUDENT PERSONNEL ACTION NOTICE (SPAN): PANs/SPANs are used by University administrators to notify HR and Payroll of new hires, rehires, terminations, and changes affecting an employee’s status, position, compensation, supervisor, etc. PAN’s are located on MyNaropa and should be completed by the Supervisor, and approved by their vice president, before routing to HR. PANs/SPANs for non- exempt/hourly employees received by the 5th of the month will be processed in time for the semi-monthly pay period, paid on the 15th of the month. PANs/SPANs for exempt/salary or non-exempt/hourly received before the 20th of the month will be processed in time for the month end pay period paid on the last business day of the month. PANs/SPANs received after these deadlines will be held for the next pay cycle. Affected employees should feel free to confirm with their supervisor that the PAN/SPAN has been filed in order to ensure changes are made in a timely manner. PETS IN THE WORKPLACE: While pets are welcomed in some areas on Naropa campuses, there are some rules regarding their visit. These regulations are meant to preserve the health and safety of our entire community, recognizing that some people are extremely allergic to animals or have a preference not to be around them. If you wish to bring your pet to the campus, please observe the following:  Pets must be leashed and with their owners at all times. Pets may not be left unattended, even if they are leashed.  Any pet that is left unattended will be picked up by Boulder Animal Control.  Campus Safety may tell you to remove your pet if it becomes a problem (i.e. causing chaos, threatening people or other animals, barking, making a mess, etc.).  Pets are not allowed in meetings, classrooms, computer labs, Wulsin Hall, Snow Lion, 2333 Arapahoe, the Library, 63rd Street offices or areas where food is regularly served; except in office spaces as outlined in the bullet below.  Pets are allowed in work spaces and offices only if the pet owner has asked specific permission of any other occupants of the space/office and has received specific permission to keep the pet in the office space. If consent is not given, the pet is not allowed in the space under any circumstances.  You are responsible for cleaning up after your pet and ensuring that it receives adequate food, water, and exercise while on campus.  Support animal companions of faculty and staff are exempt from this policy following receipt of approval from human resources. SMOKING: In accordance with Colorado state law, smoking, including electronic cigarettes, is prohibited in all Naropa University facilities except in designated smoking areas. This restriction applies to all employees, students, and visitors, at all times, including non-business hours. Designated smoking areas are provided on campus and employees are asked to utilize provided disposal facilities to keep the grounds free of used cigarette/cigar butts. STAFF WHO HOLD ACADEMIC POSITIONS: Naropa University appreciates and supports the desire of staff to assist in instructional delivery to students, as instructors-of-record for classes and academic support (meditation instructors, meditation instruction assistants, clinical support, professional support and like-titled positions). The University recognizes the educational and professional accomplishments of staff, and acknowledges that they may be appointed to teach or assist others in their teaching, within the guidelines noted below.

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This policy takes as its foundation that a staff member’s primary work assignment is their staff assignment. Any additional assignments (e.g., as “Staff Adjunct Faculty” or “Staff Academic Support”) are secondary, and may not intrude upon the hours required by the primary staff position. In order to ensure that support and/or teaching assignments meet the needs of the staff member’s primary work assignment within a Naropa University department, as well as the academic program in which the staff member might teach, the following guidelines apply:

1. Staff Adjunct Faculty and Staff Academic Support must receive written authorization for the additional assignment through the completion of the Additional Service Agreement Request (ASAR) form. This form is initiated by the requesting Academic Program and must be completed and signed by the requesting program’s school dean / or department chair, the employee, employee’s supervisor, Academic Affairs, and Human Resources. 2. Any staff person filling a Staff Adjunct Faculty or Staff Academic Support must be properly credentialed through Academic Affairs. The final credentialing approval will be provided as part of the Additional Service Appointment Request (ASAR). However, the requesting department is advised to contact our Associate Provost for Faculty to discuss the potential hire prior to initiating the ASAR. 3. Unless an Exception to Additional Service Agreement Request (E-ASAR) is approved as by the requesting school dean or department chair, Provost, Vice President of Operations, and Human Resources Director, staff members’ FLSA status must be exempt. Hourly employees may not be hired for teaching or academic support positions unless an exception to this policy is approved and ALL hours worked in-conjunction with the position, including actual preparation time, grading time, any time spent meeting with students, syllabus preparation, etc…, are tracked and paid on an hourly basis. Further, the requesting school or department will be charged for any overtime resulting from the additional assignment. a. A proposal to exception to this policy must include rationale for exceptional qualification of the staff person for the role, how it fits within the academic and contemplative curriculum of the department, explanation of other options explored to fill position, analysis of hours required for position and hourly amount to be paid, and budgetary impact. 2. Staff members may only accept teaching or academic support assignments that are scheduled outside the hours of their regular work assignment. For most full-time staff members, this will mean the hours of 8:30 a.m. and 5:00 p.m. The work day and work week hours for staff will not be “flexed” to allow the staff member to teach or assist with a course instead of fulfilling the obligations of the primary assignment. Requests for exceptions should be directed to the staff members’ department head, and the department head, Human Resources Director, and divisional vice president will make the final determination after taking into consideration the staff member’s ability to manage their workload. 3. Staff members will receive an agreement for their teaching assignment and will be designated “Staff Adjunct Faculty” or “Staff Academic Support.” 4. Staff Adjunct Faculty will hold office hours for their teaching assignments outside of regularly scheduled work hours. Staff members cannot use lunch breaks or other work breaks for office hours. Additionally, Staff Academic Support cannot use lunch breaks or other breaks for the completion of their duties. 5. For Staff Adjunct Faculty, they will accrue service credit toward increases in their adjunct compensation rate. Comparable to the titles and pay levels available to other Adjunct Faculty based on the total number of credits accumulated by the beginning of each semester, a title and pay grade will be established for Staff Adjunct Faculty. The compensation schedule will be updated annually and published in the Faculty Employment section of www.naropa.edu. 6. Pay grade and title changes occur in the semester after a Staff Adjunct Faculty has accrued the targeted number of credits. 7. Teaching Load (credit hours) and Assisting (contact hours) Maximums based on Staff FTE: a. 25%fte to 50%fte (10-20 hours/week) = 6 credit hours or 90 contact hours b. 51%fte to 65%fte (21-26 hours/week) = 5 credit hours or 75 contact hours c. 66%fte to 80%fte (27-32 hours/week) = 4 credit hours or 60 contact hours d. 81%fte to 100%fte (33-40 hours/week) = 3 credit hours or 45 contact hours 19

8. These maximums apply to each semester on a stand-alone basis; these maximums may NOT be mixed and matched crossing over semesters. The maximums listed above encompass all positions for a semester, teaching and academic support, and represent the maximum number of credit hours or contact hours that a staff member may work. 9. If a staff member’s current job description includes a teaching obligation during the academic year, the staff member is not subject to the timeframe guidelines noted above, except for any overload beyond the contractual teaching. 10. Consistent with core faculty overload assignments, staff members who receive a Staff Adjunct Faculty agreement and have their teaching assignment canceled up to and including the end of the first full week of classes will not receive a cancelation payment. TEMPORARY LABOR: Occasionally, a supervisor or department may find the need to hire temporary labor. Some of the reasons to use temporary labor might include:  A regular employee’s medical leave or other temporary leave of absence  A seasonal demand for additional support  An unexpected project or peak in existing workflow  Specific projects or events that require additional labor With the approval of HR, supervisors are empowered to hire temporary labor for 1-5 days without additional approval, providing they have money available in their budget. These temps may be hired directly or may be hired through a temporary agency. The ability to hire for longer term temporary labor is subject to approval by the divisional vice president. Please contact HR to assist with locating and hiring temps. At no time may a department employ a temporary laborer for more than three (3) months. If, at the end of three months, the position is deemed necessary and is approved for regular hire, the position is subject to the conditions of the standard University search process (unless the position has received prior approval from HR as a temp-to- hire position). The temporary laborer is welcome to apply for this position and the supervisor should contact HR to discuss a possible transition from temporary to hire. Continued employment for a temporary laborer is not guaranteed. TIMESHEETS & TIME RECORDING: Non-exempt employees must, by law, record time worked on a daily basis. Naropa utilizes either time clocks or electronic timecards to record and calculate your pay; the timekeeping system to be used is assigned based upon the department(s) you work in. Non-exempt employees must enter all time each work day, punching IN immediately upon your arrival for the day, OUT for meal break, IN from meal break, OUT when work day is completed. Any missing punches or punches made in error will need to be fixed by your supervisor or timecard approver. Once this time is entered, the system automatically calculates the hours worked for each day, workweek and pay period. Paid days off, such as vacation or sick time, should also be indicated. At the end of each pay period, employees should review and approve their timesheets. Exempt employees are not required record hours worked. However, they need to review, approve, and submit their timesheet to their supervisor at the end of each pay period (23rd of each month). If paid time off was utilized during the pay period, the timesheet must reflect the type of time off (vacation, sick, or personal leave) and the number of hours taken. Supervisors need to review and approve timesheets for their employees each pay period. The supervisor approval deadline is 10:00 a.m. on both the 8th and 24th of each month. Any exceptions for scheduled holidays will be communicated the week prior to the payroll deadline. Registration for ADP self-service access and login information may be obtained on the Employee tab of MyNaropa or from human resources.

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USE OF INCENSE & FRAGRANCE: Employees are asked to be sensitive to the needs of others with regard to fragrance sensitivity. Employees who are sensitive to fragrances should communicate this to their co-workers and work together to come to a place of comfort for all parties. Employees who wish to utilize incense in their offices must receive the advance consent of their supervisor and any other employees that they share a work space with (as defined by the University), as the tolerance for incense may vary. Employees are also asked to refrain from wearing heavy perfumes or other scents that may bother their co-workers, students, or visitors. Employees may be asked to refrain from wearing a particular scent if it becomes problematic for someone in their work space. SAFETY & EMERGENCY GUIDELINES SAFETY BASICS: The cooperation of all employees is necessary to make the University a safe place to work. Common sense and a personal interest in safety are still the greatest guarantees of your safety at work, on the road, and at home. Below are several basic safety rules and guidelines that should be followed at all times:  Clean up spills, drips, and leaks immediately to avoid slips and falls.  Do not operate machinery or other equipment until you have been properly instructed and authorized to do so by your supervisor.  Do not tamper with electrical systems.  Do not throw objects.  Do not wear loose clothing or jewelry around machinery as it may catch on moving equipment and cause a serious injury.  Fire doors and exits must be kept clear.  Keep drawers closed when not using.  Keep furniture, equipment and other objects out of the center of aisles, halls and offices.  Know the location of fire extinguishers in your work area.  Lift properly, using your legs and not your back. For heavier loads, ask for assistance or use a dolly.  Never distract the attention of an employee using machinery as you may cause them to be injured. Wait to get their attention until it can be done safely.  Observe and practice any safety rules indicated for a particular job.  Return equipment to its proper location when you are finished using it.  Seat belts must be used when operating Naropa vehicles or while operating personal vehicles on company business. The driver is responsible for seeing that all passengers in front and rear seats are buckled up.  Shut down machines before attempting to clean or repair and when leaving the work area. Keep machine guards in their intended place.  Take reasonable breaks during the day to relieve stress on your eyes, wrists and fingers, and posture.  Wear shoes and clothing appropriate to your work area.  Your supervisor will see that you receive the protective equipment required for your job (i.e. safety goggles/glasses, masks, gloves, etc.). Use them as instructed and take care of them. Where required, you must wear this protective equipment.  The use of any device that can produce a distraction for drivers while driving such as cell phones, GPS units, tablets, etc. is discouraged. To use or program a device, remove your vehicle from active traffic and park in a safe place to call, program, etc. Remain parked until the activity is safely completed. If use while 21

driving can’t be avoided, the unit must operate hands free or a separate hands free device is required to be used during operation. Texting while driving under any circumstances is expressly prohibited. Help yourself and others by reporting unsafe conditions or hazards immediately to your supervisor or a campus safety manager. The University takes your safety seriously and any willful or habitual violations of safety rules are subject to disciplinary action, up to and including termination of employment CAMPUS SECURITY AUTHORITIES (CSAs): The Clery Act, enforced by the U.S. Department of Education, requires colleges and universities to disclose information annually about crime on and around their campuses. The intent of such reporting is to guard the personal safety of the Naropa community and reduce crime. As a part of its duties under this Act, Naropa University designates certain employees as Campus Security Authorities (CSAs). CSAs are designated based upon the capacity with which they work with students and the likelihood that a student would view them as someone to report an incident that occurs on or near campus. These designated CSAs receive additional training on how to recognize and deal appropriately with disclosure of crimes. Additionally, all employees and students should feel free to contact a campus safety manager with questions on reporting a crime or the Clery Act. DRUGS & ALCOHOL IN THE WORKPLACE: Alert and rational behavior is required for the safe and adequate performance of job duties. Therefore, working after the apparent use of alcohol, drugs or other intoxicants, a controlled substance without a prescription (unless the use of the prescribed substance is affecting the employees ability to be alert or poses a danger to the employee or those around the employee), or abuse of any other substance is prohibited. Violations of this policy may include disciplinary action up to and including termination for employees and expulsion for students. Employees are asked to report suspected violations to their department supervisor. Supervisors are to report suspected violations to HR. Drug-Free Workplace: In compliance with the requirements of the Federal Drug-Free Workplace Act of 1988 and the Drug-Free Schools and Communities Act Amendments of 1989, Naropa University prohibits the manufacture, distribution, dispensation, sale, possession or use of any drug or alcohol in any University facilities or activities at any time. These prohibitions include recreational and medical marijuana. These prohibitions cover any individual's actions which are part of any University activities, including those occurring while on University property or in the conduct of University business away from campus. All individuals subject to the federal requirements must report to HR any conviction under a criminal drug statute within five days of the conviction. Marijuana: Use or possession of marijuana, including medical marijuana used or possessed under Colorado Constitution Article 18, section 14, is strictly prohibited on Naropa University property or Naropa owned/leased facility or as part of a Naropa activity. The state constitutional amendment authorizing individuals over the age of 21 to recreationally use marijuana (“Amendment 64”) does not change this prohibition as Federal law, including the Drug Free Schools Act, continues to prohibit marijuana. Thus marijuana use, even if in compliance with Amendment 64, is prohibited on Naropa property. Permitted Alcohol Use: Naropa University observes all laws and regulations governing the sale, purchase, and serving of alcoholic beverages by all members of its community, and expects that these laws will be adhered to at all events associated with the University. This includes prohibiting underage employees from serving and being served alcohol. This also includes activities on campus and at off-campus functions sponsored or supported by Naropa or any of its affiliated groups. Alcohol request forms for on-campus functions can be found on MyNaropa on the academic affairs page. ENDANGERMENT / WEAPONS POLICY: Naropa University’s goal is to maintain a work environment free from intimidation, threats, or other violent acts, which may include, but are not limited to, intimidation, threatening or hostile behaviors, physical abuse, vandalism, arson, sabotage, use or possession of weapons, or any other act which is inappropriate to maintaining a contemplative setting or a safe workplace. Prohibited acts of

