Board of Trustees Approved

Board of Trustees Conflict of Interest, Policy On

Title: Board of Trustees Conflict of Interest, Policy On
Policy Owner: Office of the Board of Trustees
Applies to: Trustees, Non-Trustee Members of Board Committees
Applicability: The Board of Trustees
Effective Date: February 22, 2023
For More Information, Contact Executive Secretary to the Board of Trustees
Contact Information:  boardoftrustees@uconn.edu
Official Website: http://boardoftrustees.uconn.edu/

PURPOSE

Per the By-Laws of the University of Connecticut, the Board appoints the President; determines the general policy of the University, including the establishment of new schools and colleges; makes laws for its government; manages its investments; and directs the expenditure of funds (see Article I). As such, in carrying out its public trust, the Board of Trustees has adopted this Policy to enhance public confidence in the Board.  Nothing in this Policy shall supersede any responsibilities a Board member may have under the State Code of Ethics for Public Officials.

APPLIES TO

This Policy applies to all members of the Board of Trustees, including appointed, ex-officio, and elected members as well as non-Board of Trustee voting members of a Board Committee (“Board Members”).  In addition to this policy, a Board Committee may adopt their own policy to guide the identification and review of conflicts of interest.

POLICY STATEMENT

Fiduciary Responsibilities. Board Members will act in a manner consistent with their fiduciary responsibilities to the University. Board Members will place the University’s interests ahead of their private interests. Board Members will exercise their powers and duties in the best interests of the Board and the University and for the public good.

Use of Authority/Information. Board Members will not use their positions, or any privileges or information attendant to their offices, to obtain or provide others with a benefit that is inconsistent with the policies of the University.  No Board Member will solicit or accept any gift, loan, or other item of value, or the promise thereof in the future, which would tend to influence improperly the manner in which the Board Member performs their duties.

Competition or Diversion of Opportunity. No Board Member will knowingly compete with the University for any property, asset, or opportunity that may be of interest to the University unless the University has been informed of the opportunity on a timely basis and has declined to act on it.  No Board Member will divert to another individual or entity an opportunity that may be of interest to the University unless the University has first been informed of the opportunity and has declined to act on it.

Conflict of Interest. (a) A conflict of interest exists when financial interests or other opportunities for the personal benefit of a Board Member, member of their immediate family or an associated business may compromise the Board Member’s independence of judgment in fulfilling their Board duties. (b) Board Members will endeavor to remain free from the influence of any conflicting interest in fulfilling their Board duties. Board Members will exercise care that no detriment to the University results from conflicts between their interests and those of the University.

Disclosure of Conflicts. If a Board Member believes that they may have a conflict of interest or is notified of a complaint of non-compliance with this Policy, the Board Member shall promptly and fully disclose the potential conflict to the Executive Secretary to the Board of Trustees and shall refrain from participating in any way in the matter until the conflict question has been resolved. The Executive Secretary to the Board of Trustees shall inform the Chair of the Board, the President, the General Counsel, and the Chief Compliance Officer of any conflicts of interest which have been disclosed to the Executive Secretary.

Determining Conflicts. The opinion of the Chief Compliance Officer, following consultation with the Executive Secretary of the Board of Trustees and General Counsel, shall be final in regard to determining compliance with this Policy.  The Executive Secretary to the Board of Trustees may consult with the remaining members of the Board, or other appropriate University personnel, in making the determination.

Addressing Conflicts. If it is determined that a conflict of interest exists, the Chair of the Board, the President, the Executive Secretary of the Board, and the General Counsel shall work with the affected Board Member to address the conflict and explore alternative arrangements that would eliminate the conflict.  If after reasonable efforts, it is not possible to reach a mutually acceptable alternative arrangement, the Board Member shall be excluded from participating in the transaction or matter relating to the conflict.  If it is determined the Chair of the Board has a conflict, the same process outlined above will be followed, without participation of the Chair.

Violations.  If a Board Member fails to disclose a conflict of interest or a conflict is otherwise discovered after the fact, the matter shall be forwarded to the Executive Secretary to the Board of the Trustees for review.  The full Board of Trustees shall review the matter and determine corrective action, which may include, but is not limited to, termination of a contract or other appropriate measures.

The Chief Compliance Officer, in consultation with the General Counsel, may develop guidelines and procedures to implement this policy.

POLICY HISTORY

Policy created:

12/16/2022 (Approved by Joint Audit & Compliance Committee)

02/22/2023 (Approved by the Board of Trustees)

Instruction and Training for Newly Appointed and Elected Members of the Board of Trustees, Policy On

Title: Instruction and Training for Newly Appointed and Elected Members of the Board of Trustees, Policy On
Policy Owner: Office of the Board of Trustees
Applies to: Appointed or Elected Trustees
Applicability: The Board of Trustees
Effective Date: January 3, 2023
For More Information, Contact Executive Secretary to the Board of Trustees
Contact Information:  boardoftrustees@uconn.edu
Official Website: http://boardoftrustees.uconn.edu/

PURPOSE

To establish uniform and consistent training for newly appointed and elected members of the Board of Trustees in areas related to the University’s academic, physical, and financial operations.

APPLIES TO

This policy applies to all members of the Board of Trustees appointed by the Governor or elected by student or alumni constituencies.

POLICY STATEMENT

In accordance with Public Act 22-16, the Executive Secretary to the Board of Trustees will provide training, mandated for all newly appointed and elected members of the Board, within twelve (12) months of the Trustee’s appointment or election.

As mandated by the public act, Trustees will receive instruction or training in the following:

  1. Duties to the state and the University, including methods for meeting associated statutory, regulatory, and fiduciary obligations.
  2. The functions and purviews of all the Board’s Committees.
  3. Professional accounting and reporting standards.
  4. Applicable provisions of the Freedom of Information Act, as defined in section 1-200 of the general statutes.
  5. Institutional and statutory ethical responsibilities and obligations, including the Board’s Policy on Conflicts of Interest.
  6. University process for the development and implementation of policies.
  7. Higher education business and administrative operations, including budgeting, financing, financial reporting and services, and endowment management.
  8. Student tuition, mandatory fees, and student debt trends.
  9. Planning, construction, maintenance, expansion, renovation, and oversight related to projects and plans that impact the infrastructure, physical facilities, and natural environment under the Board’s jurisdiction.
  10. Workforce planning, strategy, and investment.
  11. Institutional advancement, including philanthropic giving, fundraising initiatives, alumni engagement and programming, communications and media, government and public relations, and community affairs.
  12. Student welfare issues, includes academic studies, curriculum, residence life, student governance and activities, and the general and overall physical and mental well-being of students.
  13. Current and anticipated issues in higher education.
  14. Other topics as the Board Chair, Executive Secretary, or President deem necessary and appropriate.

The Executive Secretary to the Board of Trustees, in consultation with General Counsel, may update this policy to reflect any future statutory changes.

POLICY HISTORY

Policy created:

12/16/2022 (Approved by Joint Audit & Compliance Committee)

02/22/2023 (Approved by the Board of Trustees)

Student Athlete Name, Image, Likeness, Policy On

Title: Student-Athlete Name, Image, and Likeness, Policy On
Policy Owner: University Athletics
Applies to: All Student-Athletes and University Employees
Campus Applicability: All Campuses
Effective Date: June 30, 2021
Last Review Date: May 2, 2022
For More Information, Contact Director of Athletics
Contact Information: (860) 486-2725
Official Website: https://uconnhuskies.com/sports/2021/7/14/uconn-nil-information

PURPOSE

To establish a policy pursuant to which University of Connecticut (“University”) student-athletes are permitted by the University to (1) earn compensation through an endorsement contract or employment in an activity unrelated to an intercollegiate athletic program; and (2) obtain legal or professional representation of an attorney or sports agent through a written agreement, provided that in each case, the student-athlete complies with the terms and conditions of this policy and applicable law.

APPLIES TO

All student-athletes and University Employees.

DEFINITIONS

Athletics booster means a person who directly contributes to a University athletic program.

Compensation means the receipt, whether directly or indirectly, of any cryptocurrency, money, goods, services, other items of value, in kind contributions and any other form of payment or remuneration.

Endorsement contract means a written agreement under which a student-athlete is employed or receives compensation for the use by another party of such student-athlete's person, name, image or likeness in the promotion of any product, service or event.

Intercollegiate athletic program means a program at the University for sports played at the collegiate level for which eligibility requirements for participation by a student-athlete are established by a national association for the promotion or regulation of college athletics.

NCAA means the National Collegiate Athletic Association or its successor.

Official team activities means all games, practices, exhibitions, scrimmages, team appearances, team photograph sessions, sports camps sponsored by the University and other team-organized activities, including, but not limited to, photograph sessions, news media interviews, and other related activities as specified by the University.

Prohibited endorsements means receipt of compensation by, or employment of, a student-athlete for use of the student-athlete's person, name, image or likeness (“NIL”) in association with any product, category of companies, brands, or types of endorsement contracts that are: (1) prohibited by law; (2) prohibited by this policy; or (3) prohibited under the applicable University procedures adopted in accordance with this policy.

Sports agent means a duly licensed person who negotiates or solicits a contract on behalf of a student-athlete in accordance with the Sports Agent Responsibility and Trust Act, 15 USC 7801, et seq., as amended from time to time.

Student-athlete means a student enrolled at the University who participates in an intercollegiate athletic program.

University marks means the name, logo, trademarks, mascot, unique colors, copyrights and other intellectual property or defining insignia of the University.

POLICY STATEMENT

The University shall permit its student-athletes to (1) earn compensation through an endorsement contract or employment in an activity unrelated to an intercollegiate athletic program and (2) obtain legal or professional representation of an attorney or sports agent through a written agreement, provided that the student-athlete complies with this policy and applicable law.

I. Agreements for Representation by a Sports Agent or an Attorney

    1. A student-athlete may only enter into an agreement for representation with a sports agent if the student-athlete submits a copy of the agreement to the University.
    2. A student-athlete may only enter into an agreement for representation with an attorney if the student-athlete submits a copy of the agreement to the University.

II. Endorsement Contracts and Agreements for Employment Activities

A student-athlete may only enter into an endorsement contract or agreement for other employment activities if:

    1. the student-athlete discloses the existence of the agreement to the University;
    2. the student-athlete submits a copy of the agreement to the University prior to the student-athlete performing any activity or service under the agreement;
    3. the agreement, or any portion thereof, does not conflict with the provisions of any agreement to which the University is a party. In the event that a potential conflict is identified, the University shall disclose to the student-athlete or the student-athlete's attorney or sports agent the provisions of the University agreement that are in conflict; and
    4. the student-athlete is not required to participate or engage in any activity prohibited by Section III of this policy.