22 endangerment include: 1. Any act that directly or indirectly creates a substantial risk to anyone’s health or safety (including one’s own health or safety) regardless of intent. This includes but is not limited to the use or abuse of any substance that results in the need for medical evaluation or assistance. 2. Any act, display, or communication that intentionally initiates or causes to be initiated any false report of an emergency. This includes but is not limited to any threat of fire, explosion, or any other emergency or the unauthorized possession, use, or alteration of any emergency or safety equipment. 3. Any display, possession, use, sale or acquisition of any firearm or other weapon including ammunition, other explosive devices including fireworks, or other objects designed or used to inflict injury or damage on University premises, even if the person possesses a valid concealed weapons permit or other lawful permission to carry a weapon. This includes but is not limited to, items which simulate weapons or other dangerous objects. 4. The possession of non-lethal self-defense instruments such as mace is not prohibited; however, the reckless use of those devices is prohibited. Please note that because Naropa University is a private institution, the Colorado law which states that a public university within the state must allow registered weapons on its land does not apply to Naropa. In keeping true to our mission, Naropa University will continue to ban weapons on campus as set forth above. All employees are encouraged to be sensitive to situations that may have some risk of workplace violence. Employees should immediately report any threatening statement, threatening actions, or possession of a weapon by any Naropa student, employee, visitor, contractor, or supplier to campus safety, who are responsible for de- escalating any potentially violent situations and for determining the need for police intervention. In the absence of Campus Safety, employees should contact the Facilities or HR Departments. Employees are also encouraged to directly contact proper law enforcement authorities by calling 9-1-1 if they believe there is a serious or immediate threat to the safety and health of themselves or others. EMERGENCY RESPONSE: Naropa has established an Emergency Notification System to assist in notifying community members of weather and other emergency situations. Emergency notification messages are sent via text and email. Contact information for all employees and students is registered with this system upon hire and/or at the start of each semester. Medical Emergencies: Faculty and staff should immediately call 911 when they encounter someone in medical distress. Be ready to give 911 dispatch the correct campus address: Alaya Preschool: 3340 19th St. Arapahoe Campus: 2130 Arapahoe Ave. Arapahoe 2111 Building: 2111 Arapahoe Ave. Paramita Campus: 3285 30th St. Nalanda Campus: 6287 Arapahoe Ave. Snow Lion: 1900 Goss Street 2333 Arapahoe Residence Hall: 2333 Arapahoe Ave. 63rd Street Offices: 1630 N. 63rd Street Faculty and staff are not permitted to transport, using a Naropa or personal vehicle, students or other staff/faculty members in need of medical assistance to obtain such care. Fire Emergencies: It is advised that all employees become familiar with the alarm pull stations, fire alarms, fire extinguishers, and exits in their work areas. Your awareness and familiarity with these resources can save your life and the lives of others. If you hear a fire alarm, don’t ignore it, even if you think it may be a

23 false alarm. Exit the building as quickly as possible; use your awareness and commitment to others to keep the evacuation calm and orderly. If you see a small fire that you are confident you can extinguish yourself, do this immediately. If you see a larger fire that you cannot extinguish, exit the building immediately. Use the nearest fire alarm pull station on your way out of the building. Go to the nearest safe University telephone and dial 9-911 for emergency dispatch. As soon as possible, report any fire, even if it was extinguished, to the Campus Safety Department. If you call 911 for any reason, call Campus Safety Department, or have another person do so at the same time. Weather Emergencies: Boulder County has outdoor warning sirens that will be sounded in the case of an emergency. They are tested on the first Monday of the months of April, May, June, July, and August at 10:00 a.m. and 7:00 p.m. The sirens are followed by a voice message telling listeners if the emergency is a flash flood, tornado, or other disaster. If you hear the warning sirens, tune into NOAA weather radio, television, or emergency broadcast stations for more information. Please offer assistance to anyone you see who may need it to get to a safe shelter. On the Arapahoe campus, use Wulsin Hall if an elevator is needed. In general, go to higher ground for floods and get as low as possible for a tornado. Floods: The Arapahoe Campus is situated in the flood plain of Boulder Creek. It is thus subject to two types of flooding: flash floods and slow rising floods. In the case of slow rising floods, move to a safe area before access is cut off by floodwater. This means higher ground, which is located north of the Arapahoe campus. If directed to evacuate, do so immediately. Do not walk or drive across flowing waters, even if they appear shallow. If there is flowing water, go to the 2nd floor of the Lincoln, Wulsin Hall, or Library buildings. If your vehicle stalls or is inundated by water, abandon it immediately and move to higher ground. Tornadoes: Wherever you are, if you hear or see a tornado coming, take cover immediately. General advice includes moving to the lowest level possible in the building, avoiding windows, getting under something sturdy and staying there until the danger has passed. If you are outside, go immediately to the basement of a nearby sturdy building. If there is no building nearby, lie flat in a low spot. Use your arms and hands to protect your head. When a tornado warning is issued, a tornado has occurred in the area and you should seek shelter immediately:  2111 Arapahoe: Go to the basement of the building.  Alaya Preschool: Move to the central hallway of the building.  Arapahoe Campus: Go to the basement of the Lincoln Building or Wulsin Hall.  Paramita Campus and Nalanda Campus: Move to center of building, as far away from windows as possible.  Snow Lion and 2333 Arapahoe: Take an internal stairwell to lowest floor.  63rd Street: Move to center of building on first floor, as far away from windows as possible. Weather Closures: Naropa University may close due to inclement weather conditions. The vice president of operations will initiate any weather related closures and will inform the Naropa community via Naropa’s emergency notification system, postings on www.naropa.edu, Naropa’s Facebook page, email and local media outlets. Any closure will be announced by 7 a.m. on the day of the closure. In the event that the University must close due to weather or other emergency, employees will receive their regularly scheduled wages for the closure period. Employees who do not normally work on the

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day(s) of closure, or who have scheduled vacation or sick time in advance for the closure period, will not be paid for the closure. If the University is open, but an employee cannot make it into work due to weather or other unforeseen circumstances, the employee will need to use personal or vacation time in order to be paid for the lost time. OPEN FLAMES: Due to the unique contemplative heritage and practices of the University, there are a variety of campus activities and locations that regularly burn lamps or candles. The burning of candles or lamps is to be confined to established shrines, in appropriate containers that do not allow for wax, fuel or flame to leave the container. Caution should be exercised in these approved locations. In particular, attention must be paid to fabric or clothing in the vicinity of the flame and any motion that may cause the container to tip over. Under no circumstances should flames be left burning unattended. All other types of open flame are strictly prohibited, including any type of ritual fire, unless appropriate safety measures approved by campus safety are implemented. Any such approval shall be for a single event only and may require consultation with the Boulder Fire Department. Any questions regarding this policy should be directed to campus safety. WORKERS’ COMPENSATION: All Naropa University employees are covered by Naropa workers’ compensation insurance in the event of a work-related injury or illness. All injuries incurred on the job must be reported to the employee’s supervisor immediately and a First Report of Injury completed, without regard to the nature or severity. Once a supervisor has been made aware of a work related injury or illness, the supervisor must immediately notify HR. HR will then file the First Report of Injury with Naropa’s insurance provider. Accident Reporting: Any injury at work—no matter how small—must be reported to your supervisor immediately. If medical care outside of first aid is required, employees should seek care at one of Naropa’s authorized Workers’ Compensation facilities. Authorized facility locations are posted in the employee break rooms on each campus or you may contact HR directly for more information. In the event of a life or limb threatening emergency, dial 9-911 for an ambulance, then call the Campus Safety Department at 720-309-8211. Any time away from work due to a work related injury will be counted towards the employee’s annual FMLA leave allowance, if applicable. Questions regarding this policy should be referred to human resources. WORK STATION ERGONOMICS: Naropa strives to provide employees with the equipment and/or furniture necessary to mitigate discomfort or possible injury at their workstations. An office workstation setup guide is available in the Employee section of MyNaropa. If employees are experiencing pain or discomfort when working at their workstation, the employee should contact human resources, and HR will coordinate the assessment of an employee’s workstation by a third party with expertise in ergonomics. Once an assessment is complete, HR will work with the Facilities Department and the employee’s supervisor on implementing recommendations. The expense of ergonomic equipment and furniture is the responsibility of each department. EMPLOYEE BENEFIT PROGRAMS Naropa University is proud to offer a comprehensive set of health and welfare benefits for its full time employees and a modified offering for its part time employees working more than 20 hours per week. Because of our educational and contemplative nature, we also offer some additional unique and valuable benefits to all employees. Employees are urged to become familiar with the benefits for which they are eligible and to take advantage of those that are of interest. IMMEDIATE FAMILY MEMBER: For the purposes of Naropa University policies, with the exception of FMLA, immediate family member is defined as the employee’s spouse, domestic partner, parent, sibling, and child. 403(B) RETIREMENT PLAN: Naropa sponsors a 403(b) plan through TIAA-CREF (www.tiaa-cref.org). All employees with the exception of students are eligible to participate in the Naropa retirement program upon hire and their contributions are 100% immediately vested.

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Employees can contribute pre-tax dollars to their 403(b) accounts on a dollar or percentage basis monthly up to the legal maximum. Employees may make changes to their contributions at any time by providing notice to HR. New enrollments are directed automatically to a LifeCycle Account and we encourage you to review your investment options and selections following your first pay period. Changes to investment selections can be made at any time directly with TIAA-CREF. Employees should understand that retirement savings accounts do carry a varying amount of risk. All employees who participate in the retirement account(s) are able to choose their own level of investment risk from a variety of TIAA-CREF investment options. Naropa does not provide financial advice regarding retirement saving contributions; this information should be sought from a financial professional or from TIAA-CREF directly. BUS PASS: All full-time employees are eligible to receive a complimentary Eco Pass while they are employed. The Eco Pass, which is issued by RTD, can be used on any local or regional bus or light rail route at any time, including airport service and service to Nederland. Eco Passes are renewed on an annual basis. Lost or stolen passes should be reported to HR immediately. Employees are required to return their Eco Pass at the time of separation from Naropa employment. COMMUNITY IN–SERVICE DAYS: Each fall and spring, the Naropa community observes an in-service day known as Community Practice Day. On this day, campus offices are closed to the public and regular classes are not held. The day traditionally opens with a session of sitting and walking meditation, followed by a talk presented by a faculty panel or guest speaker on a specific theme. There will be alternative morning options to meditation such as a hike or Ikebana as well. The afternoon workshops give participants an opportunity to explore various contemplative practices, some of which include movement, art-making, music, poetry, meditation, engaged social activities, and awareness around environmental issues, sustainability, and diversity. Also included are practices from various traditions and religious orientations. The focus of these workshops is on experience and enjoyment of a variety of mindfulness practices that are foundational to Naropa’s contemplative pedagogy. Community Practice Days are not used for additional paid leave and employees are asked to participate as a paid work day. Naropa strives to offer a wide variety of opportunities for participation. Any concerns about participating in Practice Day should be freely discussed with a supervisor. HEALTH & WELFARE BENEFITS: Health and welfare benefits include: medical, dental, vision, flexible spending accounts (FSA), health savings accounts (HSA), short term disability (STD), long term disability (LTD), life insurance, accidental death and dismemberment (AD&D) insurance and a variety of voluntary insurance plans. A comprehensive benefit package is available to full-time employees who work a minimum of 30-hours each week. Naropa benefit coverage applies to employees and their dependents including spouse, domestic partner, children to the age of 26 and/or permanently disabled dependents. Employees become eligible for health and welfare benefits on the first of the month following their hire date. Once enrolled in health and welfare benefit programs, employees will be unable to make changes to their elections until the next annual enrollment period. Employees who experience a qualifying event, such as the birth of a child, a divorce, or gain or loss of other coverage, are eligible to make changes to their benefit elections for themselves and their dependents within 30-days of the qualifying event. Full-Time Employee Benefit Plans: Below is a summary of our current benefit plans offered to full-time and legacy employees. Additional detailed plan information can be viewed in the Employment section of MyNaropa or is available in hard copy from human resources. Medical Benefits: Naropa offers comprehensive health care coverage for all full-time employees and contributes towards employee benefit premiums on a monthly basis. Medical premiums are deducted from each regular paycheck on a pre-tax basis. Medical benefits are paid in advance for the coming month (i.e. deducted in January for February benefits). Dental Benefits: Naropa offers a dental plan and contributes towards employee premiums on a monthly basis. Participants may see any dental provider they like, however a network of providers is available that 26 offer members greater savings. Dental premiums are deducted on a pre-tax basis and are paid in advance for the coming month. Flexible Spending Accounts (FSA): Employees can set aside pre-tax dollars for medical related expenses and dependent care expenses. IRS regulations allow that up to $500 of unused amounts at the end of the plan year may carry over from one plan year to the next. Any amounts over $500 at the end of the plan year will be forfeited; in other words, the account is a “use it or lose it” benefit. Participation in either FSA plan is optional, at no charge, and must be renewed annually. Eligible Medical FSA expenses include deductibles, co-pays, prescription costs, co-insurance and some alternative medical expenses such as acupuncture. Pre-tax deductions for this account are made on a per pay period basis; however, plan participants may use the maximum benefit elected at any time, even if they have not had the maximum benefit deducted at the time of a service. Like the medical FSA, the dependent care FSA allows employees to set aside pre-tax dollars to cover day care expenses for their dependents. The expense must occur prior to reimbursement and participants can only be reimbursed up to their contribution amount at the time of reimbursement. Health Savings Account (HSA): A tax deductible health savings account is available for participants in the High Deductible Health Plan (HDHP). Employees can contribute pre-tax dollars to their HSA to pay for qualified healthcare expenses including deductibles, co-pays, co-insurance and prescriptions. Employees contributing to an HSA retain ownership of these funds, which carry over from year-to-year. HSA contributions are eligible to earn tax free interest and withdrawals for eligible medical expenses remain tax free. However, withdrawals for non-eligible medical expenses are taxed at the regular rate. After the age of 64, HSA accounts function like a regular individual retirement account (IRA). Life and Accidental Death & Dismemberment (AD&D) Insurance: Naropa University provides $50,000 of Basic Term Life and $50,000 of AD&D coverage at no cost to employees. In addition, voluntary life insurance coverage is available at the employee’s option and expense for the employee and eligible dependents. Short Term Disability (STD): Naropa provides STD insurance for all full-time employees. STD pays up to 60% of your regular earnings for up to 9-weeks, following a 15-day elimination period if you are unable to work due to injury or illness. Long Term Disability (LTD): Naropa provides LTD insurance coverage for all full-time employees. Employees are eligible for LTD benefits following a 90-day elimination period (the short term disability period). LTD insurance pays up to 60% of your regular earnings for up to 2-years. If you are unable to return to work in your current occupation after 2-years, LTD coverage may be available up to your normal retirement age. In addition, as part of our LTD plan, Naropa provides the following supplemental benefit programs: Beneficiary Connect: Provides free beneficiary assistance for you and your family after the loss of a loved one. To help you and your family with this difficult and emotional period, a variety of services are offered, including: unlimited phone contact with grief counselors and legal advisors, face-to-face sessions, assistance with memorial planning, referrals for childcare and eldercare, and moving/relocation services. Work-Life Balance Employee Assistance Program (EAP): Employees can seek confidential assistance or referrals for themselves and their family members for a variety of needs including counseling, legal concerns and financial counseling. Worldwide Emergency Travel Assistance: Emergency travel assistance is provided for employees and their families when travelling more than 100 miles from home on either business or pleasure. Vision Benefits: Supplemental coverage for exams, contacts and eye-glasses are available. Premiums paid 27

by employees are deducted on a pre-tax basis from each regular paycheck and are paid in advance for the coming month. Voluntary Benefit Plans: Naropa may offer additional lifestyle supplemental benefits to employees working more than 20-hours per week. Information on available benefits can be found in current year full and part time employee benefit summary documents on the Employment section of MyNaropa or is available in hard copy from human resources. TIME OFF BENEFITS: Naropa offers a multitude of paid and unpaid leave benefits for employees hired into full or part-time regular positions. Employees who are planning time away from work for vacation or personal days need to submit a Time Off request via ADP at least two weeks in advance of the time away. All other leave types, should be requested using a Special Circumstance Leave Request form; which is available on the Employment tab of MyNaropa. For faculty roles, class coverage plans should accompany the Special Circumstance Leave Request form to ensure that classes and our students will be properly cared for in your absence. For absences in excess of three workdays, divisional vice president approval is required. General Leave Guidelines: Naropa provides numerous leave options for employees to enable them to take care of their personal and family needs during the course of their employment with Naropa. To help Naropa manage academic and business needs, the following general leave guidelines apply to all leave types:  Employees may not take more than 20 consecutive business days (four weeks) of paid leave per running 12-month period unless that leave is due to a disabling illness or injury protected under FMLA medical leave or other contractual agreement.  Advance permission is required for all leave requests, with the exception of sick days for unexpected illness or injury.  Employees are required to use vacation, personal and/or sick days in conjunction with any unpaid leave types.  Employees may use personal, sick and vacation time in hourly increments.  Holiday pay will not be paid to employees on any type of unpaid leave.  All leave time taken that exceeds an employee’s paid time-off accruals, or does not conform with the University’s paid time off policies, will be unpaid time.  Employees are responsible for their benefit premiums during this leave period and should coordinate payment with HR.  Once leave is approved, the employee’s position is secure for the duration of the approved leave period, unless business circumstances change significantly. Should business needs change significantly, the employee will receive notice of the requirement to return as soon as practicable.  In the event an employee takes a leave longer than the approved period, or takes any unapproved leave of absence, the employee forfeits any right or eligibility to return to employment at any level with the possible exception of a disability situation. Bereavement Leave: Part-time or greater employees will be granted a paid leave of absence of up to three work days in the event of the death of an immediate family member. If the need for leave exceeds days granted under this policy, the employee is able to use accrued vacation time and/or personal days to offset any loss of work hours. Continuing Education Leave: Leave may be granted by the University to allow an employee to take mandatory continuing education programs where that continuing education is necessary and required to maintain professional standing or licensure and where such standing or licensure is of benefit to the University. Requests for leave must be presented to the employee’s supervisor and/or HR in advance of registering for

28 courses and or planning time away from the University. Catastrophic Leave Program: The catastrophic leave program provides eligible employees with an opportunity to support their colleagues who are facing a major health crisis, whether their own or that of an immediate family member, or another catastrophic life event. The program fosters Naropa’s commitment to community spirit by giving employees the opportunity to voluntarily donate accrued sick time to their peers who have exhausted their paid leave balances. Such donations enable salary continuation during the employees’ time of need. Human Resources/Payroll Department maintain the Catastrophic Leave Bank and interested donors can complete the donation form which is available from human resources. The donating employee must maintain a balance of at least one week of sick time, after donation. Once the donations are received they are irrevocable and will be utilized on a first come, first served basis. Employees are eligible to receive donations if they meet the following criteria:  They have completed a minimum of 90-days of service and are an employee in good standing;  They are part-time or greater;  They, or their immediate family member, experiences a catastrophic illness or injury as defined by the FMLA or another catastrophic life event (such as fire, flood or tornado);  They are ineligible for short-term disability benefits; and  They have exhausted all other paid leave options, including sick time, vacation time, and personal days. Employees meeting the above eligibility requirements should submit a written request to HR seeking participation in the Catastrophic Leave Program. The request must provide appropriate verification of the illness, injury or catastrophic event. If, due to incapacitation, the employee is unable to make this request, a representative may submit the request on the employee’s behalf. Domestic Violence Leave: Following 12-months of employment, Naropa University offers unpaid leave to employees who are victims of domestic violence or abuse, stalking, sexual assault or a crime found by the court on the record to include an act of domestic violence. Upon reasonable advance notice (except in cases of imminent danger to the health or safety of an employee in which case no notice is required), an employee may take up to three working days of leave from work in any 12-month period. The 12-month period will be measured forward from the date of the first Domestic Violence Leave. Employees may use personal or vacation leave to be paid during this leave period, but employees without available paid leave time may still take the leave on an unpaid basis. Employees need to contact HR to request a Domestic Violence Leave and must use the leave from work to protect themselves by:  Seeking services from a domestic violence shelter, program, or rape crisis center as a result of domestic violence.  Seeking a civil restraining order to prevent domestic abuse.  Obtaining medical care or mental health counseling for themselves or for their children to address physical or psychological injuries resulting from the act of domestic abuse, stalking, sexual assault, or other crime involving domestic violence.  Making her or his home secure from the perpetrator or seeking new housing to escape the perpetrator.  Seeking legal assistance, attending and preparing for court-related proceedings arising from domestic violence acts.

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In accordance with Colorado law, HR will request one of the following types of documentation as certification for Domestic Violence Leave and will make reasonable efforts to maintain the confidentiality of all information related to an employee’s leave pursuant to this policy: 1. A police report indicating that the employee was a victim of domestic violence; or 2. A court order protecting or separating the employee from the perpetrator of an act of domestic violence, or other evidence from the court or prosecuting attorney that the employee appeared in court; or 3. Documentation from a medical professional, domestic violence advocate, health care provider, or counselor that the employee was undergoing treatment for physical or mental injuries or abuse resulting in victimization from an act of domestic violence. Family & Medical Leave (FMLA): Naropa provides unpaid, job protected leave to employees who have worked for the University for at least 12 months and have worked for a minimum of 1,250 hours over the previous 12 months; subject to certification under the following leave entitlements. Basic Leave Entitlements: Eligible employees may take up to 12-weeks of leave for the following reasons:  Incapacity due to pregnancy, prenatal medical care, or child birth;  To care for the employee’s child after birth, or placement for adoption or foster care;  To care for the employee’s spouse, domestic partner, son or daughter, or parent, who has a serious health condition;  Serious health condition that makes the employee unable to perform the employee’s job; Military Family Leave Entitlements: Eligible employees with a spouse, son, daughter, or parent on active duty or called to active duty status may use their 12-week leave entitlement to address certain qualifying exigencies. FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered service member during a single 12-month period. A covered service member is: 1) a current member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation or therapy, is otherwise on the temporary disability retired list for a serious injury or illness*; or 2) a veteran who was discharged or released under the conditions other than dishonorable at any time during the five-year period prior to the first date the eligible employee takes FMLA leave to care for the covered veteran, and who is undergoing medical treatment, recuperation, or therapy for a serious injury or illness. *The FMLA definitions of “serious injury or illness” for current service members and veterans are distinct from the FMLA definition of “serious health condition.” Qualifying Exigency Leave: Eligible employees may take leave to attend certain military events, arrange for alternative childcare, address certain financial and legal arrangements, attend certain counseling sessions, and attend post-deployment reintegration briefings. In addition, employees who request qualifying exigency leave to spend time with a military member on Rest and Recuperation leave may take up to fifteen days of leave. Parental Care Leave: Eligible employees may take leave to care for a military member’s parent who is incapable of self-care when the care is necessitated by the member’s covered active duty. Such care may include arranging for alternative care, providing care on an immediate need basis, admitting or transferring the parent to a care facility, or attending meetings with staff at a care facility. Serious Injury or Illness Definition: A serious injury or illness means an injury or illness incurred by a covered military member in the line of duty on active duty that may render the military member medically unfit to perform the duties of his or her office, grade, rank, or rating. The definition of a serious injury or illness for a current military member also includes injuries or illnesses that existed 30

before the beginning of the member’s active duty and were aggravated by service in the line of duty on active duty in the Armed Forces. A serious injury or illness for a covered veteran means an injury or illness that was incurred or aggravated by the member in the line of duty on active duty in the Armed Forces and manifested itself before or after the member became a veteran, and is: 1. A continuation of a serious injury or illness that was incurred or aggravated when the covered veteran was a member of the Armed Forces and rendered the military member unable to perform the duties of the military member’s office, grade, rank, or rating; OR 2. A physical or mental condition for which the covered veteran has received a VA Service Related Disability Rating (VASRD) of 50 percent or greater and such VASRD rating is based, in whole or in part, on the condition precipitating the need for caregiver leave; OR 3. A physical or mental condition that substantially impairs the veteran’s ability to secure or follow a substantially gainful occupation by reason of a disability or disabilities related to military service or would do so absent treatment; OR 4. An injury, including a psychological injury, on the basis of which the covered veteran has been enrolled in the Department of Veterans Affairs Program of Comprehensive Assistance for Family Caregivers. Benefits & Protections: During FMLA leave, Naropa maintains the employee’s health coverage under any group health plan on the same terms as if the employee had continued to work. Employees must continue to pay their portion of any insurance premium while on leave. If the employee is able but does not return to work after the expiration of the leave, the employee may be required to reimburse Naropa for payment of insurance premiums during leave. Upon return from FMLA leave, most employees are restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms. Certain highly compensated employees (key employees) may have limited reinstatement rights. Use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee’s leave. As with other types of unpaid leaves, paid leave will not accrue during the unpaid leave. Definition of Serious Health Condition: A serious health condition is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job, or prevents a qualified family member from participating in school or other daily activities. Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than three consecutive full calendar days combined with at least two visits to a health care provider or one visit and a regimen of continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment. Use of Leave: The maximum time allowed for FMLA leave is either 12-weeks in the 12-month period as defined by Naropa, or 26 weeks as explained above. Naropa uses the 12-month period measured forward from the first day of an employee’s leave. When both spouses/partners work for Naropa and each wish to take FMLA, they may only take the combined leave total; either 12-weeks or 26-weeks as noted above. An employee does not need to use this leave entitlement in one block. Leave can be taken intermittently or on a reduced leave schedule when medically necessary. Employees must make reasonable efforts to schedule leave for planned medical treatment so as not to unduly disrupt Naropa’s operations. Leave due to qualifying exigencies may also be taken on an intermittent basis.