 III. Prohibitions

    1. Student-athletes are prohibited from using or consenting to the use of any University marks when performing any services or activity associated with an endorsement contract or employment activity without prior written permission from the University or its authorized designee.[1]
    2. Student-athletes are prohibited from performing any service or activity associated with an endorsement contract or employment activity that interferes with any official team activities or academic obligations.
    3. University employees are prohibited, in their individual capacity, from entering into endorsement contracts with any student-athlete or otherwise providing compensation themselves to a student-athlete in return for NIL services.
    4. University employees, students, and athletic boosters are, to the extent required under NCAA rules, prohibited from creating or facilitating NIL compensation opportunities for prospective student-athletes as a recruiting inducement or current student-athletes as an inducement to remain enrolled at the University.
    5. Student-athletes are prohibited from receiving compensation from, entering into an endorsement contract with, and/or otherwise engaging in an employment activity with companies, brands, products, conduct, and/or entertainment prohibited under University procedures adopted in accordance with this policy.

IV. Procedures

University of Connecticut Student-Athlete’s Name, Image, and Likeness Procedures

ENFORCEMENT
Violations of this Policy or associated procedures may result in appropriate disciplinary measures in accordance with state law, University Laws and By-Laws, and Division of Athletics Student Athlete Handbook.

POLICY HISTORY

Policy created effective June 30, 2021 [Approved by the Board of Trustees]

Revisions: May 2, 2022 [Approved by President’s Senior Policy Council]

[1] In accordance with Connecticut law, the University is prohibited from providing any student with written permission until July 1, 2022.

[2] This prohibition extends to communication with family members and others affiliated with prospective students.

Religious Accommodation Policy

Title: Religious Accommodation Policy
Policy Owner: Office of Institutional Equity
Applies to: Faculty, Staff, Graduate Assistants, Students
Campus Applicability: All Campuses
Effective Date: August 1, 2018
For More Information, Contact Office of Institutional Equity
Contact Information: Storrs/Regionals: Office of Institutional Equity (OIE) (860) 486-2943 or equity@uconn.edu

UConn Health: Office of Institutional Equity (OIE) (860) 679-3563 or equity@uconn.edu

Official Website: http://www.equity.uconn.edu

A printer friendly copy of this policy is available at: https://policy.uconn.edu/wp-content/uploads/sites/243/2018/09/2018-08-01-Religious-Accommodation-Policy-Printable-Copy.pdf

Reason for Policy

The purpose of this policy is to set forth the University’s processes for responding to requests from students and employees for religious accommodations.  This policy is in accordance with relevant laws and regulations regarding religious beliefs.

Applies to

All faculty, staff and students on all Campuses.

Definitions

Essential Function: A fundamental job duty of an employment position for staff and faculty, or a fundamental academic element of a course or program of study for a student.

Religious Accommodation: A reasonable change in the work or academic environment that enables a student or employee to practice or otherwise observe a sincerely held religious practice or belief without undue hardship on the University. A religious accommodation may include, but is not limited to: time for prayer during a work day; the ability to attend religious events or observe a religious holiday; or any necessary modification to University policy, procedure or other requirement for a student’s or employee’s (or prospective employee’s) religious beliefs, observance or practice; provided such accommodation is reasonable and does not cause undue hardship.

Religious Practice or Belief: A sincerely held practice or observance that includes moral or ethical beliefs as to what is right and wrong, most commonly in the context of the cause, nature and purpose of the universe. Religion includes not only traditional, organized religions, but also religious beliefs that are new, uncommon, not part of a formal religious institution or sect, or only subscribed to by a small number of people. Social, political, or economic philosophies, as well as mere personal preferences, are not considered to be religious beliefs.

Undue Hardship: More than a minimal burden on the operation of the University. For example, an accommodation may be considered an undue hardship if it would interfere with the safe or efficient operation of the workplace or learning environment and/or would result in the inability of the employee or student to perform an essential function of the position or course of study. The University will not be required to violate a seniority system; cause a lack of necessary staffing; jeopardize security or health; or expend more than a minimal amount. The determination of undue hardship is dependent on the facts of each individual situation, and will be made on a case-by-case basis.

Policy Statement

The University of Connecticut is committed to providing welcoming and inclusive learning and workplace environments. As part of this commitment, the University will make good faith efforts to provide reasonable religious accommodations to faculty, staff and students whose sincerely held religious practices or beliefs conflict with a University policy, procedure, or other academic or employment requirement, unless such an accommodation would create an undue hardship.

Consistent with state law, any student who is unable to attend classes on a particular day or days or at a particular time of day because of the tenets of a sincerely held religious practice or belief may be excused from any academic activities on such particular day or days or at such particular time of day.[1] Additionally, it shall be the responsibility of course instructors to make available to each student who is absent from academic activities because of a sincerely held religious practice or belief an equivalent opportunity to make up any examination, study or work requirements which has been missed because of such absence.

In keeping with the University’s commitment to building and maintaining a welcoming and inclusive work environment, the University will consider religious accommodations requests by employees, including faculty and staff, based on the totality of the circumstances.

The University of Connecticut prohibits discrimination, harassment, and retaliation on the basis of religion. For more information, refer to the University Policy Against Discrimination, Harassment and Related Interpersonal Violence.

Enforcement

Violations of this policy may result in appropriate disciplinary measures in accordance with University By-Laws, General Rules of Conduct for All University Employees, applicable collective bargaining agreements, and the University of Connecticut Student Code.

Policy History

Revised 01/24/2019

Adopted 08/01/2018 [Approved by the Board of Trustees]

 

Procedures for Students

The University grants students excused absences from class or other organized academic activities for observance of a sincerely held religious practice or belief as a religious accommodation, unless the accommodation would create an undue hardship.

Students whose religious holidays are not recognized by the University’s calendar should provide the instructor or academic activity organizer with the dates they will be absent in advance of the absence.

Students requesting a religious accommodation should make the request directly to their instructor with as much notice as possible. Students anticipating an absence or missed coursework due to a sincerely held religious practice or belief should use best efforts to inform their instructor in writing no later than the third week of class, or one week before the absence if a conflict occurs during the first three weeks of class. Being absent from class or other educational responsibilities does not excuse students from keeping up with any information shared or expectations set during the missed class(es). Students are responsible for obtaining the materials and information provided during any class(es) missed. The student can work with the instructor to determine a schedule for making up missed work.

Procedures for Faculty / Course Instructors in Responding to Student Requests

Course instructors are strongly encouraged to make reasonable accommodations in response to student requests to complete work missed by absence resulting from observation of religious holidays.  Such accommodations should be made in ways that do not dilute or preclude the requirements or learning outcomes for the course.

Course instructors should bear in mind that religion is a deeply personal and private matter and should make every attempt to respect the privacy of the student when making accommodations (for example, it is not appropriate to announce to the class that a student is doing a presentation or making up an exam at a later date because of their religious observance). Course instructors should not ask a student for proof that their religious practices or beliefs are sincerely held or for determining a religious accommodation.

Examples of religious accommodations include: rescheduling of an exam or giving a make-up exam for the student in question; altering the time of a student’s presentation; allowing extra-credit assignments to substitute for missed class work or arranging for an increased flexibility in assignment due dates; and releasing a graduate assistant from teaching or research responsibilities on a given day.

The student should be given the opportunity to complete appropriate make-up work that is equivalent and intrinsically no more difficult than the original exam or assignment. Students who receive an exemption on religious grounds cannot be penalized for failing to attend class on the days exempted. The instructor may, however, appropriately respond if the student fails to satisfactorily complete any alternative assignment or examination.

If there are concerns about the requested accommodation, the instructor should consult their department head (or dean in non-departmentalized schools) for assistance and determination of whether a reasonable accommodation can be provided. If an agreement cannot be reached after consulting with the department head (or dean in non-departmentalized schools), the department head will advise the dean and refer the matter to the provost or designee, who will make the final determination following consultation with the Office of the General Counsel.

Procedures for Faculty and Staff Requesting Religious Accommodation

Employees requesting a religious accommodation should make the request directly to their supervisor with as much notice as possible. Employees may be required to use accrued time (vacation or personal) as part of the religious accommodation. If the supervisor determines that the request may pose an undue hardship for the department and/or interfere with the employee’s essential job functions, or if the supervisor otherwise has questions or concerns about the accommodation request, the supervisor should contact the Department of Human Resources at 860-486-3034 or hr@uconn.edu (Storrs and Regionals); 860-679-2426 (UConn Health).

Contacts:

Students, Faculty and Staff who have questions or concerns regarding the University of Connecticut Religious Accommodations Policy may contact the Office of Institutional Equity (OIE):

Storrs and Regionals: equity@uconn.edu or (860) 486-2943

UConn Health: equity@uconn.edu or (860) 679-3563

Related Policies and Guidance:

Frequently Asked Questions Regarding Religious Accommodations

Policy Against Discrimination, Harassment, and Related Interpersonal Violence

[1] Connecticut General Statutes, section  10a-50 provides in relevant part:

Absence of students due to religious beliefs. Any student in an institution of higher education who is unable [due to religious beliefs] to attend classes on a particular day or days or at a particular time of day shall be excused from any examination or any study or work assignments on such particular day or days or at such particular time of day. It shall be the responsibility of the faculty and of the administrative officials of each institution of higher education to make available to each student who is absent from school because of such reason an equivalent opportunity to make up any examination, study or work requirements which he has missed because of such absence on any particular day or days or at any particular time of day. No special fees of any kind shall be charged to the student for making available to such student such equivalent opportunity. No adverse or prejudicial effects shall result to any student because of his availing himself of the provisions of this section.

Policy Against Discrimination, Harassment, and Related Interpersonal Violence

Including Sexual and Gender-Based Harassment, Sexual Assault, Sexual Exploitation, Intimate Partner Violence, Stalking, Complicity, Retaliation and Inappropriate Amorous Relationships

 

Title: Policy Against Discrimination, Harassment, and Related Interpersonal Violence
Policy Owner: The Office of Institutional Equity
Applies to: Students, All Employees, Contractors, Vendors, Visitors, Guests and Other Third Parties
Campus Applicability: All campuses, including UConn Health
Approval Date: August 30, 2023
Effective Date: August 31, 2023
For More Information, Contact: Office of Institutional Equity
Contact Information: (860) 486-2943 & (860) 679-3563
Official Website: http://www.equity.uconn.edu and http://titleix.uconn.edu/

Click here to view a PDF, Printer Friendly copy of this policy.