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Employees taking intermittent or reduced schedule leave based on planned medical treatment and those taking intermittent or reduced schedule family leave with the University’s agreement may be required to temporarily transfer to another job with equivalent pay and benefits that better accommodates that type of leave. Substitution of Paid Leave for Unpaid Leave: Naropa requires employees to use accrued paid leave while taking FMLA leave. In order to use paid leave for FMLA leave, employees must comply with Naropa’s normal paid leave policies. If an employee fails to follow Naropa’s policies, the employee cannot use accrued paid leave, but can take unpaid leave. FMLA leave is without pay when paid leave benefits are exhausted. Employee Responsibilities: Employees must provide 30-days advance notice of the need to take FMLA leave to either human resources or their supervisor when the need is foreseeable. When 30-day’s notice is not possible, the employee must provide notice as soon as practicable and may use the “Special Circumstance Leave Request” found under the Employee Forms section of MyNaropa to initiate a request for FMLA leave. Employees must provide sufficient information for Naropa to determine if the leave may qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient information may include that the employee is unable to perform job functions, the family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for military family leave. Employees also must inform Naropa if the requested leave is for a reason for which FMLA leave was previously taken or certified. Employees also may be required to provide a certification and periodic recertification supporting the need for leave. Naropa may require second and third medical opinions at Naropa’s expense. Documentation confirming family relationship, adoption, or foster care may be required. If notification and appropriate certification are not provided in a timely manner, approval for leave may be denied. Continued absence after denial of leave may result in disciplinary action in accordance with the Naropa’s attendance guidelines. Employees on leave must contact the Benefits Administrator at least two days before their first day of return. Naropa’s Responsibilities: Naropa will inform employees requesting leave whether they are eligible under FMLA. If they are eligible, the notice will specify any additional information required as well as the employees’ rights and responsibilities. If they are not eligible, Naropa will provide a reason for the ineligibility. Naropa will inform employees if leave will be designated as FMLA-protected and the amount of leave counted against the employee’s leave entitlement. If Naropa determines that the leave is not FMLA- protected, Naropa will notify the employee. Unlawful Acts: FMLA makes it unlawful for Naropa to:  Interfere with, restrain, or deny the exercise of any right provided under FMLA;  Discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA. Enforcement: An employee may file a complaint with the U.S. Department of Labor or may bring a private lawsuit against Naropa. FMLA does not affect any federal or state law prohibiting discrimination, or supersede any state or local law which provides greater family or medical leave rights. For more information about Employees Rights and Responsibilities under the Family Medical Leave Act, please review the Federal Guidelines located in the Employee Handbook and Policies section of MyNaropa. Holidays: Naropa honors several holidays annually including Martin Luther King Jr. Day, Memorial Day,

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Independence Day, Labor Day and Thanksgiving and the following Friday, and Winter Break*. HR publishes a holiday schedule annually indicating the actual dates that holidays will be observed by the University. During these scheduled closures, employees receive holiday pay for missed work hours. The following conditions apply to Naropa’s holiday pay policy  Holiday pay is not considered time worked for overtime calculations.  Holiday pay is computed at an individual employee’s base rate of pay.  If an employee works on a recognized University holiday, they will be paid at their regular rate of pay for all hours worked in addition to holiday pay.  Employees must normally be scheduled to work on the day of the holiday to receive holiday pay. For example, if a holiday falls on a Monday and an employee only works on Tuesday and Thursday, then the employee will not receive holiday pay for the day.  Holiday pay will not be paid to employees on any type of unpaid leave.  Holidays falling within an approved, scheduled vacation will be paid as holiday pay. Winter Break: In addition to paid holidays, the University is generally closed for an extended period each December. All full-time and part-time regular employees receive their normal weekly compensation as holiday pay during this break. Naropa recognizes that certain administrative departments may need to work, in whole or in part, during Winter Break, or that some departments may wish to use the break as an opportunity to catch up on administrative backlog and overload. If a departmental supervisor determines that departmental employees will work during Winter Break, these employees are eligible to receive holiday pay in addition to regular pay for their hours worked. Employees who separate from Naropa University employment at any time during the month of December are not eligible to receive Winter Break pay. The last date of employment in December will be the day prior to the start of the winter break, unless the employee is required to work any portion of the Winter Break. Jury Duty Leave: An employee will be granted jury duty leave upon notification of receipt of a jury duty summons. The employee will receive regular pay for the first three days of jury duty if they were scheduled to work during the jury duty period. A juror service certificate should be presented to the employee’s supervisor and the Payroll Department to support jury duty pay. For jury duty in excess of three days, the employee will receive the difference between jury duty pay and their regular pay, up to a maximum of 10-days (80-hours). Jury duty leave beyond this time is without pay. Medical Leave of Absence (Non-FMLA): Naropa may allow an unpaid medical leave of absence for part-time or greater employees who have been employed for less than one year. However, non-FMLA medical leave is dependent upon business needs and is not job secure. Employees may request a medical leave of absence for up to six weeks; under the same conditions outlined for FMLA. A doctor’s note confirming the need for leave will be required. Military Leave: The Uniformed Services Employment and Reemployment Rights Act (USERRA) protects the job rights of individuals who voluntarily or involuntarily leave employment positions to undertake military service or certain types of service in the National Disaster Medical System. USERRA also prohibits employers from discriminating against past and present members of the uniformed services, and applicants to the Uniformed Services. Employees who serve in or have served in the uniformed services are eligible for leave if called for duty, subject to the notice and other provisions of the law. Uniformed services include the U.S. Armed Forces, Public

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Health Service, National Guard, and Reserve. USERRA leave time is unpaid, but the employee may (but is not required to) use accrued vacation or sick time. The employee is entitled to continuation of benefits if their military service is 30-days or less and they will continue to accrue sick and vacation time during that time. An employee on active duty for longer than 30-days will be extended the opportunity to continue benefits coverage. While the employee is on leave, a replacement may be assigned to their job, but on a temporary basis only. In most cases a returning veteran will be reinstated to their job, in accordance with the law. The cumulative length of protected military service generally does not exceed 5-years. New Parent Leave: Employees with at least one year of service may be eligible for up to three weeks of paid new parent leave to care for a newborn or newly-adopted child. New parent leave is available to all full-time and part-time regular employees and will run concurrently with FMLA leave. New parent leave is paid at the employee’s normal rate of pay and for the number of regularly scheduled work hours. When both parents work for Naropa and each wish to take new parent leave, they may only take the combined leave total of three weeks. Parental Leave for Child's School Activity: Employees who are the parents or legal guardians of children enrolled in a public or private school or in a non-public home-based educational program in Colorado in any grade from kindergarten through twelfth grade may take up to six hours unpaid leave in any one-month period and no more than eighteen hours in any academic year, to attend an “academic activity” for or with the employee's child. Part-time employees are eligible for a proportionate amount of parental leave. An “academic activity” means a parent-teacher conference, a meeting related to special education services, or a meeting related to intervention, dropout prevention, attendance, truancy or disciplinary issues regarding the employee's child or any child for whom the employee has primary legal responsibility. Employees must make a reasonable attempt to schedule academic activities for which leave may be taken outside of regular work hours. Personal Days: Non-faculty full and part-time employees receive personal days which may be used for any personal reason, including but not limited to holidays not recognized as paid days by Naropa, time off to care for personal matters, or in conjunction with sick or vacation time. Personal days are prorated for employees working schedules of less than 40-hours each week. Personal days are granted based on years of service with the organization as follows:  Upon hire = 3 Personal Days (24 hours)  Starting on your 3rd anniversary = 5 Personal Days (40 hours)  Starting on your 6th anniversary = 7 Personal Days (56 hours) Personal days do not accrue; rather they are granted immediately upon hire and are awarded and expire annually with an employee’s hire/rehire date. Personal days should be scheduled in advance with the employee’s supervisor. Also, personal days are not paid out upon separation of employment. Personal Development Leave (PDL): In order to engage in personal or professional development, practice, study, or training, employees may apply to HR to take PDL. In order to take PDL, an employee must be full- time or part-time regular status, with at least two years of continuous employment with the University. Applications for PDL should provide the exact purpose of the PDL, the applicable dates, and any substantive information concerning the seminar, retreat, or the like which would assist HR in reviewing the application. The application should also include written permission from the employee’s supervisor. HR will notify the employee and their supervisor of the decision in writing following review of the application. PDL for an employee may not exceed twenty days in any two-year period or more than two consecutive weeks at any given time. For each day of PDL that is approved, the University will contribute ½ day of pay and the employee will contribute ½ day of accrued vacation time, with each day away from work counting as a full-

34 day of PDL. Sabbatical Leave*: Full-time and part-time regular staff of the University who have been continuously employed at Naropa for five or more years are eligible to apply for a staff sabbatical. Sabbaticals may not exceed six months in length and are unpaid. Upon return from the leave, the employee will be reinstated at the position, pay, and benefits agreed upon prior to the beginning of the leave. In the event an employee takes leave longer than six months, or takes any unapproved leave, the employee forfeits eligibility to return to employment at any level. Employees must apply for a sabbatical through HR a minimum of two months prior to the anticipated leave period. The application must include a proposal from the employee for job coverage during their absence and a letter of support from their supervisor. HR shall decide whether or not to approve the employee’s proposal and requests will be honored on a first come, first served basis. *Faculty sabbaticals are covered under the terms of the Faculty Handbook. Short-Term Personal Leave: Any employee of the University may request an unpaid, personal leave of absence following one year of continuous employment. Short-term personal leaves may be granted for periods of time not to exceed 30-business days in length. The intention of this type of leave is to provide employees with a brief respite from working in order to engage in personal pursuits. Employees must apply for short-term personal leave through HR a minimum of two months prior to the anticipated leave period. The request for leave must include a proposal from the employee for job coverage during their absence and a letter of support from their supervisor. HR shall decide whether or not to approve the employee’s proposal and requests will be honored on a first come, first served basis. Sick Time: Full and part-time staff are eligible to use sick time to attend doctors’ appointments and in the event of illness or injury. Sick time may also be used by employees to care for an immediate family member who is ill or injured. Employees earn up to ten sick days annually (80 hours); with sick days accruing on a monthly basis. Sick time accruals are prorated for employees working schedules of less than 40-hours each week. Sick time may be accrued from year to year but, once an employee reaches a maximum accrual of twenty days (160 hours), sick time will stop accruing until the balance falls below this cap. Accrued but unused sick time is not paid out upon termination. When taking sick time, employees are expected to notify their direct supervisor prior to the start of your scheduled work day on the first day of the illness or injury and on each subsequent day absent. It is recommended that employees who know they will need to utilize their sick time, such as a scheduled hospitalization, notify their supervisor at least 72-hours in advance. Medical proof of the absence reason will be required if the absence exceeds three working days. In addition, HR may work with the employee to coordinate FMLA leave and/or short-term disability benefits for absences in excess of three work days. Sick time may be used in conjunction with FMLA so that an employee can receive pay during the unpaid FMLA period. Faculty Sick Leave: Faculty who apply and qualify for FMLA leave will receive up to 15-days of paid sick leave to cover the STD elimination period of 15-days. Vacation Exchange Program: To provide an opportunity for employees to make use of excess sick time, the University has a vacation exchange program in place. Employees with an excess of 40 hours of accrued sick time are eligible to exchange two accrued sick days for one vacation day, for a maximum of 10 sick days/5 vacation days per year. Exchange requests that draw sick time balances below 40 hours will not be approved. Employees may exchange sick days with their supervisor’s approval and must record this exchange and the vacation days on their ADP timesheet. As the exchange of sick time for vacation is a two for one transaction, employees need enter sick time to be exchanged in whole hour increments and in an amount equal to twice the number of hours of vacation to be taken. For example, if an employee would 35

like to take one full eight hour day of vacation using the vacation exchange program, they should enter 16 hours on their timesheet and use the earnings code “vacation exchange.” Exchanged sick/vacation time must be used immediately or in conjunction with a scheduled vacation. Exchanged time will not be included in an employee’s maximum vacation accrual and will not be paid out upon separation of employment. Vacation: All non-faculty full and part-time employees accrue paid vacation time. Vacation is to be used for the purpose of rest, relaxation, and travel. It may also be used in lieu of sick time if your accrued sick time is exhausted. Vacation must be scheduled in advance with your supervisor. Accrual rates are prorated for employees working schedules of less than 40-hours each week. Vacation time accrues each pay period at a rate based on your years of service with the organization as follows:  Upon hire: accrue 10-days (80 hours) per year to a maximum accrual of 15-days (120 hours)  Starting on your 3rd anniversary: accrue 15-days (120 hours) per year to a maximum accrual of 20- days (160 hours)  Starting on your 6th anniversary: accrue 20-days (160 hours) per year to a maximum accrual of 25- days (200 hours) Employees who have reached their vacation accrual maximum will not earn any additional vacation until they have used some of their accrual. At no time may an employee “borrow” against their vacation balance. Time off taken in excess of any accrued time will be unpaid. Employees may use vacation time in hourly increments and should indicate this time on their ADP timesheet. Use of vacation will not be counted in the computation of overtime for non-exempt staff. Upon separation from employment with Naropa, any accrued and unused vacation leave will be paid at the employee’s normal rate of pay. Volunteer Leave: Naropa encourages employees to participate in volunteer endeavors that support the communities in which we live and work. Department/group service outings are a fun way to represent Naropa and demonstrate our commitment to the community. Department/group volunteer activities can occur in half-day or full-day increments, should be scheduled at least two weeks prior to the service date, and must be approved by the divisional vice president. Individual employees may take up to one day per year as volunteer leave outside of any department/group activities. To be eligible for volunteer leave, an employee must be full-time or part-time regular status, with at least two years of continuous employment with the University. For each day of volunteer leave that is approved, the University will contribute ½ day of pay and the employee will contribute ½ day of accrued vacation time, with each day away from work counting as a full-day of volunteer leave. Applications for volunteer leave should provide the name of the nonprofit organization, the applicable date(s), and any substantive information concerning the volunteer opportunity which would assist HR in reviewing the application. The application should also include written permission from the employee’s supervisor. HR will notify the employee and their supervisor of the decision in writing following review of the application. Voting Leave: Naropa provides voting leave for employees whose work schedule prohibits them from voting in a polling location on a state or federal Election Day. On the day of the election, employees may be eligible for paid voting leave for a period of two hours during the time polls are open. Employees seeking to use voting leave need to request leave prior to the day of the election and hours granted will be given at the beginning or end of the work shift at the employee’s request. However, if there are three or more hours between the time of the opening and closing of the polls and the employees work schedule, voting leave will not be approved. TUITION BENEFITS: The University recognizes the importance of including its employees in its organizational

36 mission and values and welcomes employees into the classroom to “touch the magic.” Specifically, regular employees who are part-time or greater are provided generous tuition remission opportunities for themselves and their family members. There are several programs in place to take advantage of tuition remission benefits at Naropa which fall into the following categories: academic orientation, non-degree seeking students, degree-seeking students and dependent child tuition. Academic Orientation: To help new employees develop a connection to the University and the classroom experience, Naropa provides an academic orientation benefit for employees with less than two years of service. This benefit is immediately available to all regular part-time or greater employees. New employees are invited to take up to three audit only credits per year of academic courses. This may be a semester-long course, a weekend workshop, or other for-credit academic program. Employees can find a list of Courses Available to Audit on the homepage of MyNaropa under Registration Schedules and Catalog. To sign up for an Academic Orientation course, employees must submit a completed Tuition Benefit Application form to human resources prior to participating in class. The Tuition Benefit Application can be found in the Employee Forms section of MyNaropa. All audited courses require a faculty signature but if an employee wishes to take a course not found on the Courses Available to Audit schedule, both the instructor and the school dean signatures are required on the audit form for employee tuition benefits. Employees are responsible for any additional fees that may be associated with the course. The University recognizes the need for ongoing training and orientation in the first two years of employment and honors the need for this experience to take place during the work day. Employees participating in an academic orientation benefit in their first two years of employment are not required to make up their work hours. However, participation in an academic orientation program requires approval of the immediate supervisor in advance of course registration. Non-Degree Seeking Students: Beginning the first full semester after hire, non-degree seeking employees are able to take up to six credits per term (spring, summer, and fall) for a total of nine credits per year and may extend any unused credits to their partner or dependent child. If not in the academic orientation period, employees are required to make up their missed work hours. Employees will be added on a space-available basis on the first day after the drop/add period for the semester. Employees can find a list of Courses Available to the Public on the homepage of MyNaropa under Registration Schedules and Catalog. If an employee wishes to take a course not found on the Courses Available to the Public schedule, both the instructor and the school dean signatures are required on the registration form. To sign up for a course as a non-degree student, employees must submit a completed Tuition Benefit Application form to human resources prior to participating in class. The Tuition Benefit Application can be found in the Employee Forms section of MyNaropa. Degree Seeking Students: Beginning the first full semester after hire, an employee and their partner or dependent child are eligible to become degree-seeking students while the employee simultaneously works at Naropa. Full-time employees are eligible for six credits per term and part-time employees are eligible for three-credits per term. Unused credits are eligible to be extended to a partner or dependent child. To qualify for this benefit the employee and/or their partner or dependent child must apply for and receive admission to the University. Employees and their family members will be approved to become a degree- seeking student if the following conditions are met:  The employee/family member is accepted by the admitting department as a student;  That acceptance does not displace a tuition-paying student now or in the future [space available basis];

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 HR supports the employee’s application, based on the application letter provided by the employee and their supervisor. The employee or family member must apply for admission to the degree program through the Admissions Department. Applicants are expected to comply with all deadlines and application requirements. All application and admission fees are waived for employees and their family members. In conjunction with the University application process, the employee or family member must submit a tuition benefit application letter to HR. Human resources will review the request to determine whether or not to grant tuition remission. Applicants will be notified by HR if they have been approved for “program student” status. At no time may an employee have more than one member of their family, including themselves, enroll in a degree-seeking program. HR Application Guidelines: Application guidelines apply to both current employees who are seeking to become students as well as students who have been hired as employees. Tuition remission for a degree program is not automatically awarded; even if the employee is already a student. Employees should follow these guidelines when creating and submitting their application to HR: 1. The employee must first obtain the approval of their supervisor. 2. The employee or family member must then request, in writing, approval to enter the degree program. The application must set forth the following: a. The degree being sought; b. The requirements of the degree program; c. The minimum allowable credits to maintain enrollment in the program; d. The projected semester credit load; e. Expected length of enrollment in the program; f. An explanation of how work will be covered in the employee’s absence; g. An outline of when working hours will be made up by the employee; h. A written recommendation and statement of approval from the supervisor; and i. A statement of interest by the employee describing the reason for seeking a degree at Naropa. 3. HR, in consultation with the Admissions Department, the desired academic department, and the employee’s supervisor, will consider the following criteria when deciding whether or not to approve a request: a. The job performance of the employee; b. The long-term commitment of the employee to their position at Naropa; c. The benefit to the University for the employee to have a degree or training in the proposed academic area; d. The ability of the employee to absorb the extra burden and maintain their work at full capacity for the duration of the degree program; e. The ability of the current department staffing level to absorb the employee’s course commitments; f. The gross number of employees enrolled in degree programs at the University; and g. The number of employees enrolled in the requested academic department at the University. 38

4. Additional materials may be required upon request from HR. Employees or family members are admitted to programs on a space-available basis. Space availability is determined on a semester-by-semester basis by the program and the admissions office. Employees or family members who are admitted to a program without space availability may elect to seek a degree from this program; however, they will be unable to utilize their tuition remission benefit for the duration of their degree program as a paying student cannot be displaced by a student receiving tuition remission benefits. Once an employee or family member is admitted to the desired program, they are able to take courses in their program without space availability restrictions, provided they do not exceed the credit limit of six credits per term. Employees and family members should register for their classes directly with their advisor. Course participation may require the permission of the supervisor if the course occurs during working hours. Employees who are already degree-seeking students at the time of hire may use their tuition credits towards the completion of their program, but will be subject to space availability. Only employees who have received approval as a program student may receive a guaranteed seat in a class. Dependent Child Tuition: Beginning the first full semester after hire, a regular part-time or greater employee may sponsor a dependent child in a degree seeking program. To qualify for this benefit, the dependent child must apply for and receive admission to the University. Dependent children are eligible for a maximum of 120-credits, or the maximum number of credits required to complete their program, whichever is less. For the first three years of employment, the employee’s child is eligible to use the employee’s unused tuition credits to a maximum of six credits per term. For years four to six, the employee’s child is eligible for a 50% tuition credit. At seven years of service, the employee’s child is eligible for a 100% tuition credit for an undergraduate program and a 50% tuition credit for a graduate program. The rate of tuition remission will be pro-rated for less than full-time employees. Tuition Remission Guidelines for Less Than Part-Time Employees: Academic Support, Clinical Support, Professional Assistants, and Meditation Instructors: Employees in these categories are eligible for one credit hour for each credit hour they support in any academic year on a space available basis. These credits accrue to a maximum of twelve, and unused credits expire after five years. Adjunct Faculty: Adjunct faculty are eligible to take one credit hour for each credit they teach in any academic year on a space available basis. These credits accrue to a maximum of twelve, and unused credits expire after five years. Any unused credits become forfeit at this time. Adjunct faculty may extend any unused credits to their partner or dependent child prior to the credit maximum or forfeiture deadline. Adjunct faculty who wish to apply their tuition credits to a Naropa degree program should follow the employee application guidelines outlined above. HR approval is required for all employees who wish to become program students. The following exclusions and limitations apply to all Tuition Benefit programs:  Regular employees must receive the approval of their supervisor before registering for a course. Approval is not guaranteed; the supervisor may decline the employee’s request if work-related responsibilities will take precedence over the course.  Not all courses or degree programs are eligible for the tuition remission benefit. Several of our degree programs have requirements that prohibit employees from entering those programs or taking courses in those programs. Specifically, the following are not eligible for tuition remission: independent study abroad, private lessons of any kind, consortium arrangements (classes taken at another institution) or Shambhala trainings or programs offered through the Shambhala Mountain Center. The course catalog and individual faculty can be consulted for more information.  Tuition remission may be used toward the tuition of an independent study course for degree-seeking

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employees only. These employees will be expected to cover a fee of $50 per credit for the course out of pocket.  Undergraduate academic good standing requires a semester grade point average (GPA) of 2.0. Graduate good standing requires a semester GPA of 2.7. Employees and family members must maintain the applicable cumulative grade point average in order to continue in a course and to register for any future courses.  In general, missed work hours must be made up at another time during the work week. Arrangements to make up missed hours are made directly with the supervisor.  It is inappropriate for an employee to complete coursework while on the job. Employees engaging in such behavior are subject to disciplinary action.  These policies address the cost of tuition only; any additional costs, including all fees, room and board, books, etc. are the responsibility of the employee or family member.  Employees are responsible for adhering to all academic policies and drop/add dates as spelled out in the University catalog and registration schedules.  Any employee who is placed on disciplinary action during their course will be automatically withdrawn from the course and will be unable to register for any other courses until their job performance shows sustained improvement.  If an employee amicably terminates their employment with Naropa University in the middle of the term, they (and their dependents) will be allowed to finish the term’s courses without penalty. However, if an employee is terminated from the University, they may be immediately withdrawn. The University reserves the right to make determinations about employment and student status on a case-by-case basis.  Graduate tuition that exceeds $5,250 per year will be taxed in accordance with Federal guidelines. However, graduate students who are performing teaching or research activities for Naropa may be exempt from this tax. TUITION EXCHANGE: Naropa University participates in the Council of Independent Colleges Tuition Exchange Program (CIC-TEP). CIC-TEP is a network of CIC colleges and universities willing to accept, tuition-free, students from families of full-time employees of other CIC participating institutions (full-time as designated by the employer/institution). There is no waiting period for the tuition exchange benefit. A participating student may be a dependent (equivalent to the IRS definition of a dependent), spouse/partner, or the full-time employee. Student applicants must be admissible at the host/importing institution in accordance with regular institutional admission standards and must comply with all host institution financial aid policies and procedures. Applicants must also maintain good academic standing and satisfactory academic progress. Students are responsible for all non-tuition charges - room, board and fees - at the institution in which they enroll. Below is the application process for CIC-TEP benefits: 1. The employee or family member applies directly for admission at the desired school, submitting all required financial aid documentation. 2. In addition, applicants must request that the liaison officer at Naropa (the home/exporting institution) complete the Tuition Exchange Program Student Application Form and direct it to the liaison officer at the host institution for determination of acceptance to the CIC-TEP. The liaison officer at Naropa University is the benefits administrator. 3. The admissions office of the host institution is responsible for informing the applicant of their acceptance to attend the institution. 4. The liaison officer at the host institution is responsible for informing the applicant of their acceptance to

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CIC-TEP. Applicants should expect a formal letter from the host institution, on or before May 1st, which outlines the value of the benefit and any terms and conditions for receipt and/or continuation of the benefit. Continued eligibility for participation is determined by the annual filing of the CIC-TEP Student Application Form by the home institution's liaison officer. Students in good standing are automatically eligible for up to three years of annual renewal of tuition remission for undergraduate study (for a total benefit of four years). In the event the employee loses eligibility in the middle of a semester, the benefit for the employee and/or their family member will cease at the end of the semester. If the employee is the student using the program, the following applies:  Employees must receive the approval of their supervisor before applying to participate in the CIC-TEP. Approval is not guaranteed; the supervisor may decline the employee’s request if work-related responsibilities will take precedence over the program.  In general, missed work hours must be made up at another time during the work week. Arrangements to make up missed hours are made directly with the supervisor.  It is inappropriate for an employee to complete coursework while on the job. Employees engaging in such behavior are subject to disciplinary action.