Related Documents:


  1. STATEMENT OF POLICY
  2. TO WHOM THIS POLICY APPLIES
  3. APPLICABLE PROCEDURES UNDER THIS POLICY
    1. WHERE THE RESPONDENT IS A STUDENT
    2. WHERE THE RESPONDENT IS AN EMPLOYEE
    3. WHERE THE RESPONDENT IS BOTH A STUDENT AND AN EMPLOYEE
    4. WHERE THE RESPONDENT IS A THIRD PARTY
    5. WHERE THE RESPONDENT IS A UCONN HEALTH STUDENT, EMPLOYEE OR THIRD PARTY
    6. WHERE THE RESPONDENT IS A REGISTERED STUDENT ORGANIZATION
  4. TITLE IX COORDINATOR
  5. UNDERSTANDING THE DIFFERENCE BETWEEN PRIVACY AND CONFIDENTIALITY
  6. EMPLOYEE REPORTING RESPONSIBILITIES
    1. TITLE IX REPORTING OBLIGATIONS
    2. CLERY REPORTING OBLIGATIONS
    3. CHILD ABUSE REPORTING OBLIGATIONS
  7. ENCOURAGEMENT TO REPORT PROHIBITED CONDUCT
  8. COMPLAINANT OPTIONS FOR REPORTING PROHIBITED CONDUCT
    1. REPORTING TO LAW ENFORCEMENT
    2. REPORTING TO THE UNIVERSITY
  9. ACCESSING CAMPUS AND COMMUNITY RESOURCES AND SUPPORTIVE MEASURES
  10. PROHIBITED CONDUCT UNDER THIS POLICY
    1. DISCRIMINATION
    2. DISCRIMINATORY HARASSMENT
    3. SEXUAL OR GENDER-BASED HARASSMENT
    4. SEXUAL ASSAULT
    5. SEXUAL EXPLOITATION
    6. INTIMATE PARTNER VIOLENCE
    7. STALKING
    8. RETALIATION
    9. COMPLICITY
  11. INAPPROPRIATE AMOROUS RELATIONSHIPS
    1. INSTRUCTIONAL/STUDENT CONTEXT
    2. EMPLOYMENT CONTEXT
  12. PREVENTION, AWARENESS AND TRAINING PROGRAMS
  13. OBLIGATION TO PROVIDE TRUTHFUL INFORMATION
  14. RELATED POLICIES
    1. STUDENTS
    2. EMPLOYEES AND THIRD PARTIES
  15. ENFORCEMENT
  16. POLICY REVIEW

 

I. STATEMENT OF POLICY

The University of Connecticut (the “University”) is committed to maintaining a safe and non- discriminatory learning, living, and working environment for all members of the University community – students, employees, and visitors. Academic and professional excellence can exist only when each member of our community is assured an atmosphere of safety and mutual respect. All members of the University community are responsible for the maintenance of an environment in which people are free to learn and work without fear of discrimination, discriminatory harassment or interpersonal violence. Discrimination diminishes individual dignity and impedes equal employment and educational opportunities.

The University does not unlawfully discriminate in any of its education or employment programs and activities on the basis of an individual’s actual or perceived race, color, ethnicity, religious creed, age, sex, marital status, national origin, ancestry, sexual orientation, genetic information, physical or mental disability (including learning disabilities, intellectual disabilities, and past or present history of mental illness), veteran’s status, status as a victim of domestic violence, prior conviction of a crime, workplace hazards to the reproductive system, gender identity or expression, or membership in any other protected classes as set forth in state or federal law. To that end, this Policy Against Discrimination, Harassment and Related Interpersonal Violence, Including Sexual and Gender- Based Harassment, Sexual Assault, Sexual Exploitation, Intimate Partner Violence, Stalking, Complicity, Retaliation and Inappropriate Amorous Relationships (the “Policy Against Discrimination” or “Policy”) prohibits specific forms of behavior that violate state and federal laws, including but not limited to Titles VI and VII of the Civil Rights Act of 1964 (“Title VI”) and (“Title VII”), Title IX of the Education Amendments of 1972 (“Title IX”), the Violence Against Women Reauthorization Act of 2013 (“VAWA”), the Pregnant Workers Fairness Act , and related state and federal anti-discrimination laws. Such behavior may also require the University to fulfill certain reporting obligations under the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (the “Clery Act”), as amended by VAWA, and Connecticut state law regarding reporting suspected child abuse and neglect.

The University prohibits discrimination, as well as discriminatory harassment, sexual assault, sexual exploitation, intimate partner violence, stalking, sexual or gender-based harassment, complicity in the commission of any act prohibited by this Policy, retaliation against a person for the good faith reporting of any of these forms of conduct or participation in any investigation or proceeding under this Policy (collectively, “Prohibited Conduct”[1]). These forms of Prohibited Conduct are unlawful and undermine the mission and values of our academic community. In addition, engagement in or pursuit of inappropriate amorous relationships with employees in positions of authority can undermine the University’s mission when those in positions of authority abuse or appear to abuse their authority.

The University adopts this Policy with a commitment to: (1) eliminating, preventing, and addressing the effects of Prohibited Conduct; (2) fostering a safe and respectful University community; (3) cultivating a climate where all individuals are well-informed and supported in reporting Prohibited Conduct; (4) providing a fair and impartial process for all parties in the investigation and resolution of such reports; and (5) identifying the standards by which violations of this Policy will be evaluated and disciplinary action may be imposed. In addition, the University conducts ongoing prevention, awareness, and training programs for employees and students to facilitate the goals of this Policy.

A student or employee determined by the University to have committed an act of Prohibited Conduct is subject to disciplinary action, up to and including separation from the University. Third Parties who commit acts of Prohibited Conduct may have their relationships with the University terminated and/or their privileges of being on University premises withdrawn. Registered Student Organizations that commit acts of prohibited conduct may have their registration revoked or be subject to other sanctions.

It is the responsibility of every member of the University community to foster an environment free of Prohibited Conduct. All members of the University community are encouraged to take reasonable and prudent actions to prevent or stop an act of Prohibited Conduct. The University will support and assist community members who take such actions.

Retaliation against any individual who, in good faith, reports or participates in the reporting, investigation, or adjudication of Prohibited Conduct is strictly forbidden.

This Policy applies to all reports of Prohibited Conduct occurring on or after the effective date of this Policy. Where the date of the Prohibited Conduct precedes the effective date of this Policy, the definitions of misconduct in effect at the time of the alleged incident(s) will be used.

 

II. TO WHOM THIS POLICY APPLIES

This Policy applies to: students as defined in UConn’s Responsibilities of Community Life: The Student Code and students enrolled at UConn Health (“Students”); University employees, consisting of all full-time and part-time faculty, University Staff (including special payroll employees), UConn Health employees (including residents and fellows), professional research staff, and post-doctoral research associates (“Employees”); contractors, vendors, visitors, guests or other third parties (“Third Parties”); and Registered Student Organizations as defined in Blueprints: The Official Handbook of RSOs at the University of Connecticut (“Registered Student Organizations”). This Policy pertains to acts of Prohibited Conduct committed by or against Students, Employees, Third Parties, and Registered Student Organizations when:

  1. the conduct occurs on campus or other property owned or controlled by the University;
  2. the conduct occurs in the context of a University employment or education program or activity, including, but not limited to, University-sponsored study abroad, research, on-line, or internship programs; or
  3. the conduct occurs outside the context of a University employment or education program or activity, but has continuing adverse effects on or creates a hostile environment for Students, Employees or Third Parties while on campus or other property owned or controlled by the University or in any University employment or education program or activity.

 

III. APPLICABLE PROCEDURES UNDER THIS POLICY

The specific procedures for reporting, investigating, and resolving Prohibited Conduct are based upon the nature of the respondent’s relationship to the University (Student, Employee, or Third Party). Each set of procedures referenced below is guided by the same principles of fairness and respect for complainants and respondents. “Complainant” means the individual who presents as the victim of any Prohibited Conduct under this Policy, regardless of whether that person makes a report or seeks action under this Policy.[2] “Respondent” means the individual who has been accused of violating this Policy.

The procedures referenced below provide for prompt and equitable response to reports of Prohibited Conduct. The procedures designate specific timeframes for major stages of the process, provide for thorough and impartial investigations that afford the Complainant and Respondent notice and an opportunity to present witnesses and evidence, and assure equal and timely access to the information that will be used in determining whether a Policy violation has occurred. The University applies the Preponderance of the Evidence standard when determining whether this Policy has been violated. “Preponderance of the Evidence” means that it is more likely than not that a Policy violation occurred.

A. WHERE THE RESPONDENT IS A STUDENT

Except as noted in Section IIIE, below, the procedures for responding to reports of Prohibited Conduct committed by Students are detailed in Responsibilities of Community Life: The Student Code (“The Student Code”) (http://community.uconn.edu/the-student-code-preamble/).

B. WHERE THE RESPONDENT IS AN EMPLOYEE

The procedures for responding to reports of Prohibited Conduct committed by Employees are detailed in OIE’s Complaint Processes (https://equity.uconn.edu/policiesprocedures/).

C. WHERE THE RESPONDENT IS BOTH A STUDENT AND AN EMPLOYEE

Each situation will be evaluated for context and the University will determine which of the procedures applies based on the facts and circumstances (such as which role predominates in the context of the alleged Prohibited Conduct). The Student- Respondent procedures typically will apply to graduate students except in those cases where the graduate student’s assistantship role predominated in the context of the Prohibited Conduct. Further, where a Respondent is both a Student and an Employee (including but not limited to graduate students), the Respondent may be subject to any of the sanctions applicable to Students or Employees.

D. WHERE THE RESPONDENT IS A THIRD PARTY

The University’s ability to take appropriate corrective action against a Third Party will be determined by the nature of the relationship of the Third Party to the University. The University will determine the appropriate manner of resolution consistent with the University’s commitment to a prompt and equitable process under federal law, federal guidance, and this Policy.

E. WHERE THE RESPONDENT IS A UCONN HEALTH STUDENT, EMPLOYEE OR THIRD PARTY

Parties should contact the UConn Health Office of Institutional Equity by calling (860) 679-3563 or email: equity@uconn.edu. UConn’s Responsibilities of Community Life: The Student Code does not apply to students enrolled in MD or DMD/DDS degree programs at UConn Health.

F. WHERE THE RESPONDENT IS A REGISTERED STUDENT ORGANIZATION

The procedures for responding to reports of Prohibited Conduct committed by Registered Student Organizations are set out in Blueprints: The Official Handbook of RSOs at the University of Connecticut (https://solid.uconn.edu/wp-content/uploads/sites/471/2014/05/Blueprints-2022-2023-1.pdf).

 

IV. TITLE IX COORDINATOR

Under Title IX:

No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving federal financial assistance.

The Title IX Coordinator is charged with monitoring the University’s compliance with Title IX, ensuring appropriate education and training, coordinating the University’s investigation, response, and resolution of all reports under this Policy, and ensuring appropriate actions to eliminate Prohibited Conduct, prevent its recurrence, and remedy its effects. The Office of Institutional Equity oversees reports involving Students, Employees, and Third Parties. The University has also designated Deputy Title IX Coordinators who may assist the Title IX Coordinator in the discharge of these responsibilities. The Title IX Coordinator and Deputy Title IX Coordinators receive ongoing appropriate training to discharge their responsibilities.

Concerns about the University’s application of Title IX may be addressed to the Title IX Coordinator. Additionally, concerns about the University’s application of Title VII and/or other federal and state anti-discrimination laws may be addressed to the Office of Institutional Equity.

The Title IX Coordinator and Deputy Title IX Coordinators can be contacted by telephone, email, or in person during regular office hours:

Letissa Reid
Associate Vice President, Office of Institutional Equity
Storrs: Wood Hall, First Floor
UConn Health: Munson Road, Third Floor
letissa.reid@uconn.edu
(860) 486-2943

Sarah Chipman
Director of Investigations, Office of Institutional Equity Deputy Title IX Coordinator
Storrs: Wood Hall, First Floor
UConn Health: Munson Road, Third Floor
sarah.chipman@uconn.edu
(860) 486-2943

Cameron Liston
Title IX Coordinator, Office of Institutional Equity
Storrs: Wood Hall, First Floor
UConn Health: Munson Road, Third Floor
cameron.liston@uconn.edu
(860) 486-2943

External reporting options include the United States Department of Education, Clery Act Compliance Team (at clery@ed.gov); the United States Department of Education, Office for Civil Rights (at OCR@ed.gov or (800) 421-3481); the Equal Employment Opportunity Commission (at info@eeoc.gov or (800) 669-4000); and/or the Connecticut Commission on Human Rights and Opportunities (at CHRO.Capitol@ct.gov or (800)-477-5737).

 

V. UNDERSTANDING THE DIFFERENCE BETWEEN PRIVACY AND CONFIDENTIALITY

The University is committed to protecting the privacy of all individuals involved in the investigation and resolution of a report under this Policy. The University also is committed to providing assistance to help Students, Employees, Registered Student Organizations, and Third Parties make informed choices. With respect to any report under this Policy, the University will take reasonable efforts to protect the privacy of participants, in accordance with applicable state and federal law, while balancing the need to gather information to assess the report and to take steps to eliminate Prohibited Conduct, prevent its recurrence, and remedy its effects.

Privacy and confidentiality have distinct meanings under this Policy.

Privacy: Privacy means that information related to a report of Prohibited Conduct will be shared with University Employees who need to know the information in order to assist individuals identified as having been impacted by the alleged conduct in the assessment, investigation, and resolution of the report. All Employees who are involved in the University’s response to reports of Prohibited Conduct receive specific training and guidance about sharing and safeguarding private information in accordance with state and federal law.

The privacy of Student education records will be protected in accordance with relevant privacy laws including the Family Educational Rights and Privacy Act (“FERPA”), as outlined in the University’s FERPA policy. (http://policy.uconn.edu/2011/05/24/ferpa-policy/).

Confidentiality: Confidentiality exists in the context of laws that protect certain relationships, including with medical and clinical care providers (and those who provide administrative services related to the provision of medical and clinical care), mental health providers, counselors, and ordained clergy, all of whom may engage in confidential communications under Connecticut law. The University has designated individuals who have the ability to have privileged communications as “Confidential Employees.” When information is shared by an individual with a Confidential Employee or a community professional with the same legal protections, the Confidential Employee (and/or such community professional) cannot reveal the information to any third party except where required or permitted by law. For example, information may be disclosed when: (i) the individual gives written consent for its disclosure; (ii) there is a concern that the individual will likely cause serious physical harm to self or others; or (iii) the information concerns conduct involving suspected abuse or neglect of a minor under the age of 18.

 

VI. EMPLOYEE REPORTING RESPONSIBILITIES

A. TITLE IX REPORTING OBLIGATIONS

Most University employees are required to immediately report information about certain types of Prohibited Conduct involving any Student to the University’s Office of Institutional Equity.[3] An Employee’s responsibility to report under this Policy is governed by their role at the University. The University designates every Employee as either a Confidential Employee or a Responsible Employee.

Confidential Employee: Any Employee who is entitled under state law to have privileged communications. Confidential Employees will not disclose information about Prohibited Conduct to the University without the permission of the Student or Employee (subject to the exceptions set forth in the Confidentiality section of this Policy). Confidential Employees at the University of Connecticut include:

  • Student Health and Wellness (limited to Medical Services, Mental Health Services, and Sports Medicine)
  • Employee Assistance Program

Exempt Employee: An Employee who is neither a Confidential Employee nor a Responsible Employee. Exempt Employees include the Chief Diversity Officer and professional staff within the Office for Diversity and Inclusion, as well as staff within the University’s African American Cultural Center, Asian American Cultural Center, Puerto Rican and Latin American Cultural Center, Women’s Center, Rainbow Center; Ombuds Office; and professional staff within Student Health and Wellness Health Promotion. Exempt Employees will offer Students and Employees information about resources, support and how to report incidents of Prohibited Conduct to law enforcement and the University. Exempt Employees will only report the information shared with them to the University if the student and/or Employee requests that the information be shared (unless someone is in imminent risk of serious harm or a minor). While Exempt Employees do not have the ability to implement supportive measures in response to a disclosure, they will provide information about how Students and Employees may receive such measures.

Responsible Employee: Any Employee who is not a Confidential Employee or Exempt Employee, and certain categories of student employees. Responsible Employees include (but are not necessarily limited to) Faculty and Staff, Resident Assistants, Post- Doctoral Research Assistants, Graduate Teaching Assistants, Graduate Research Assistants, and any student-employees serving as Campus Security Authorities (CSAs) when disclosures are made to any of them in their capacities as Employees.

Responsible Employees are required to immediately report to the University’s Office of Institutional Equity all relevant details (obtained directly or indirectly) about an incident of Sexual Assault, Intimate Partner Violence and/or Stalking (as defined in Section IX, below) that involves any Student as a Complainant, Respondent, and/or witness, including dates, times, locations, and names of parties and witnesses.[4] Reporting is required when the Responsible Employee knows (by reason of a direct or indirect disclosure) of such Sexual Assault, Intimate Partner Violence, and/or Stalking. Reporting is required when a student is reported to have been involved in such an incident, regardless of the date, location (on or off campus) or identities of other parties alleged to have been involved in the incident. This manner of reporting may help inform the University of the general extent and nature of allegations of Prohibited Conduct on and off campus so the University can track patterns, evaluate the scope of the problem, formulate appropriate campus-wide responses, and ensure that impacted students are provided with information about reporting options and support resources.

Responsible Employees are not required to report information disclosed (1) at public awareness events (e.g., “Take Back the Night,” candlelight vigils, protests, “survivor speak-outs” or other public forums in which Students may disclose incidents of Prohibited Conduct; collectively, “Public Awareness Events”); (2) during a Student’s participation as a subject in an Institutional Review Board-approved human subjects research protocol (“IRB Research”); or (3) as part of coursework submitted to an instructor in connection with a course assignment. Even in the absence of such obligation, all Employees are encouraged to contact the Title IX Coordinator if they become aware of information that suggests a safety risk to the University community or any member thereof. The University may provide information about Students’ Title IX and/or other civil rights and about available University and community resources and support at Public Awareness Events, however, and Institutional Review Boards may, in appropriate cases, require researchers to provide such information to all Student subjects of IRB Research.

Dean, Director, Department Head, and Supervisor Responsibility to Report Prohibited Conduct Where Either the Complainant or the Respondent is an Employee. Under this Policy, Deans, Directors, Department Heads and Supervisors are required to report to the Office of Institutional Equity all relevant details about an incident of Prohibited Conduct[5] (including but not limited to discrimination, discriminatory harassment, sexual harassment, and/or retaliation) where either the Complainant or the Respondent is an Employee. Reporting is required when such Deans, Directors, Department Heads and Supervisors know (by reason of direct or indirect disclosure) or should have known of such Prohibited Conduct.

All University Employees are strongly encouraged to report to the law enforcement any conduct that could potentially present a danger to the community or may be a crime under Connecticut law.

B. CLERY REPORTING OBLIGATIONS

Under the Clery Act, certain University employees are designated as Campus Security Authorities. CSAs generally include individuals with significant responsibility for campus security or student and campus activities. Based on information reported to CSAs, the University includes statistics about certain criminal offenses in its annual security report and provides those statistics to the United States Department of Education in a manner that does not include any personally identifying information about individuals involved in an incident. The Clery Act also requires the University to issue timely warnings to the University community about certain reported crimes that may pose a serious or continuing threat to Students and Employees. Consistent with the Clery Act, the University withholds the names and other personally identifying information of Complainants when issuing timely warnings to the University community.

C. CHILD ABUSE REPORTING OBLIGATIONS

All University Employees except student employees are mandated reporters of child abuse or neglect as defined by Connecticut General Statutes Section 17a-101(b) and must comply with Connecticut’s mandated reporting laws. See Connecticut General Statutes Sections 17a-101a to 17a-101d. All University Employees should refer to UConn’s Protection of Minors and Reporting of Child Abuse and Neglect Policy (http://policy.uconn.edu/?p=6754) for detailed definitions and reporting information.

 

VII. ENCOURAGEMENT TO REPORT PROHIBITED CONDUCT

Aside from the reporting responsibilities set forth above, all members of the campus community are encouraged to report any conduct which they become aware of and which they believe in good faith to have been a violation of this policy, and as to which they do not have an obligation to report as set forth above.

This encouragement does not apply to Confidential and Exempt Employees and is subject to limitations necessary to preserve confidentiality and privacy.

 

VIII. COMPLAINANT OPTIONS FOR REPORTING PROHIBITED CONDUCT

A Complainant may choose to report to the University and/or to law enforcement when alleged Prohibited Conduct may also constitute a crime under the applicable laws. These two reporting options are not mutually exclusive. Therefore, Complainants may choose to pursue both the University process and the criminal process concurrently. The University will support Complainants in understanding, assessing and pursuing these options.