NAROPA’S ORGANIZATIONAL STRUCTURE Understanding the University’s organizational structure is helpful for both new and existing employees. This section provides information about our leadership structure and the departments and programs that comprise Naropa University. NAROPA LEADERSHIP: The University’s leadership structure is currently as follows: Trustees: The Board of Trustees is the governing body of the University. The University is incorporated in the State of Colorado as an independent non-profit organization. The trustees are responsible for providing overall guidance to the University and reviewing certain major decisions, including, for example, property acquisitions, review and approval of the mission statement, appointment of the president, review of existing educational programs, consideration of new educational programs, and annual budget review and approval. Board members assist the University through active support and review of its development efforts. Elected by the Board of Trustees, each trustee serves a term of three years. A student and faculty member serve as the student trustee and the faculty trustee respectively. The student trustee serves a two year term and the faculty trustee a three year term. Each trustee has a fiduciary duty to the University to see that the University fulfills its mission statement and that the budget and financial affairs, including the endowment and assets, are properly secured and managed. One trustee is elected by the Board of Trustees to serve as chairperson of the board. President & Cabinet: The Board of Trustees appoints the president of the University. The president is a voting member of the Board of Trustees by virtue of holding the Office of President. The Cabinet is comprised of the president’s direct reports. The focus of this leadership group is on carrying out the mission of Naropa through the establishment of University systems and policies and through the oversight and implementation of the University’s strategic plan. Department Heads & School Deans (Deans): Directors are generally those employees who are supervised, directly or indirectly, by a cabinet member. These employees have a direct responsibility for managing a University department and supervising the employees in the department. Directors are generally recruited and chosen by a hiring committee composed of cross-departmental representation. School deans are the administrative leaders of each of Naropa’s schools and report to the provost.

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Cauldron - The Faculty Senate: Cauldron members are elected by the faculty and are responsible for the governance of faculty affairs, in close collaboration with the president and provost. Naropa is committed to the concept of shared governance, and providing the faculty a meaningful voice in the issues which affect the entire University. Cauldron oversees numerous faculty committees which contribute to effective governance. Staff Executive Council (SEC): SEC members are elected by the staff and represent each division and campus of the university. The mission of the SEC is: To facilitate communication and advocate for Naropa staff who work in non-faculty employee roles in matters related to employment, compensation, professional development, governance, and administrative policy formation. The staff executive council provides a means of communication between University administration and staff at Naropa University. DIVISIONS, DEPARTMENTS & OFFICES: Divisions, departments and offices provide the support that allows the educational process to flourish. This involves the management and development of physical, financial, and human resources. A brief description of the role and function of each department follows below. Executive Division / Office of the President: The Office of the President has as its focus the accomplishment of the mission statement and the University strategic plan. It is responsible for the oversight of compliance with all relevant laws, regulations and policies governing institutions of higher education. This applies to all areas of the University: students, faculty, staff, alumni and trustees. Its goal is to promote academic quality; to sustain the administrative departments in order to serve the student-teacher relationship; and to promote the financial and spiritual well-being of the community. As the center of outreach activities to the larger cultural and educational communities, the Office of the President generates and expands the network of consultants, donors, supporters, and resources that might assist in fulfilling the University's mission.

Development: Development is responsible for establishing and nurturing relationships for the purpose of securing financial and other means of tangible support for the University. Naropa’s Development Office is dedicated to nurturing authentic philanthropy, based on real relationships, common values, real generosity, and deep gratitude. Staff work closely with the President and Trustees to develop and maintain relationships between Naropa and internal/external constituencies, for the purposes of attracting funding, building the University’s reputation, building collaborations and partnerships with other institutions, and engaging volunteers. Development works closely with Naropa’s alumni, parents, friends, students, volunteers, Trustees, vendors, corporations, businesses, foundations, trustees, former trustees, and friends both nationally and internationally. Each of these constituencies is communicated to and involved differently and personally. The end result of our work is the gift of money after much cultivation, involvement and deliberate moves towards making that gift. Office for Inclusive Community (OIC): This office works collaboratively with the president, vice presidents, deans, cauldron, other campus leaders, University committees, faculty, staff, students, and external constituents to ensure the core values and strategic plans of diversity and inclusion are operationalized throughout institutional structures, roles, positions, curriculum, and programs. ?? Sustainability Division of Academic Affairs: This division is responsible for the development and supervision of all educational programs and all direct educational support systems and resources. It serves as the primary liaison to the Higher Learning Commission and, together with the President’s office, ensures that the criteria for continued accreditation are met. The work of the division includes assessment of existing academic programs, development of new programs, development and enforcement of academic policy and standards, faculty recruitment, development, evaluation, institutional research, and related budgets. In addition, the academic affairs' office oversees and manages the academic administration, including 42 oversight of annual instructional budgets for academic schools, departments, and other centers within academic affairs. The Office of Academic Affairs is responsible for the collection and maintenance of instructional information, such as course descriptions and syllabi, as well as maintaining course evaluation records, faculty contracts and a copy of all faculty personnel records, including faculty vitae and official transcripts. The Division of Academic Affairs oversees all academic departments and programs within the academic schools, independent departments, and academic centers. A listing of all academic degree programs can be found on our website (www.naropa.edu). Faculty: All faculty are part of the Division of Academic Affairs and fall primarily into the categories of ranked faculty and adjunct faculty. All faculty are subject to the provisions of the Faculty Handbook, in addition to the Employee Handbook. Ranked Faculty: Ranked faculty include core candidates, core assistant professors, core associate professors, core professors, and instructors. Core faculty are ranked faculty members who have been promoted from candidate to core status. Adjunct Faculty: Adjunct faculty are retained by the school dean or department chair to teach in a particular academic program. Normally, adjunct faculty members teach a particular course on a per- course or per-credit stipend basis. In addition, some adjunct faculty members have administrative duties or other special assignments. Admissions and Marketing: Admissions is responsible for admitting students to degree and certificate programs. This includes providing counseling and information about all programs of study and entrance requirements. Admissions staff also function as college recruiters to on and off campus recruitment functions. Admissions strives to communicate the vision of contemplative education to prospective students and to help them make appropriate decisions regarding their education. Admissions is also responsible for managing the application process, on-line computer data entry, and communications with prospective students in regard to their applications. In addition, ongoing communication with each academic school's admissions committee is maintained to insure timely and rigorous selection of applicants. Admissions arranges graduate school interviews with applicants and is the college liaison between the applicant and the academic school. Admissions conducts daily tours of the campus and offers group information sessions and private informational interviews. Marketing team manages all external and internal-facing marketing and communications activities and materials. Marketing is explicitly tasked with managing the Naropa brand, driving enrollment via effective advertising and marketing strategies and campaigns, and bringing added value to internal stakeholders on project design, advertising strategies, and the production of advertising collateral.

Student Affairs: Student Affairs supports the growth and development of students with its programs, policies, and activities. The dean of students acts as an ombudsperson assisting students and generally relating to their concerns personally or institutionally. This office is also responsible for enforcement of Naropa's Code of Conduct when it involves an infraction by a student or an action toward a student. Student affairs is responsible for the Student Handbook and acts as liaison to student government (SUN). A partial list of activities and services administered by this department includes: on-campus student engagement, graduation, orientation of new students, health care referrals, management of the student health insurance plan, housing, counseling services, career services, community engagement services, leadership development services, disability services, child care information, networking with community resources, overseeing bulletin boards, lost and found, and meditation instructor assignment to students, staff, and faculty. The Learning Commons (TLC): The TLC is an alliance of campus resources that actively collaborate to 43

support a student's journey toward self-discovery, academic success, and engaged action in the world. Student Affairs services and offices under the umbrella of TLC include: • Academic Support Program (Academic Coaching) • Career Services • Community Engagement Services • Contemplative Practice Support • Counseling Services • Dean of Students • Disability Services • International Student Advising • Student Life • Study Abroad • Undergraduate Academic Advising • Writing Center Division of Business Affairs: The business affairs is and others. responsible for all departments related to the daily Business Services Center: The Naropa business administrative function of the University. In services center is a critical service center for addition, business affairs provides business the University and provides both mailing and support for the Alaya Preschool which operates as copying services for the entire institution. an extension of Naropa University. The vice- president of Operations coordinates these Human Resources (HR): HR supports all administrative services to ensure the smooth employees of the University and staff are operation of the University. available Monday through Friday from 8:30 a.m. to 5:00 p.m. The HR office is located in our Accounting: The Accounting Department is 63rd Street located at 1630 N. 63rd Street responsible for management of University (across the street from the Nalanda campus). financial and other resources and serves the Naropa community by providing information to This department is responsible for the assure there is sufficient cash for its operations administration of all employee benefits while maximizing savings and minimizing loan programs, applicant and new hire systems, interest. The department is responsible for compensation programs, employee relations providing accurate transactions records and and payroll. The department administers reports and for managing the business special projects related to personnel relationships with students, external management, including the revisions of this businesses, organizations, auxiliary handbook, benefit changes and upgrades, staff enterprises, banks, lawyers, and creditors. This training, and regulations management. office also handles corporate insurance and Information Systems (IS): IS outsourced by budget issues. Naropa through a vendor relationship with Alaya Preschool: This is a Buddhist-inspired Jenzabar. Our contract calls for the presence of contemplative preschool for children ages two Jenzabar staff to be located on site at Naropa. to five with a summer camp program that also The IS team supports Jenzabar’s enterprise includes older children. Children are enrolled system which includes student, financial aid, from Boulder and surrounding communities. development and accounting modules and Alaya also provides lab, observation, and goes by several names including CX, CARS, JX, internship experiences for Naropa students WebX and MyNaropa.

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Information Technology (IT): The IT monitoring of graduation requirements, department supports all computer usage, recording of degrees, arranging the production network administration, and database usage and distribution of all diplomas and on all Naropa campuses. Technicians are certificates, and coordinating the preparations available to assist staff by creating new user for commencement ceremonies. names and passwords, installing new Safety, Facilities & Operations: This computers and new software, troubleshooting department supports the Naropa mission by computer-related problems and maintaining ensuring a safe and secure environment for all systems and networks. University constituents and provides on-call The IT Department services and supports the coverage for emergencies by calling 720-309- following: 8211. In addition, Campus Safety is responsible for Clery and SaVE Act compliance and  Email publication of the Annual Security Report.  Naropa's network and internet Facilities supports the Naropa mission through connection; wireless network creating, maintaining, and upgrading all  PC & software purchase and licensing physical aspects of the University’s learning, social, and working environments. Areas of  PC repair & troubleshooting responsibility include: campus safety &  Student computer lab security, planned and preventive maintenance, building emergencies, grounds & landscaping,  Telecommunications janitorial services, waste management & Office of Events: The Office of Events is located recycling, furniture acquisition, repair & next to the Performing Arts Center on the inventory, fire safety, and emergency Arapahoe campus and facilitates community preparedness. The department is also and ad-hoc events as well as performances. responsible for the coordination of any new Events staff provide design, production construction projects on campus and management and technical support for events participates in long-range campus planning. and performances by students, faculty, and Student Financial Services: Financial Aid and staff. Inquiries regarding event scheduling the Student Accounts Coordinator help should be directed to the Events Coordinator. students manage their financial resources and Registration: Registration is responsible for the obligations, while implementing University academic integrity of the students' permanent policies and federal regulations related to records. This includes the systematic financial aid and cash management. The office collection, organization, interpretation, and disseminates information about scholarships flow of essential academic information; and assistantships, processes student loans enforcement and clarification of academic and VA Benefits, applies employee tuition policy; management and security of student remission benefits, monitors satisfactory records, and compliance with federal and state academic progress, processes payments and regulations. The office also manages all grades payment plans, and provides budgetary and and associated academic actions, as well as debt management counseling. appropriate access to, and release of, student

information, processing of student transcripts,

UNIVERSITY RESOURCES ALLEN GINSBERG LIBRARY: Employees are encouraged to become library patrons, which allows employees to check out books and other materials for personal and/or instructional use. Loan periods vary dependent upon materials and employment category. Library resources and staff are located on all three of our campuses. Please refer to the library loan policies on MyNaropa for more information.