The first priority for any individual should be personal safety and well-being. In addition to seeking immediate medical care, the University encourages all individuals to seek immediate assistance from 911, UConn Police, and/or local law enforcement. This is the best option to ensure preservation of evidence. The University also strongly urges that law enforcement be notified immediately in situations that may present imminent or ongoing danger.

A. REPORTING TO LAW ENFORCEMENT

Conduct that violates this Policy may also constitute a crime under the laws of the jurisdiction in which the incident occurred. For example, the State of Connecticut criminalizes and punishes some forms of Sexual Assault, Intimate Partner Violence, Sexual Exploitation, Stalking, and Physical Assault. See Title 53a of the Connecticut General Statutes for the State of Connecticut’s Penal Code (https://www.cga.ct.gov/current/pub/title_53a.htm). Whether or not any specific incident of Prohibited Conduct may constitute a crime is a decision made solely by law enforcement. Similarly, the decision to arrest any individual for engaging in any incident of Prohibited Conduct is determined solely by law enforcement and not the University. Such decisions are based on a number of factors, including availability of admissible evidence.

Complainants have the right to notify or decline to notify law enforcement. In keeping with its commitment to take all appropriate steps to eliminate, prevent, and remedy all Prohibited Conduct, the University urges Complainants (or others who become aware of potential criminal conduct) to report Prohibited Conduct immediately to local law enforcement by contacting:

  1. 911 (for emergencies)
  2. University Police (for non-emergencies):
    1. Storrs and Regional Campuses (860) 486-4800
    2. UConn Health (860) 679-2121
  3. State Police (for conduct occurring off campus in Connecticut) (800) 308-7633

Police have unique legal authority, including the power to seek and execute search warrants, collect forensic evidence, make arrests, and assist in seeking protective and restraining orders. Although a police report may be made at any time, Complainants should be aware that delayed reporting may diminish law enforcement’s ability to take certain actions, including collecting forensic evidence and making arrests. The University will assist Complainants in notifying law enforcement if they choose to do so. Under limited circumstances posing a threat to health or safety of any University community member, the University may independently notify law enforcement.

B. REPORTING TO THE UNIVERSITY

Complainants (or others who become aware of an incident of Prohibited Conduct) are encouraged to report the incident to the University through the following reporting options:

By contacting the Office of Institutional Equity by telephone, email, or in person during regular office hours (8am-5pm, M-F):

Office of Institutional Equity (Storrs and Regionals) Wood Hall, First Floor
241 Glenbrook Road Storrs, Connecticut (860) 486-2943
equity@uconn.edu
www.titleix.uconn.edu
www.equity.uconn.edu

Office of Institutional Equity (UConn Health) 16 Munson Road, Third Floor
Farmington, Connecticut (860) 679-3563
equity@uconn.edu
www.equity.uconn.edu

There is no time limit to report Prohibited Conduct to the University under this Policy;[6] however, the University’s ability to respond may diminish over time, as evidence may erode, memories may fade, and Respondents may no longer be affiliated with the University. If the Respondent is no longer affiliated with the University, the University will provide reasonably appropriate remedial measures, assist the Complainant in identifying external reporting options, and take reasonable steps to eliminate Prohibited Conduct, prevent its recurrence, and remedy its effects.

The University will not pursue disciplinary action against Complainants or witnesses for disclosure of illegal personal consumption of drugs or alcohol where such disclosures are made in connection with a good faith report or investigation of Prohibited Conduct.

 

IX. ACCESSING CAMPUS AND COMMUNITY RESOURCES AND SUPPORTIVE MEASURES

The University offers a wide range of resources to provide support and guidance to Students and Employees in response to any incident of Prohibited Conduct. Comprehensive information on accessing University and community resources is contained online at the following sites:

  • Sexual assault, sexual exploitation, intimate partner violence, sexual or gender-based harassment, and stalking: titleix.uconn.edu
  • Discrimination and discriminatory harassment where the Respondent is an Employee or Third Party: equity.uconn.edu
  • Related violations of The Student Code where the Respondent is a Student: community.uconn.edu

Available resources include, but are not limited to: emergency and ongoing assistance; health, mental health, and victim-advocacy services; options for reporting Prohibited Conduct to the University and/or law enforcement; available support with academics, housing, and employment. For more information about resources and support measures, please visit www.titleix.uconn.edu.

The University offers a wide range of resources for Students and Employees, whether as Complainants or Respondents, to provide support and guidance throughout the submission, investigation, and resolution of a report of Prohibited Conduct. The University will offer reasonable and appropriate measures to individuals impacted by an allegation of Prohibited Conduct in order to facilitate their continued access to University employment or education programs and activities. These measures may be both remedial (designed to address a Complainant’s safety and well-being and continued access to educational opportunities) or protective (designed to reduce the risk of harm to an individual or community). Remedial and protective measures, which may be temporary or permanent, may include no-contact directives, on-campus residence modifications, academic modifications and support, work schedule modifications, suspension from employment, and pre-disciplinary leave (with or without pay). Remedial measures are available regardless of whether a Complainant pursues a complaint or investigation under this Policy and may continue regardless of the outcome of an investigation if reasonable and appropriate.

The University will maintain the privacy of any remedial and protective measures provided under this Policy to the extent practicable and will promptly address any violation of the protective measures. The University has the discretion to impose and/or modify any remedial or protective measure based on all available information.

The University will provide reasonable remedial and protective measures to Third Parties as appropriate and available, taking into account the role of the Third Party and the nature of any contractual relationship with the University.

 

X. PROHIBITED CONDUCT UNDER THIS POLICY[7]

Conduct under this Policy is prohibited regardless of the sex, sexual orientation and/or gender identity/expression of the Complainant or Respondent. Prohibited Conduct includes the following specifically defined forms of behavior: Discrimination, Discriminatory Harassment, Sexual or Gender-Based Harassment, Sexual Assault, Sexual Exploitation, Intimate Partner Violence, Stalking, Complicity, and Retaliation.

A. DISCRIMINATION

Discrimination is any unlawful distinction, preference, or detriment to an individual that is based upon an individual’s actual or perceived race, color, ethnicity, religious creed, age, sex, marital status, national origin, ancestry, sexual orientation, genetic information, physical or mental disabilities (including learning disabilities, intellectual disabilities, past/present history of a mental disorder), veteran status, status as a victim of domestic violence, prior conviction of a crime, workplace hazards to reproductive systems, gender identity or expression, or membership in other protected classes set forth in state or federal law and that: (1) excludes an individual from participation; (2) denies the individual the benefits of; (3) treats the individual differently; or (4) otherwise adversely affects a term or condition of an individual’s employment, education, living environment or participation in a University program or activity.

Discrimination may include failing to make good faith efforts to provide reasonable accommodation, consistent with state and federal law and University policy, to persons with disabilities. The University of Connecticut is committed to achieving equal educational and employment opportunity and full participation for persons with disabilities. See Policy Statement: People with Disabilities. (http://policy.uconn.edu/2011/05/24/people-with-disabilities-policy-statement/).

Discrimination also may include failing to make good faith efforts to provide reasonable accommodations, consistent with state and federal law and University policy, for persons’ sincerely held religious practices or beliefs. The University of Connecticut is committed to providing welcoming and inclusive learning environments and will make good faith efforts to provide reasonable religious accommodations to faculty, staff, and students. See Religious Accommodations Policy (https://policy.uconn.edu/2018/08/01/religious-accommodation-policy/).

B. DISCRIMINATORY HARASSMENT

Discriminatory Harassment consists of verbal, physical, electronic, or other conduct based upon an individual’s actual or perceived race, color, ethnicity, religious creed, age, sex, marital status, national origin, ancestry, sexual orientation, genetic information, physical or mental disabilities (including learning disabilities, intellectual disability, past/present history of a mental disorder), veteran status, status as a victim of domestic violence, prior conviction of a crime, workplace hazards to reproductive systems, gender identity or expression, or membership in other protected classes set forth in state or federal law that interferes with that individual’s educational or employment opportunities, participation in a University program or activity, or receipt of legitimately-requested services or benefits. Such conduct is a violation of this Policy when the circumstances demonstrate the existence of either Hostile Environment Harassment or Quid Pro Quo Harassment, as defined below.

Hostile Environment Harassment: Discriminatory Harassment that is so severe, persistent or pervasive that it unreasonably interferes with, limits, deprives, or alters the conditions of education (e.g., admission, academic standing, grades, assignment); employment (e.g., hiring, advancement, assignment); or participation in a University program or activity (e.g., campus housing, official University list-servs or other University-sponsored platforms), when viewed from both a subjective and objective perspective.

Quid Pro Quo Harassment: Discriminatory Harassment where submission to or rejection of unwelcome conduct is used, explicitly or implicitly, as the basis for decisions affecting an individual’s education (e.g., admission, academic standing, grades, assignment); employment (e.g., hiring, advancement, assignment); or participation in a University program or activity (e.g., campus housing).

Discriminatory Harassment may take many forms, including verbal acts, name-calling, graphic or written statements (including the use of cell phones or the Internet), or other conduct that may be humiliating or physically threatening.

C. SEXUAL OR GENDER-BASED HARASSMENT

Sexual Harassment is unwelcome conduct of a sexual nature. This may include, but is not limited to, unwanted sexual advances, requests for sexual favors, inappropriate touching, acts of sexual violence, or other unwanted conduct of a sexual nature, whether verbal, non- verbal, graphic, physical, written or otherwise. Such conduct is a violation of this Policy when the conditions for Hostile Environment Harassment or Quid Pro Quo Harassment are present, as defined above.

Gender-Based Harassment includes harassment based on gender, sexual orientation, gender identity, or gender expression, which may include acts of aggression, intimidation, or hostility, whether verbal or non-verbal, graphic, physical, written or otherwise, even if the acts do not involve conduct of a sexual nature. Such conduct is a violation of this Policy when the conditions for Hostile Environment Harassment or Quid Pro Quo Harassment are present, as defined above.

Title IX Sexual Harassment[8] includes conduct that occurs on the basis of sex in a University education program or activity in the United States that satisfies one or more of the following:

  • An employee conditioning the provision of an aid, benefit, or service on an individual’s participation in unwelcome sexual conduct (i.e., quid pro quo);
  • Unwelcome conduct determined by a reasonable person to be so severe, pervasive, and objectively offensive that it effectively denies a person equal access to an education program or activity (i.e., hostile environment); or
  • Sexual assault (as defined by Clery Act), or “dating violence,” “domestic violence,” and “stalking” (as defined by Violence Against Women Act).

D. SEXUAL ASSAULT

Sexual Assault consists of (1) Sexual Contact and/or (2) Sexual Intercourse that occurs without (3) Consent.

  1. Sexual Contact (or attempts to commit) is the intentional touching of another person’s intimate body parts, clothed or unclothed, if that intentional touching can reasonably be construed as having the intent or purpose of obtaining sexual arousal or gratification.
  2. Sexual Intercourse (or attempts to commit) is any penetration, however slight, of a bodily orifice with any object(s) or body part. Sexual Intercourse includes vaginal or anal penetration by a penis, object, tongue or finger, or any contact between the mouth of one person and the genitalia of another person.
  3. Consent is an understandable exchange of affirmative words or actions, which indicate a willingness to participate in mutually agreed upon sexual activity. Consent must be informed, freely and actively given. It is the responsibility of the initiator to obtain clear and affirmative responses at each stage of sexual involvement. Consent to one form of sexual activity does not imply consent to other forms of sexual activity. The lack of a negative response is not consent. An individual who is incapacitated by alcohol and/or other drugs both voluntarily or involuntarily consumed may not give consent. Past consent of sexual activity does not imply ongoing future consent.

Consent cannot be given if any of the following are present: A. Force, B. Coercion or C. Incapacitation.

    1. Force is the use of physical violence and/or imposing on someone physically to gain sexual access. Force also includes threats, intimidation (implied threats) and/or coercion that overcome resistance.
    2. Coercion is unreasonable pressure for sexual activity. Coercion is more than an effort to persuade, entice, or attract another person to have sex. Conduct does not constitute coercion unless it wrongfully impairs an individual’s freedom of will to choose whether to participate in the sexual activity.
    3. Incapacitation is a state where an individual cannot make rational, reasonable decisions due to the debilitating use of alcohol and/or other drugs, sleep, unconsciousness, or because of a disability that prevents the individual from having the capacity to give consent. Intoxication is not incapacitation and a person is not incapacitated merely because the person has been drinking or using drugs. Incapacitation due to alcohol and/or drug consumption results from ingestion that is more severe than impairment, being under the influence, drunkenness, or intoxication. The question of incapacitation will be determined on a case-by-case basis. Being intoxicated or incapacitated by drugs, alcohol, or other medication will not be a defense to any violation of this Policy.

E. SEXUAL EXPLOITATION

Sexual Exploitation is taking advantage of a person due to their sex and/or gender identity for personal gain or gratification. It is the abuse of a position of vulnerability, differential power, or trust for sexual purposes. Examples include, but are not limited to:

  • Recording, photographing, disseminating, and/or posting images of private sexual activity and/or a person’s intimate parts (including genitalia, groin, breasts, or buttocks) without consent;
  • Threatening to disseminate sensitive personal materials (e.g. photos, videos) by any means to any person or entity without consent;
  • Allowing third parties to observe private sexual activity from a hidden location without consent (for example through a hidden location (e.g., closet) or through electronic means (e.g., Skype or livestreaming of images);
  • Fetish behaviors including stealing articles of clothing for personal gain and/or satisfaction;
  • Manipulation of contraception;
  • Peeping or voyeurism;
  • Prostituting another person;
  • Intentionally or knowingly exposing another person to a sexually transmitted infection or virus without the other’s knowledge; or
  • Possessing, distributing, viewing or forcing others to view illegal pornography.

F. INTIMATE PARTNER VIOLENCE

Intimate Partner Violence includes any act of violence or threatened act of violence that occurs between individuals who are involved or have been involved in a sexual, dating, spousal, domestic, or other intimate relationship. Intimate Partner Violence may include any form of Prohibited Conduct under this Policy, including Sexual Assault, Stalking (as defined herein) and/or physical assault. Intimate Partner Violence may involve a pattern of behavior used to establish power and control over another person through fear and intimidation, or may involve one-time conduct. A pattern of behavior is typically determined based on the repeated use of words and/or actions and inactions in order to demean, intimidate, and/or control another person. This behavior can be verbal, emotional and/or physical.

G. STALKING

Stalking means engaging in a course of conduct directed at a specific individual that would cause a reasonable person to fear for their safety or the safety of others, or for the individual to suffer substantial emotional distress.

Stalking includes unwanted, repeated, or cumulative behaviors that serve no purpose other than to threaten, or cause fear for another individual.

Common stalking acts include, but are not limited to: harassing, threatening or obscene phone calls, excessive and/or threatening communication, following, vandalism of personal property, and/or leaving/giving unwanted gifts or objects. Stalking includes cyberstalking.

H. RETALIATION

Retaliation means any adverse action taken against a person for making a good faith report of Prohibited Conduct or participating in any proceeding under this Policy, including requesting supportive measures (remedial and/or protective), for the purpose of interfering with any right or privilege secured by this Policy. Retaliation includes threatening, intimidating, discriminating, harassing, coercing, interfering with potential witnesses or a potential proceeding under this Policy, or any other conduct that would discourage a reasonable person from engaging in activity protected under this Policy.

Retaliation may be present even where there is a finding of “no responsibility” on the allegations of Prohibited Conduct. Retaliation does not include good faith actions lawfully pursued in response to a report of Prohibited Conduct. In determining whether an act constitutes retaliation, the full context of the conduct will be considered, including the individual right to freedom of speech.

Retaliation can include, but is not limited to, actions taken by the University, actions taken by one Student against another Student, actions taken by an Employee against another Employee or Student, actions taken by a Registered Student Organization against a Student, or actions taken by a Third Party against a Student or Employee. See the University’s Non-Retaliation Policy (http://policy.uconn.edu/2011/05/24/non- retaliation-policy/).

I. COMPLICITY

Complicity is any act taken with the purpose of aiding, facilitating, promoting or encouraging the commission of an act of Prohibited Conduct by another person.

 

XI. INAPPROPRIATE AMOROUS RELATIONSHIPS

For the purposes of this Policy, “amorous relationships” are defined as intimate, sexual, and/or any other type of amorous encounter or relationship, whether casual or serious, short-term or long- term.

A. INSTRUCTIONAL/STUDENT CONTEXT

All faculty and staff must be aware that amorous relationships with students are likely to lead to difficulties and have the potential to place faculty and staff at great personal and professional risk. The power difference inherent in the faculty-student or staff-student relationship means that any amorous relationship between a faculty or staff member and a student is potentially exploitative or could at any time be perceived as exploitative and should be avoided. Faculty and staff engaged in such relationships should be sensitive to the continuous possibility that they may unexpectedly be placed in a position of responsibility for the student’s instruction or evaluation. In the event of a charge of Sexual Harassment arising from such circumstances, the University will in general be unsympathetic to a defense based upon consent when the facts establish that a faculty- student or staff-student power differential existed within the relationship.

  1. Undergraduate StudentsSubject to the limited exceptions herein, all members of the faculty and staff are prohibited from pursuing or engaging in an amorous relationship with any undergraduate student.
  2. Graduate StudentsWith respect to graduate students (including but not limited to Master’s, Law, Doctoral, Medical, Dental and any other post-baccalaureate students), all faculty and staff are prohibited from pursuing or engaging in an amorous relationship with a graduate student under that individual’s authority. Situations of authority include, but are not limited to: teaching; formal mentoring or advising; supervision of research and employment of a student as a research or teaching assistant; exercising substantial responsibility for grades, honors, or degrees; and involvement in disciplinary action related to the student.Students and faculty/staff alike should be aware that pursuing or engaging in an amorous relationship with any graduate student will limit the faculty or staff member’s ability to teach, mentor, advise, direct work, employ and promote the career of the student involved with them in an amorous relationship.
  3. Graduate Students in Positions of AuthorityLike faculty and staff members, graduate students may themselves be in a position of authority over other students, for example, when serving as a teaching assistant in a course or when serving as a research assistant and supervising other students in research. The power difference inherent in such relationships means that any amorous relationship between a graduate student and another student over whom they have authority (undergraduate or graduate) is potentially exploitative and should be avoided. All graduate students currently or previously engaged in an amorous relationship with another student are prohibited from serving in a position of authority over that student. Graduate students also should be sensitive to the continuous possibility that they may unexpectedly be placed in a position of responsibility for another student’s instruction or evaluation.
  4. Pre-existing Relationships with Any StudentThe University recognizes that an amorous relationship may exist prior to the time a student enrolls at the University or, for amorous relationships with graduate students, prior to the time the faculty or staff member is placed in a position of authority over the graduate student. The current or prior existence of such an amorous relationship must be disclosed to the Office of Institutional Equity by the employee in a position of authority immediately if the student is an undergraduate, and prior to accepting a supervisory role of any type over any graduate student.All faculty and staff currently or previously engaged in an amorous relationship with a student are prohibited from the following unless effective steps have been taken in conjunction with Labor Relations and the applicable dean or vice president to eliminate any potential conflict of interest in accordance with this Policy: teaching; formal mentoring or advising; supervising research; exercising responsibility for grades, honors, or degrees; considering disciplinary action involving the student; or employing the student in any capacity – including but not limited to student employment and internships, work study, or as a research or teaching assistant.Similarly, all graduate students currently or previously engaged in an amorous relationship with another student are prohibited from serving in a position of authority over that student.
  5. If an Amorous Relationship Occurs with Any StudentIf, despite these warnings, a faculty member, staff member, or graduate student becomes involved in an amorous relationship with a student in violation of this Policy, the faculty member, staff member, or graduate student must disclose the relationship immediately to the Office of Institutional Equity. Absent an extraordinary circumstance, no relationships in violation of this Policy will be permitted while the student is enrolled or the faculty or staff member is employed by the University. In most cases, it will be unlikely that an acceptable resolution to the conflict of interest will be possible, and the faculty or staff member’s employment standing or the graduate student’s position of authority may need to be adjusted until they no longer have supervisory or other authority over the student.In addition to the amorous relationship itself, a faculty, staff or graduate student’s failure to report the existence of an inappropriate amorous relationship with a student is also a violation of this Policy. The University encourages immediate self-reporting, and will consider this factor in the context of any resolution that may be able to be reached.

B. EMPLOYMENT CONTEXT

Amorous relationships between supervisors and their subordinate employees often adversely affect decisions, distort judgment, and undermine workplace morale for all employees, including those not directly engaged in the relationship. Any University employee who participates in supervisory or administrative decisions concerning an employee with whom they have or has had an amorous relationship has a conflict of interest in those situations. These types of relationships, specifically those involving spouses and/or individuals who reside together, also may violate the State Code of Ethics for Public Officials as well as the University’s Policy on Employment and Contracting for Service of Relatives.