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BUILDING HOURS: Each semester, campus safety publishes the established building hours for the term. Persons wishing to use the facilities outside of the established building hours may request permission by completing an Exception to Standard Building Hours Request form (available on MyNaropa) and submitting this to the Campus Safety for approval. To be considered, the request must be submitted at least 10-days in advance of the event and be signed by the staff or faculty member who will be present to supervise the event. Building hours can also be referenced under Facilities on MyNaropa. COPY CENTER: The Naropa copy center provides several services to the University community. The hours of operation of the copy center vary depending upon the availability of student employees and staff and are posted each semester. The copy center supports large document copy jobs, storage and distribution of Office Depot supply orders, sale of toner cartridges, postage, and small envelopes, and all service calls to the other copiers on campus. FACILITIES SUPPORT: The Facilities department is available to Naropa staff, faculty, and students to assist with keys, maintain buildings, provide janitorial and landscaping services, perform lifting and moving duties, and any additional building related services. Work Requests: Facilities uses a web based work request system to manage all support needs. Work requests can include requests for maintenance, improvements, moving assistance, events set-up/take-down, and more. The website can be accessed via the Facilities Work Request quick link on MyNaropa. Furniture: Furniture requests are to be made annually to the Facilities Department as part of the annual budgeting process and must come directly from department heads. Employees should submit furniture and equipment requests to their supervisor for approval prior to contacting Facilities. Approvals are made on the basis of budget priorities as determined by the senior staff. Unanticipated needs may or may not be met during the year. Individual departments may purchase furnishings with their own budget money provided they have received approval from the Accounting Department to use their money for this purpose and have received approval from Facilities on the choice of model and/or brand. Facilities can also purchase furniture for individual departments, taking advantage of their carefully negotiated arrangements with local vendors. KEYS: Keys and/or electronic fobs must be requested from campus safety. Department heads must authorize all such requests, and their signature is required on the key request form (available on MyNaropa). Building access keys are issued to full- and part-time staff and ranked faculty only. If necessary, other employees may be issued keys to internal spaces, such as offices. Keys must be picked up and returned to the campus safety office in person, by appointment. Lost keys should be immediately reported to the campus safety office, and there is a charge of $7.00 per key to replace lost keys. If the loss of keys makes it necessary to re-key locks, the person or department whose keys were lost may be responsible for the cost of changing locks. Keys no longer required should be returned as soon as possible. Transferring of keys between employees is not permitted. Upon separation, HR requires signatures on a “separation approval” form to verify the return of all Naropa property. The signature required from campus safety will be provided at the time all keys are returned. In the event keys are not returned, costs for re-keying locks may be withheld from the employee’s final paycheck. MAC SUPPORT: Naropa IT predominantly supports PCs running Windows 10 or higher. While we advise a PC over a Mac to ensure greater support consistency, we understand that there are some departments that depend on Macs for very specific work. A case must always be made with Naropa IT before purchasing Macs, delineating why a Mac should be purchased over a PC. Only in exceptional circumstances, where the software needed is not available in any form on the PC, will Macs purchases be permitted. With that in mind, IT can assist with Mac support in the following limited capacities:  Macs are not covered by Naropa IT’s budget or replacement policy. Departments wishing to purchase Macs must understand that they are solely responsible for proper departmental budgeting, as well as all

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applicable hardware and software costs (both the initial purchase as well as any ongoing licensing that may apply). This includes the required costs of a minimum 2 year AppleCare agreement and any or all Mac OS upgrades.  Naropa IT is the sole approver and proxy purchaser for all Naropa computer equipment, Macs included. Through our Apple rep, we will factor in any educational discounts available into our quotes.  Upon delivery of any Mac computer from our vendor, Naropa IT will configure the Mac with a local Naropa IT admin account and, if needed, a Naropa IT specific Apple ID. The computer will be assigned a name that fits within our current designation nomenclature. None of these settings are to be changed by the end user.  Naropa IT will setup Naropa Macs to access our internal network. Access and configuration to our network proper grants the following capabilities to your Mac, which Naropa IT agrees to support: o Access to Naropa’s internal wired and/or wireless networks o Access to the University’s departmental shared drives o Access to the University’s copier fleet o Access to our Exchange email system o Security of data through single sign-on authentication and Group Policy central management All other software support remains the responsibility of individual departments (such as storage of media and installation discs, license keys, license association and license de-association, etc.). This includes, but is not limited to: Adobe products, Final Cut Pro and departmentally purchased copies of Microsoft software (such as Office). Naropa IT does backup and protect all data stored on the departmental shared drives, should a department opt to store their specialized software there. iPads: iPads are given extremely limited support and must also be approved and purchased by the Naropa IT department. Naropa personnel are solely responsible for the email configuration, network connection, Apple ID association and app purchase on their respective iPads. Naropa IT will supply detailed instructions in how to connect your iPad to our wireless network and how to configure them to your Naropa email. All other support concerns and questions are to be brought to the nearest Apple Store (we recommend the one on the 29th Street Mall). Naropa’s IT department does assign each iPad a name reflective of the individual’s department. We also ask that if personnel plan on securing their iPad with a 4 digit PIN, that said PIN be given to that individual’s supervisor within the first week of the iPad’s use. We also require that the “Find my iPad” service be activated and remain active on the iPad at all times. This service is used in the event that a University iPad is lost or stolen, as a means to try to recover the device. Disabling this service is grounds for disciplinary action. MAILING SERVICES: Departments and faculty are assigned mail boxes in which they can receive both internal and external mail. Mail services makes a daily run to each Naropa campus as well as to the post office. Mail services can also assist with FedEx orders, personal postage, and envelope sealing/bulk mail. MEDITATION HALLS: Naropa has meditation halls/shrine rooms on all campuses for sitting meditation. This space is open and welcoming to any member of the Naropa community. Group meditation practice is held Monday through Friday at the Lincoln, Paramita and Nalanda meditation halls from 8:00-8:45 a.m. Questions about the use of the Meditation Halls should be directed to the Contemplative Practices Coordinator. MEDITATION PRACTICE INSTRUCTION: Getting to know oneself and one’s world through meditation practice or other contemplative disciplines is viewed with great importance at the University. Due to Naropa’s commitment to contemplative education in all aspects of life, non-sectarian meditation instruction is offered to any employee who requests it at no charge. For information on arranging this instruction, please contact the Contemplative 47

Practice Coordinator. The Contemplative Practice Coordinator can also be a resource for other contemplative disciplines. MY.NAROPA.EDU: MyNaropa (https://my.naropa.edu) is the University site for student, staff and faculty resources. Features of MyNaropa include links to employee resources under the “employee” tab, the “administrative departments” tab and “technical support”. MyNaropa is continuing to evolve and suggestions for improvements are welcome. MyNaropa is hosted and maintained by our Information Systems department and any questions or concerns should be directed to [email protected]. NAROPA CAFÉ: The Naropa Café is an independently owned and operated restaurant that services the Naropa community, offering food and drink for reasonable prices. The Café offers a range of mostly vegetarian, homemade dishes, desserts, pastries, and an assortment of tasty snacks. The Café is open weekdays during the fall and spring semesters and accepts cash, debit and credit cards, and checks. The Naropa Café is also the primary caterer of any Naropa event. Employees who wish to hire the Café to cater should contact the Café Manager. OFFICE SUPPLIES: Naropa maintains an account with Office Depot as our office supply vendor. Employees should speak with their department head or contact the Accounting Department for information on on-line ordering, including the Naropa accounts, passwords and billing information. PARKING AT NAROPA: Parking permits are required to park at various Naropa locations. Permits are available in a variety of forms, including day passes and Naropa lot permits. Permits are transferable and can be used by multiple vehicle owners. Permits go on sale at the start of each semester in which they will become activated. All Arapahoe lots are restricted access, including 2111 Arapahoe Avenue and towing is enforced. Free parking is available in a variety of locations surrounding the Arapahoe campus, including 2 hour parking in the Goss/Grove neighborhood. Employees are personally responsible for any parking tickets or fees received when parking in these neighborhoods. Free parking is available at the Paramita and Nalanda campuses which are easily accessible by bus from the Arapahoe campus. Employees and visitors are NOT to park in the CU Family Housing lots to the south and east of the Arapahoe campus, as these are private lots owned and operated by the . Persons who park in these lots are subject to fines and towing. PHONE & EMAIL DIRECTORY: The MyNaropa employee directory is maintained by human resources. Full and part- time regular employees, including faculty, are included in the directory. SCHEDULING EVENT & ROOM RESERVATIONS: Staff may schedule campus rooms for meetings or community gatherings through the 25Live! scheduling system. For assistance with the system, please contact the academic scheduler. It is recommended that staff provide as much notice as possible when scheduling a room, as campus space is limited. To schedule an event, please contact the Office of Events at 303-546-3593. Events include, but are not limited to, theatrical performances, concerts, lectures, meetings, seminars, or other activity, whether sponsored by a department, an approved student organization, or other University entity. Events occurring at Naropa University must be accessible to all participants, including persons with disabilities. All descriptive materials, including advertisements, web pages, email, invitations, pre-recorded telephone announcements, registration materials, etc. must contain the Event Accessibility Statement below, identifying a contact person for providing accessibility information and responding to requests for accommodation. Naropa University welcomes participants with disabilities. Please contact [name] at [phone number and email address] to inquire about accessibility and disability accommodations needed to participate fully in this event before [date*]. SUSTAINABILITY: Naropa University is committed to sustainability-in-action; employing strategic initiatives to move the community towards specific goals, such as, but not limited to, zero waste, climate neutrality, and 100% renewable energy. This practice of sustainability in everyday life educates and prepares each member of the 48

Naropa University community to live and act with awareness and respect for oneself, all other sentient beings, and the natural world. One of the ways you can join us is by familiarizing yourselves with what we are doing with campus recycling, composting, etc., and participating actively in that. If you have any feedback or questions, please call or email the campus sustainability and zero waste coordinators at 303-245-4708 or [email protected]. TECHNICAL SUPPORT: All requests for telephone or technology related service need to be submitted via a work ticket. Work tickets can be created via email, social media or via the IT Work Request quick link on MyNaropa. Employees can check the status of a request by logging back into the work ticket system. New User Names and/or Password Changes: New email account and system access requests must be placed by the supervisor of or academic administrator for the new staff or faculty member. The form for this request, called “Computer Account Request Form” (CARF), is located the Employee page of MyNaropa under Forms. TRANSPORTATION SERVICES: In recognition of the positive effects of alternative transportation, Naropa encourages its staff to utilize the Eco-Pass and resources such as those below when possible. B Cycle: Naropa has entered into a partnership to place a B Cycle Station (a bike sharing program) on both the Arapahoe and Paramita campuses. B Cycle maintains more than 20 stations in Boulder to pick-up and return bikes; making commuting in the area a cinch. All Naropa community members (staff, faculty and students) are entitled to a free annual pass with Boulder B-Cycle. Simply navigate to http://boulder.bcycle.com/naropa to sign up! A free annual pass includes: 60 minutes of free riding ($3/half hour after that), access to Boulder B- cycle 24/7, and use of B-Cycle at 17 cities across the country, including Denver. Bike Shack: The Naropa Bike Shackprovides several services and resources to Naropa community members. The bike shack provides impromptu bike, transportation and commuting information as well as structured, focused classes. Classes include: commuting skills, fix-a-flat and bike adjustments. If you have questions or suggestions about Bike Shack services you can contact the Bike Shack at [email protected]. Earn-A-Bike: Earn your own bike (for keeps) at the Naropa Bike Shack! The bike shack and sustainability advocates at Naropa have decided to take stronger action towards fostering personal sustainability in our community by offering a new program called Earn-A-Bike. This program, adapted from Community Cycle’s program, encourages students, faculty, and staff to get actively involved in sustainable practices by learning how to maintain a bicycle. Earn your bike by participating in alternative transportation training and volunteering at the bike shack for a total of 15 hours. Once you complete this educational experience, which will include training in safety, repair and commuting, you will have earned the privilege to build your very own bike from our wonderful supply of bike parts. The bike that you build becomes yours to keep! Carpooling & Vanpooling: The Transportation Office, in coordination with the Denver Council of Regional Governments (DCoRG) and Ride Arrangers, offers carpooling matches using their extensive regional database. Participants report simple information about themselves, such as their cross-streets, hours of work, and driving/smoking preferences, and are matched with available carpoolers. Vanpooling services are also available by visiting www.drcog.org. CarShare: CarShare is an organized system of shared car ownership and access. Owning, maintaining, and insuring a car takes its toll not only on your pocketbook, but also on the environment and your community. Boulder CarShare (BCS) is a nonprofit organization which was created to address these concerns. Members of BCS pay dues and usage fees to the organization and in return they have access to economical, reliable, and fuel-efficient vehicles. For more information, see the Transportation office or visit www.carshare.org. Fuelsaver & Biodiesel: The Fuelsaver guarantees to increase gas mileage, extend the life of a car’s engine, and decrease car emissions. The Transportation Office can purchase a Fuelsaver for an employee, or more information can be found at www.nationalfuelsaver.com.