Accordingly, the University prohibits all faculty and staff from pursuing or engaging in amorous relationships with employees whom they supervise. No supervisor shall initiate or participate in institutional decisions involving a direct benefit or penalty (employment, retention, promotion, tenure, salary, leave of absence, etc.) to a person with whom that individual has or has had an amorous relationship. The individual in a position of authority can be held accountable for creating a sexually hostile environment or failing to address a sexually hostile environment and thus should avoid creating or failing to address a situation that adversely impacts the working environment of others.

  1. Pre-existing Amorous Relationships Between Supervisors and Subordinate EmployeesThe University recognizes that an amorous relationship may exist prior to the time an individual is assigned to a supervisor. Supervisory, decision-making, oversight, evaluative or advisory relationships for someone with whom there exists or previously has existed an amorous relationship is unacceptable unless effective steps have been taken to eliminate any potential conflict of interest in accordance with this Policy. The current or prior existence of such a relationship must be disclosed by the employee in a position of authority prior to accepting supervision of the subordinate employee to the Office of Institutional Equity. Labor Relations and the applicable dean or vice president will determine whether the conflict of interest can be eliminated through termination of the situation of authority. The final determination will be at the sole discretion of the relevant dean or vice president.
  2. If an Amorous Relationship Occurs or has Occurred between a Supervisor and their Subordinate EmployeeIf, despite these warnings, a University employee enters into an amorous relationship with someone over whom they have supervisory, decision-making, oversight, evaluative, or advisory responsibilities, that employee must disclose the existence of the relationship immediately to the Office of Institutional Equity. Labor Relations and the applicable dean or vice president will determine whether the conflict of interest can be eliminated through termination of the situation of authority. The final determination will be at the sole discretion of the relevant dean or vice president. In most cases, it will be likely that an acceptable resolution to the conflict of interest will be possible. If the conflict of interest cannot be eliminated, the supervisor’s employment standing may need to be adjusted. In addition to the amorous relationship itself, a supervisor’s failure to report the existence of the relationship with a subordinate employee is also a violation of this Policy. The University encourages immediate self-reporting, and will consider this factor in the context of any resolution that may be able to be reached.

 

XII. PREVENTION, AWARENESS AND TRAINING PROGRAMS

The University is committed to the prevention of Prohibited Conduct through regular and ongoing education and awareness programs. Incoming Students and new Employees receive primary prevention and awareness programming as part of their orientation, and returning Students and current Employees receive ongoing training and related education and awareness programs. The University provides training, education and awareness programs to Students and Employees to ensure broad understanding of this Policy and the topics and issues related to maintaining an education and employment environment free from harassment and discrimination.

For a description of the University’s Prohibited Conduct prevention and awareness programs, including programs on minimizing the risk of incidents of Prohibited Conduct and bystander intervention, see the University’s annual Clery reports (found online at: http://publicsafety.uconn.edu/police/clery/about-clery/uconn-and-the-clery-act/).

 

XIII. OBLIGATION TO PROVIDE TRUTHFUL INFORMATION

All University community members are expected to provide truthful information in any report, investigation, or proceeding under this Policy. Submitting or providing false or misleading information in bad faith or in an effort to achieve personal gain or cause intentional harm to another in connection with an incident of Prohibited Conduct is prohibited and subject to disciplinary sanctions under The Student Code (for Students), The Code of Conduct (for Employees), and any other applicable and appropriate University policy or policies. This provision does not apply to reports made or information provided in good faith, even if the facts alleged in the report are not later substantiated.

 

XIV. RELATED POLICIES

A. STUDENTS

B. EMPLOYEES AND THIRD PARTIES

 

XV. ENFORCEMENT

Violations of this policy may result in appropriate disciplinary measures in accordance with University By-Laws, General Rules of Conduct for All University Employees, applicable collective bargaining agreements, and the University of Connecticut Student Code.

XVI. POLICY REVIEW

This Policy is maintained by the Office of Institutional Equity (OIE). The University will periodically review and update this Policy and will evaluate, among other things, any changes in legal requirements, existing University resources, and the resolution of cases from the preceding year (including, but not limited to, timeframes for completion and sanctions and remedies imposed).

REVISIONS:
07/11/2023 (Approved by the President’s Senior Policy Council)
04/06/2022 (Approved by the President’s Senior Policy Council)
08/30/2023 (Approved by the President’s Senior Policy Council)

 

REFERENCES

[1] Definitions for all forms of Prohibited Conduct can be found in Section IX of this Policy.

[2] UConn recognizes that an individual may choose to self-identify as a victim or a survivor. For consistency in this Policy, the University uses the term Complainant to maintain the neutrality of the Policy and procedures.

[3] Although this Policy is directed primarily to disclosures by Students, as explained herein certain supervisory employees are obligated to report disclosures about all types of Prohibited Conduct involving a University employee.

[4] While Employees are encouraged to report any form of Prohibited Conduct, only Sexual Assault, Intimate Partner Violence and Stalking must be reported under this Policy.

[5] These supervisory employees are required to report all forms of Prohibited Conduct where the Complainant or Respondent is an Employee.

[6] This statement does not relieve Responsible Employees of their obligation to report Sexual Assault, Intimate Partner Violence and/or Stalking involving a Student immediately to the Office of Institutional Equity.

[7] These definitions may overlap with Connecticut criminal statutes in some cases, and provide greater protection in other instances. Connecticut’s Penal Code may be found in Title 53a of the Connecticut General Statutes. (https://www.cga.ct.gov/current/pub/title_53a.htm)

[8] University investigations of incidents that meet the Title IX Sexual Harassment Definition will be investigated pursuant to Title IX Sexual Harassment Procedures maintained by the Office of Community Standards (Student-Respondent Title IX Sexual Harassment Procedures: https://community.uconn.edu/sexual-and-gender-misconduct/)  and the Office of Institutional Equity (Employee-Respondent Title IX Sexual Harassment Procedures: https://equity.uconn.edu/policiesprocedures/).

The University of Connecticut Sustainable Design and Construction (LEED Policy)

Title: The University of Connecticut Sustainable Design and Construction Policy
Policy Owner: Office of Sustainability
Applies to:  Any building construction or renovation project entering the predesign phase, whenever estimated project cost exceeds $5 million
Campus Applicability:  All Campuses
Effective Date: June 29, 2016
For More Information, Contact  Director of the Office of Sustainability
Contact Information: (860) 486-8741
Official Website: http://ecohusky.uconn.edu

The University of Connecticut shall plan, design, construct, renovate and maintain sustainable, energy- and water-efficient buildings that:

  • Yield cost savings through lowered lifetime costs,
  • Provide enhanced learning atmospheres for students and healthier environments for all building occupants and visitors, and
  • Realize the University’s commitment to responsible growth and environmental stewardship.

Accordingly, for any building construction or renovation project entering the pre-design planning phase, and whenever the estimated total project cost exceeds $5 million, excluding the cost of equipment other than building systems, the University shall establish the Leadership in Energy & Environmental Design (LEED) Gold rating as a minimum performance requirement.

The University shall comply with all applicable LEED protocols, including registering the project with the US Green Building Council at the beginning of the design phase and applying for LEED certification at project completion. Provided, however, if the administrative costs of LEED certification, including project registration fees, and documentation and monitoring costs, incurred exclusively for the purpose of achieving certification, are reasonably expected to exceed $50,000 for any project, the University shall inform the University’s Board of Trustees (acting through its Building, Grounds & Environment Committee) and seek approval to pursue certification.

The University may exempt a project from the minimum performance requirements of this policy only with the approval of the University’s Board of Trustees (acting through its Building, Grounds & Environment Committee). To attain such exemption, and in addition to complying with procedures specified for a similar exemption pursuant to any applicable state law or regulation, the University shall prepare a written analysis substantiating that the costs of achieving LEED certification would significantly outweigh the benefits.

Policy Created: March 13, 2007*

Policy Revised: June 29, 2016*

*Approved by the Board of Trustees

Relocation and Moving Policy

Title: Relocation and Moving Policy
Policy Owner: Office of the Provost / Department of Human Resources
Applies to: Designated Full-time Faculty, Athletics, Librarians, Management Exempt, and Management Exempt positions with faculty titles
Campus Applicability:  All Campuses except UConn Health
Effective Date: February 25, 2021
For More Information, Contact Office of the Provost or Human Resources
Contact Information: Provost@uconn.edu / HR@uconn.edu
Official Website: http://www.policy.uconn.edu

REASON FOR POLICY

The University recognizes the competitive nature of the hiring process and therefore grants the flexibility to reimburse or pay for actual relocation expenses for designated full-time faculty, athletics, management-exempt administrators.

POLICY STATEMENT

The relocation policy and procedures establishes the nature of expenses that can be direct billed or reimbursed from the University, limits on these expenses, and a timeframe of when these expenses can occur.