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GLOSSARY Naropa University is committed to creating a welcoming and supportive environment for students, faculty and staff from all walks of life and traditions. In entering any new town, organization or school, there may be new sights, sounds and ways of doing things that will be unfamiliar. Those of us who have worked here for a while may use words or phrases that have taken on a certain meaning. So you do not need to wonder “what are they talking about?” we have listed below a set of terms or jargon that you may encounter in classes, offices, or standing in line at the Naropa Café. It is not a comprehensive list. So if you hear something that everyone else seems to understand and you don’t, ask them what they are talking about and we will add it to our list! Auspicious coincidence (Tendrel in Tibetan): The coming together of two seemingly unconnected events that carries a significant meaning or outcome. (Tibetan): In the Tibetan Buddhist tradition, this is the intermediate state between death and . A groundless transition time. : A person who has been on the Buddhist path and has taken a vow to work for the enlightenment of all beings, over and above their own attainment of enlightenment. “Bodhi” means awake, so a bodhisattva can be said to be a person committed to a journey of waking up and working for the benefit of others. Buddha families: According to Tibetan Buddhist Tantric teachings, these are the five basic styles of energy which manifest in the phenomenal world. Each Buddha family relates to an element, to a season, to a direction, or to any phenomenon. At Naropa the five families are most often discussed in terms of a person’s style of energy. Each family can manifest in a sane way or as neurotic confusion. Here are brief descriptions of the different styles: Vajra (water) “indestructible”; wisdom that is mirror-like, sharp and crisp. Neurotic expression: arrogance, anger, cold, intellectual. Ratna (earth) “jewel;” wisdom of equanimity manifesting as richness, abundance. Neurotic expression: pride, stinginess, filling up space, a sense of poverty. Padma (fire) “lotus flower”; wisdom of openness and discriminating awareness, magnetizing energy that is very communicative and relationship oriented. Neurotic expression: clinging passion and excessive need for attention. Karma (wind) “action”; wisdom of all accomplishing action. Neurotic expression: jealousy and paranoia arising from speed and competitiveness. Buddha (space); wisdom that accommodates everything. Neurotic expression: ignorance, spacing out. Cultivate: To enrich, encourage or bring along. (): Literally, the truth of the way things are; how things work. Specifically, the teachings of the Buddha. Dathun (Tibetan): An intensive month long group sitting meditation program. Ground, Path, Fruition: Ground: inherent wisdom of a situation; Path: the way to work with obstacles to that wisdom; Fruition: the flowering of that wisdom. Heaven, Earth, Human: Heaven represents vision and the experience of vastness and sacredness. Earth symbolizes practicality, the ground that supports and promotes life. Human is the connection between heaven and earth, between vision and practicality. Karma (Sanskrit): The law of cause and effect – in short, actions stem from causes (including intentions) which produce innumerable effects. Lhasang (Tibetan): A purification ceremony that is conducted with burning juniper, intended to invite blessings, dispel obstacles, and provoke a non-conceptual experience of the sacred. (Conducted at Convocation, Shambhala

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Day and other special occasions) Maitri (Tibetan): Making friends with oneself. Having gentleness, kindness, friendliness and warmth towards oneself and others. Mandala (Sanskrit): This can be a physical symbol or a concept. In the Tibetan Buddhist tradition, a mandala represents the truth that all phenomenon as part of one reality and are interrelated, therefore, a mandala is a total vision. consist of relationships that basically arise spontaneously without someone or something creating order. Naropa is a mandala consisting of ever-changing relationships between students, faculty, and staff. Buildings and grounds can also be viewed as an expression of a mandala. Nalanda: A University of ten thousand students that thrived in India in the 5th or 6th century EC to 1197 CE and attracted scholars from all religious and academic disciplines. Naropa: A prominent Indian mahasiddha (enlightened being) who taught at Nalanda University and was known for his profound teachings and understanding. Non-theism: The view that there is no external deity or eternal principle. “On the spot”: This is often heard at Naropa and means stepping or being called forward, and in that moment being fully present in the midst of shyness, awkwardness or even panic. Paramita (Tibetan): Means transcendent perfection. There are 6 practices associated with this: dana-generosity; sila – discipline; ksanti-patience; virya- exertion; dhyana-meditation; prajna- knowledge. Practice: To engage in a contemplative discipline (e.g. meditation, yoga, , brush stroke, tea ceremony, centering prayer, earth-based ritual, mindful walking, etc.). Practice situation: Viewing a challenging, difficult, or painful situation as an opportunity for mindfulness and awareness. Prajna (Sanskrit): “The highest or transcendental knowledge,” able to discriminate and see things as they actually are. “Processing”: A colloquial expression. In a group, it refers to examining and analyzing how and why a particular situation occurred. With regards to the individual, it refers to the reflections and subsequent understanding and integration of an experience. Retreat: Usually refers to a solitary meditation practice done in a quiet, isolated setting. There are also group retreats in similar settings. Samsara (Sanskrit): In the Buddhist tradition, this is referred to as the cycle of recurrent human suffering, that arises from ignorance and confusion. (Sanskrit): Traditionally, sangha was a community of Buddhist nuns and monks. The Sanskrit term means spiritual community. These days it is used more generally as a community of people with shared values practicing and studying together. Shamatha (Sanskrit): Literally means “calm abiding;” A basic mindfulness meditation practice common to most , and the Shambhala tradition. Shambhala (Tibetan): A body of ancient teachings based on the ideal of the sacred warrior which has manifested on Earth at different times and places. Chögyam Trungpa Rinpoche, the founder of Naropa University, introduced these teachings to the West, as expressed in his book, Shambhala, Sacred Path of the Warrior. It is also, a mythical or historical kingdom in Asia which manifests enlightened human society. Shambhala Day: This day is associated with the Tibetan New Year known as Losar and is based on the lunar calendar. At Naropa, it is a time to acknowledge and honor the past year and celebrate with our community the coming year.

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Space: The metaphor of the sky is often used to describe the quality of space. We can rest in spaciousness by inviting thoughts to dissolve like clouds in the sky. Allowing a gap between our thoughts is an opportunity to create space in our minds. Space helps us observe without reacting and is the wisdom that accommodates everything. “Taking your seat”: A quality of being that can manifest at any time when you are fully present, fully centered and accurate in your perceptions; fully embracing whatever role you are in or whatever activity you are engaged in. Talking Stick: A council process where participants sit in a circle and one at a time speak from their heart to the center of the circle. When an individual is moved to speak, they hold a stick or special object until they are done speaking. The Bow: The bow is a traditional gesture of greeting, which communicates both friendliness and respect. The bow we make to each other at Naropa communicates these things, but it also says something more. It has a deeper meaning. For us, this bow is a way of acknowledging and honoring the qualities of warriorship which each of us has the capacity to express and to share with others during our life. Theism: Seeing the universe and oneself as a creation which is eternal; belief in a divine principle. Upaya (Sanskrit): Literal translation is “Skillful means;” effective and appropriate action Vipashyana (Sanskrit): Literally means “clear seeing;” awareness or insight meditation; also thoroughly experiencing the reality of one’s environment via the sense perceptions. Warrior: In the Shambhala tradition, being a warrior means being brave, not in the sense of making war, but in a gentle, fearless, and inquisitive way. Not being afraid of who you are. Weekthun: A week long group sitting meditation program.

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The Naropa Seal The Naropa Seal was designed by the Founder, Chögyam Trungpa Rinpoche. The Naropa motto contained on the ribbon at the base of the seal is "prajna garbha," which are Sanskrit words, written in Tibetan, which mean literally "womb of wisdom," or more loosely translated as "place where wisdom is nurtured". The word prajna, meaning wisdom, is to be distinguished from the traditional academic view of knowledge. Often defined by the Founder as “knowingness”, prajna encompasses greater insight that is independent of accumulation of facts or information. The Seal contains at its center the "wheel of dharma" or wheel of the teachings, which could be interpreted as meaning the power, communication, and spread of true teachings. At the center of the wheel of dharma is the "coil of joy" which symbolizes the transformation of the three "poisons" (passion, aggression and ignorance) into three "wisdoms" (appreciation, clear seeing, and openness). The wheel of dharma further has a secular origination in that a great monarch could roll the wheels of his/her chariot over great distance, thereby spreading teachings and understanding into the world. It has the connotation of spreading benefit, rather than proselytizing. The flames surrounding the Seal create a boundary; the space into which you enter to learn requires unconditional commitment to learning without personal agenda. Literally, "prajna" is the flame that burns conceptual mind. Thus, there is the idea of boundary or gateway in a literal sense. In the ultimate sense, you might burn the things you cling to, and that ultimate wisdom requires such discipline.

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COMMON NAROPA ACRONYMS AP – Accounts Payable BACP – BA in Contemplative Psychology (a.k.a. BA Psych, or PSYB) BFA – Bachelor’s in Fine Arts BSC – Business Service Center CARS – College Administrative Resource System (a.k.a. CX, JX, or Jenzabar) CUPA – College and University Professional Association ECE – Early Childhood Education GSCP – Graduate School of Counseling and Psychology HR – Human Resources INTD – Interdisciplinary Studies IPEDS – Integrated Post-Secondary Education Data System IS – Information Services IT – Information Technology JKS – School of Disembodied Poetics MACP – MA in Contemplative Psychology MATP –Master’s in Transpersonal Psychology MDiv – Master’s in Divinity MFA – Master’s in Fine Arts NEC-Nalanda Events Center NWC – Naropa Writing Center PA – Payroll Authorization PAC – Performing Arts Center PAN – Personnel Action Notice PFAR – Performing Arts Department PO – Purchase Order PRF – Position Requisition Form PSYS – Somatic Counseling Psychology SAS – Student Administrative Services SMC – Shambhala Mountain Center (located in Red Feather, CO) SPAN – Student Personnel Action Notice SUN – Student Union of Naropa SWP – Summer Writing Program TCP – Transpersonal Counseling Psychology W&P – Writing & Poetics

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HANDBOOK ACKNOWLEDGEMENT

ACKNOWLEDGMENT AND RECEIPT: I HAVE RECEIVED MY COPY OF THE EMPLOYEE HANDBOOK. THE EMPLOYEE HANDBOOK DESCRIBES IMPORTANT INFORMATION ABOUT NAROPA UNIVERSITY (“NAROPA”). I UNDERSTAND THAT I SHOULD CONSULT MY SUPERVISOR OR HUMAN RESOURCES REGARDING ANY QUESTIONS NOT ANSWERED IN THIS HANDBOOK.

I HAVE ENTERED INTO MY EMPLOYMENT RELATIONSHIP WITH NAROPA VOLUNTARILY AND ACKNOWLEDGE THAT THERE IS NO SPECIFIED LENGTH OF EMPLOYMENT, UNLESS I HAVE BEEN PROVIDED A WRITTEN CONTRACT DEFINING THE TERMS OF MY EMPLOYMENT, AND SPECIFICALLY SETTING FORTH A TERM OF EMPLOYMENT, SIGNED BY ME AND BY THE PRESIDENT OF NAROPA. UNLESS I HAVE BEEN PROVIDED A CURRENT EMPLOYMENT CONTRACT, SIGNED BY ME AND BY THE PRESIDENT OF NAROPA SPECIFICALLY REJECTING THE EMPLOYMENT AT WILL DOCTRINE, EITHER I OR NAROPA CAN TERMINATE THE EMPLOYMENT RELATIONSHIP AT WILL, WITH OR WITHOUT CAUSE, AT ANY TIME, SO LONG AS THERE IS NO VIOLATION OF APPLICABLE FEDERAL OR STATE LAW.

I UNDERSTAND AND AGREE THAT, OTHER THAN THE PRESIDENT OF NAROPA, NO MANAGER, SUPERVISOR OR REPRESENTATIVE OF NAROPA HAS ANY AUTHORITY TO ENTER INTO ANY AGREEMENT FOR EMPLOYMENT, OTHER THAN AT-WILL. ONLY THE PRESIDENT OF NAROPA, HAS THE AUTHORITY TO MAKE ANY SUCH AGREEMENT, AND ONLY IN A WRITING SIGNED BY THE PRESIDENT OF NAROPA.

THE POLICIES AND PROCEDURES CONTAINED HEREIN SUPERSEDE ANY AND ALL PRIOR PRACTICES, ORAL OR WRITTEN REPRESENTATIONS, OR STATEMENTS, REGARDING THE TERMS AND CONDITIONS OF MY EMPLOYMENT WITH NAROPA. BY DISTRIBUTING THIS HANDBOOK, NAROPA EXPRESSLY REVOKES ANY AND ALL PREVIOUS POLICIES AND PROCEDURES WHICH ARE INCONSISTENT WITH THOSE CONTAINED HEREIN. THE EXCEPTION IS THAT, IN THE CASE OF VALID AND CURRENT EMPLOYMENT AGREEMENTS SPECIFYING A TERM OF EMPLOYMENT AND REJECTING THE EMPLOYMENT AT-WILL DOCTRINE, THE VALID EMPLOYMENT AGREEMENT, SIGNED BY THE EMPLOYEE AND THE PRESIDENT OF NAROPA, CONTROLS, IN ANY CONFLICT IN TERMS, OR AMBIGUITY, BETWEEN THE TERMS OF SUCH CONTRACT AND THE TERMS CONTAINED IN THIS HANDBOOK.

I UNDERSTAND THAT, EXCEPT FOR EMPLOYMENT AT-WILL STATUS, ANY AND ALL POLICIES AND PRACTICES MAY BE CHANGED AT ANY TIME BY NAROPA. NAROPA RESERVES THE RIGHT TO CHANGE MY HOURS, WAGES AND WORKING CONDITIONS AT ANY TIME. I FURTHER UNDERSTAND THAT REVISED INFORMATION MAY SUPERSEDE, MODIFY OR ELIMINATE EXISTING POLICIES. ONLY THE PRESIDENT OF NAROPA HAS THE ABILITY TO ADOPT ANY REVISIONS TO THE POLICIES IN THIS HANDBOOK.

I UNDERSTAND AND AGREE THAT NOTHING IN THE EMPLOYEE HANDBOOK CREATES, OR IS INTENDED TO CREATE, A PROMISE OR REPRESENTATION OF CONTINUED EMPLOYMENT AND THAT EMPLOYMENT AT NAROPA IS EMPLOYMENT AT-WILL (UNLESS SPECIFIED OTHERWISE IN A CURRENT AND VALID EMPLOYMENT CONTRACT SIGNED BY THE PRESIDENT OF NAROPA) WHICH MAY BE TERMINATED AT THE WILL OF EITHER NAROPA OR ME. FURTHERMORE, I ACKNOWLEDGE THAT THIS HANDBOOK IS NOT A CONTRACT OF EMPLOYMENT, EITHER EXPRESS OR IMPLIED. I UNDERSTAND AND AGREE THAT EMPLOYMENT AND COMPENSATION MAY BE TERMINATED WITH OR WITHOUT CAUSE AND WITH OR WITHOUT NOTICE AT ANY TIME BY NAROPA OR BY ME.

I HAVE RECEIVED THIS HANDBOOK. I UNDERSTAND THAT IT IS MY RESPONSIBILITY TO READ AND COMPLY WITH THE POLICIES CONTAINED IN THIS HANDBOOK AND ANY REVISIONS TO IT.

______EMPLOYEE’S SIGNATURE

______EMPLOYEE’S NAME (Print)

______DATE

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