POLICY

  1. In the offer of employment, the University may include an offer to reimburse and/or provide direct payment for allowable moving expenses required for relocation up to the amount specified in the table set forth in paragraph 15 herein.
  2. All reimbursement or direct payments for relocation expenses are includable in the employee’s taxable wages.
  3. Designated faculty includes tenured and tenure-track faculty, management-exempt employees with a base faculty appointment, in-residence faculty, clinical faculty, extension faculty, and  librarians.
  4. Direct billing cannot be used for moves that occur during November or December.
  5. The hiring process includes three phases: interview, offer and acceptance, and move. The final phase, the move, begins the date of the final one-way trip of the selected candidate and their  family to their new residence. The move phase ends upon the day of arrival. Only expenses incurred in connection with the move phase are covered by this policy. Common relocation expenses include (where relevant, this covers the employee and one immediate family member, defined as spouse or child):
    • Transportation of household goods
    • Airfare, in accordance with the University Travel Policy
    • Car rental (through the day of arrival), or mileage at the standard IRS medical/moving mileage rate, in accordance with the University Travel Policy
    • Lodging (only during the one-way trip of the move phase, ending on the day of arrival), in accordance with the University Travel Policy
    • Meals during travel (excluding alcohol), in accordance with the University Travel Policy
    • Shipping of car
    • Storage of household goods after arrival; not to exceed 30 consecutive days after date goods are moved from the former residence
  6. Employees will be reimbursed for the shortest, most direct route available. Travel incurred for side trips or vacations en route, etc. may proportionally reduce the amount of moving  expenses an employee is eligible to receive.
  7. The following types of non-business expenses, included but not limited to, will not be paid or reimbursed as part of relocation expenses:
    • Entertainment
    • Side trips, sightseeing
    • Violations (parking tickets, moving violations, )
    • Return trips to former residence
    • Expenses related to former residence
    • General repairs or maintenance of vehicle resulting from self-move
    • Temporary accommodation in the new location beyond the day of arrival
  8. Individuals should refer to the Reimbursement of Recruitment Expenses Policy for guidance regarding appropriate payment or reimbursement of expenses related to the “interview” and  “offer and acceptance” phases. Relocation payments are not intended to cover any travel expenses incurred during these two earlier phases.
  9. The cost associated with the relocation of a laboratory, professional library, scholarly collection and/or equipment (scientific, musical, etc.) are excluded from this policy as they are not   considered household goods or personal effects. If relevant for business purposes, costs associated with moving such materials should be negotiated separately.
  10. This policy applies to new employees whose move exceeds 50 miles and who are moving to within 35 miles of the primary campus at which they will be working. Exceptions to this rule may   be made by a Dean, the Director of Athletics, or by the appropriate EVP if a) they think that a move is reasonable given the commuting distance that the new employee would be facing, or b)   the new residence of the employee will be close enough to the primary campus at which they will be working so that they will reasonably be able to relocate there and perform their duties.
  11. Relocation expenses will only be covered by this policy if they occur within 12 months of the new start date of an employee.
  12. If employment with the University ends in a voluntary separation prior to working at least thirty-nine (39) weeks on a full-time basis in the first twelve months after starting employment,   the employee must reimburse the University the full amount of relocation expenses paid by the University.
  13. Exceptions to extend applicability beyond these employees require a business justification and must be explicitly approved by the Director of Athletics, EVP, or President as appropriate.
  14. The President will recommend an amount for reimbursement and/or direct payment for the Executive Vice Presidents/Provost to the Board. The Chairman of the Board will recommend an   amount for reimbursement and/or direct payment for the President to the Board.
  15. The formula for determining the amount to be reimbursed is based on the distance of the move. This figure represents the maximum reimbursement allowed. The allowance for a move   constitutes the maximum commitment for reimbursement of University and/or Foundation funds, rather than an entitlement of the employee. The figure is also the maximum amount the   University will pay when the direct bill option is selected. The formula is calculated according to the distance of the move, as follows:
Mileage Reimbursement of expenses up to:
≤ 1,000 miles $2,000
≤ 1,500 miles $2,500
≤ 2,000 miles $3,000
≤ 2,500 miles $3,500
≤ 3,000 miles $4,000
  1. It may be the case that the competitive hiring practices of a specific field require exceptions to this policy. Exceptions that involve costs of up to 200% of the standard formula may be approved by the Dean, Director of Athletics, or EVP as appropriate. Exceptions above 200% of the standard formula or involving other requirements of the policy will require documentation of the business justification for the requested exception and these require approval by the EVP or President as appropriate.

PROCEDURES

Relocation and Moving Procedures are located here. Upon acceptance, the University’s contracted relocation services provider, Signature Relocation, will contact the employee directly to assist the employee with their relocation.

ENFORCEMENT

Violations of this policy or associated procedures may result in appropriate disciplinary measures in accordance with University By-Laws, General Rules of Conduct for All University Employees, applicable collective bargaining agreements, the University of Connecticut Student Code, or other applicable University Policies.

RELATED POLICIES

Reimbursement of Recruitment Expenses, Policy on

POLICY HISTORY

Policy Created:  07/01/2003 (Reimbursement of Recruitment and Moving Expenses Policy approved by Board of Trustees)

Revisions:

08/07/2013 (Reimbursement of Moving Expenses Policy and Procedures approved by Board of Trustees)

11/21/2014 (Procedural revisions to Reimbursement of Moving Expenses Policy and Procedures)

02/24/2021 (Relocation and Moving Policy approved by Board of Trustees)

Separation Policy for Unclassified Board of Trustees Exempt Managers and Confidential Employees

Title: Separation Policy for Unclassified Board of Trustees Exempt Managers and Confidential Employees
Policy Owner: Board of Trustees
Applies to: June 26, 2013
Campus Applicability: All Campuses
Effective Date: June 26, 2013
For More Information, Contact Office of Faculty and Staff Labor Relations
Contact Information: (860) 486-5684
Official Website:   http://lr.uconn.edu/

POLICY STATEMENT

This policy applies to the University of Connecticut at Storrs, all regional campuses including the Schools of Law and Social Work and the University of Connecticut Health Center. Managerial and Confidential employees of the University of Connecticut who do not have academic tenure are generally employed at-will and may be separated from employment for any lawful reason without advance notice. Management and Confidential employees who are involuntarily separated from the University of Connecticut for reasons  unrelated to their job performance such as lay off, position elimination, or management reorganization  may, at the sole and exclusive discretion of the University, be eligible for  separation benefits in accordance with this policy. This policy does not apply to: (i) separation of an employee due to voluntary resignation or retirement; (ii) separation of an employee as the result of disciplinary action or for misconduct; or (iii) separation of an employee due to job performance.

SEPARATION BENEFITS

The separation benefits, if offered, will be in accordance with the guidelines provided below.
1.  Release
In order to receive separation benefits, the employee must execute a separation agreement and general release in a form acceptable to the University.  Typically, the University will require a non-disparagement provision.
2. Notice and/or Lump Sum Payment
At the discretion of the employer, the University may offer one of the following:
(a)     written notice in advance of the effective date of separation, based on years of credited service at the University as shown below;
OR
(b)     lump sum payment of salary in lieu of notice according to years of credited service at the University as shown below;
OR
(c)    a combination of written notice and lump sum payment up to the maximum allowable limit, based on years of credited service at the University as shown below.
Less than
Years of Service

1 year
Notice Period or Lump Sum Payment

–0–
Minimum

1 year

2 months

Minimum

2 years

3 months

Minimum

4 years

4 months

Minimum

6 years

5 months

Minimum

8 years

6 months

3.  Health Insurance:
If the separating employee is receiving health insurance through the University, the  University may extend the employee’s health insurance beyond the date of separation until the earlier of (a) up to six months (or such shorter time as the University specifies) or  (b) when the separated employee becomes employed with an employer who offers health insurance.
Upon expiration of University-subsidized health insurance, the separated employee may elect to purchase additional health insurance continuation by paying the employee and employer share of the premium as provided by relevant state and/or federal law.
4.  Outplacement Counseling
The University may choose, in its discretion, to offer job search assistance, career counseling or outplacement services.

EXCEPTIONS

Compensation or benefits in excess of this Policy may only be extended for good cause and only with the written approval of both the relevant Vice President or Vice Provost and the Director of Labor Relations.

POLICY HISTORY

Policy Created: 6-26-2013 (BOT Approved)

Selection of Outside Legal Counsel

Title: Selection of Outside Legal Counsel
Policy Owner: General Counsel’s Office
Applies to: Selection of Outside Legal Counsel
Campus Applicability: All Campuses, including UConn Health
Approval Date: October 25, 2023
Effective Date: October 25, 2023
For More Information, Contact: General Counsel
Contact Information: (860) 486-5796
Official Website: http://generalcounsel.uconn.edu/

BACKGROUND

Pursuant to state law, the Attorney General has “general supervision over all legal matters in which the state is an interested party” except as otherwise provided by law.[1] It has been the general practice of the Office of the Attorney General to select, and contract with, Outside Counsel for the benefit of state agencies and constituent units when such private legal counsel (“Outside Counsel”) is required.

The University of Connecticut 2000 Act (“UConn 2000 Act”) authorizes the University to select and retain Outside Counsel directly, in consultation with the Attorney General, in connection with the construction, operation and maintenance of any UConn 2000 project. [2]  The UConn 2000 Act specifies that the Board of Trustees shall determine the effective and efficient method or methods of obtaining legal services. In addition, the Office of the Attorney General has authorized the University to select and retain Outside Counsel directly when such counsel is necessary in conjunction with labor relations matters, including collective bargaining.

PURPOSE

To set forth the process by which Outside Counsel is selected and retained by UConn pursuant to its authority under the UConn 2000 Act or elsewhere.[3]

POLICY STATEMENT

The decision whether to hire Outside Counsel for the University, pursuant to its authority under the UConn 2000 Act or elsewhere, shall be made in consultation with the General Counsel and the Executive Vice President and Chief Financial Officer or their respective successors in function. The process for selecting Outside Counsel shall be managed by the Office of the General Counsel and shall be consistent with applicable statutory requirements for the procurement of professional services. Cost of services shall be considered as one of the criteria, but cost shall not be the sole consideration.

ENFORCEMENT

Violations of this policy may result in appropriate disciplinary measures in accordance with University Laws and By-Laws, General Rules of Conduct for All University Employees and applicable collective bargaining agreements.

POLICY HISTORY

Policy Created: July 1995*
Policy Revised: October 16, 2023, January 27, 2016, August 8, 2012*

*Approved by the Board of Trustees

 

[1] General Statutes § 3-125.

[2] General Statutes §§ 10a-109d(a)(5) and 10a-109n(e)(4)(F).

[3] This policy does not apply to the UConn Health Finance Corp, which derives its powers from General Statutes §§ 10a-253, et seq.

Capital Improvement Plan (CIP) Policy

Title: Capital Improvement Plan (CIP) Policy
Policy Owner: Office of the Executive Vice President for Administration & Chief Financial Officer
Applies to: Faculty, Staff
Campus Applicability: Storrs, Regionals, and School of Law
Effective Date: May 11, 2012
For More Information, Contact Finance/Planning
Contact Information: (860) 486-2434
Official Website: http://finance.uconn.edu/

Capital Improvement Plan (CIP) Policy

REASON FOR POLICY

The University of Connecticut By-Laws indicate that the Executive Vice President for Administration and Chief Financial Officer (EVP Admin &CFO) is responsible for overseeing long-range financial planning and management of the operating and capital budgets for all units of the University.  Working closely with the Provost and the other Vice Presidents, the EVP Admin & CFO oversees capital and operating budget development, monitoring and reporting; and coordinates operating and capital budgets in conformity with policies set forth by the Board of Trustees.  The CIP policy ensures that these responsibilities may be accomplished.

APPLIES TO

The CIP policy applies to all faculty and staff at the Storrs, Law School and Regional Campuses.

POLICY STATEMENT

The CIP and budget for the Storrs, Law School and Regional Campuses must be developed annually.  It will identify the physical improvements necessary to maintain and upgrade the campuses, prioritize these investments, and provide a timeline for implementation.  The CIP will be managed jointly by the Executive Vice President for Administration and Chief Financial Officer and the Executive Vice President and Provost.

PROCEDURES/FORMS

Procedures and forms may be found at: http://finance.uconn.edu/wp-content/uploads/sites/1118/2015/08/CIP.pdf