Employment

Leave Benefits for Managerial and Confidential Exempt Employees

Title: Leave Benefits for Managerial and Confidential Exempt Employees
Policy Owner: Human Resources
Applies to: Management and Confidential (except as noted)
Campus Applicability: All Campuses (Storrs, Regionals, Law, UConn Health)
Effective Date: July 1, 2019
For More Information, Contact Human Resources
Contact Information: (860) 486-3034
Official Website: https://www.hr.uconn.edu/

Please click here to access procedures related to this policy.

This policy sets forth leave benefits for managerial and confidential employees of the University, including non-represented faculty with an academic title.[1]

The benefits outlined below are identical, except where noted, for all exempt and non-exempt, non-represented groups who are unclassified managerial and confidential state employees at the University of Connecticut. They derive from State of Connecticut benefits or statutory language specific to higher education, in addition to Board of Trustee actions.

Vacation, personal, and sick times granted and accrued are prorated based on percentage employed.

Vacation

Managerial and confidential employees can accrue twenty-two (22) days of paid vacation leave in each calendar year.[2] Vacation is accrued either bi-weekly or monthly during the time of an appointment. It is expected that vacation will be taken within the year in which it is accrued. It is recognized that circumstances may arise that limit an employee’s ability to utilize all vacation time in any given year. Employees may carry over vacation days from year-to-year to a maximum of sixty (60) days. Employees may request approval from the appropriate Division Head (President, Provost, Executive Vice Presidents), and in the case of the President, from the Board of Trustees, to carry over accrued vacation in excess of sixty (60) days up to a maximum of one hundred twenty (120) days, consistent with the State of Connecticut’s vacation accrual cap.

Upon leaving the University or returning to a faculty position (for managerial employees with academic titles), an employee shall be paid for their accrued vacation time up to a maximum of sixty (60) days.

In general, the University acknowledges the unused vacation leave balances of employees entering UConn service from another Connecticut state agency.

Holidays

Managerial and confidential employees receive twelve (12) paid State holidays. Holidays, which do not conflict with the academic calendar or operational needs, as appropriate, may be taken off as a day off with pay.  If an employee works on the holiday they shall be granted a compensatory day off in lieu thereof. Holiday compensatory time is earned and recorded on an employee’s time and attendance record. Holiday compensatory time must be used by the end of the calendar year following the year in which it was earned. For example, an employee who earns holiday compensatory time for working on a holiday in Year 1 must use that holiday compensatory time before the close of Year 2, the next calendar year.

Upon leaving the University or returning to a faculty position (for managerial employees with academic titles), an employee shall be paid for their unexpired compensatory holiday time.

Personal

Personal leave time of two (2) days is granted to managerial and confidential employees at the beginning of each fiscal year, July 1.[3] Personal leave is not accrued and must be used in the fiscal year in which it was granted.  Personal leave time not used within the fiscal year will be forfeited.

Sick

Managerial and confidential employees are granted sick leave of fifteen (15) work days at the beginning of each fiscal year, July 1.3 Sick leave is treated “as if accrued,” and is available for use by such employee for personal illness, personal medical appointments, and other provisions outlined within this policy. Any sick leave not utilized in a fiscal year will continue to be available “as if accrued” solely for use by the employee during their tenure at the University. “As if accrued” sick leave shall not be paid out to an employee upon departure or retirement from the University. Employees may use “as if accrued” sick leave balances for personal or family medical illness or appointments and funeral leave, consistent with the yearly limits of this policy.

Effective July 5, 2019, all managerial and confidential employees at UConn Health will cease accruing sick leave days. At the beginning of the first pay-period in July, sick leave is granted as 15 days. Sick leave is treated “as if accrued,” and is available for use by such for personal illness, personal medical appointments, and other provisions outlined within this policy. Any sick leave not utilized in a fiscal year will continue to be available “as if accrued” solely for use by the employee during their tenure at the UConn Health. “As if accrued” sick leave shall not be paid out to an employee upon departure or retirement from UConn Health. Employees may use “as if accrued” sick leave balances for personal or family medical illnesses or appointments and funeral leave, consistent with the yearly limits of this policy. UConn Health managerial and confidential employees with accrued sick leave balances on the books as of July 4, 2019, may retain such sick leave for use in accordance with UConn Health policy. A managerial or confidential employee with any remaining accrued pre-July 5, 2019 sick leave balances shall be paid out at the rate of 25% of the total of such accrued sick leave balance or sixty (60) days whichever is less as of the date of retirement or death of the employee.

In general, the University acknowledges the unused accrued sick leave balances of employees entering UConn service from another Connecticut state agency, and the University treats such balances similar to UConn Health employees noted above.

Funeral

Funeral leave of up to five (5) days of sick leave per occurrence may be used for a death in the immediate family. Immediate family means husband, wife, mother, mother-in-law, father, father-in-law, brother, brother-in-law, sister, sister-in-law, child and any relative who is domiciled in the employee’s household. Funeral leave of up to one (1) day of sick leave per occurrence may be used for a death outside of the immediate family.

Sick Family

Sick leave of up to ten (10) days may be utilized for the illness of one’s spouse, child, or parent. Child means biological, foster, adopted, or step-child residing the employee’s household. Parent means mother, father, mother-in-law, or father-in-law of the employee.

Donating Time

Managerial and confidential employees may donate accrued vacation, personal, or holiday compensatory time to another non-represented managerial or confidential employee who is absent due to a long-term illness or injury. The absent employee must have exhausted all paid leave time and be on leave without pay status to be eligible for such donation.

UConn – Managerial and Confidential Exempt Employee Leave Donation Form

UConn Health – Managerial and Confidential Exempt Employee Leave Donation Form

Non-Exempt Compensatory Time

Confidential employees who are non-exempt, as defined in the Fair Labor Standards Act earn compensatory time[4] for working above 40 hours per week.

[1] Non-represented faculty at UConn Health follow the By-Laws of the University of Connecticut and the University of Connecticut Health Center Faculty Vacation and Holiday Leave Policy and are therefore excluded from all provisions of this policy. Non-represented faculty at the School of Law follow the By-Laws of the University of Connecticut and the Faculty Medical Leave Guidelines and are therefore excluded from all provisions of this policy.

[2] For monthly accruals, managerial and confidential employees are not eligible for vacation accruals when more than 5 days (40 hours) are unpaid leave in a month. For bi-weekly accruals, managerial and confidential employees are not eligible for vacation accruals when more than 2 days (16 hours) are unpaid in a pay-period.

[3] The annual granting of personal and sick leave will occur on July 1 for Storrs and Regional employees and at the beginning of the first pay-period in July for UConn Health employees.

[4] Compensatory time shall be paid out in accordance with the applicable provisions of the UHP contract.

Policy History:

Approved by the HR Governance Group on June 25, 2019.

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.

Animals on Campus

Title: Animals on Campus
Policy Owner: Office of Institutional Equity
Applies to: Students, All Employees, Contractors, Vendors, Visitors, Guests and Other Third Parties
Campus Applicability: All
Effective Date: May 1, 2019
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://accessibility.uconn.edu

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

Related Policies are:

Policy Against Discrimination, Harassment and Related Interpersonal Violence
Policy Statement: People with Disabilities

Related Documents are:

Animals in the Clinical Practice and Patient Care Areas
Frequently Asked Questions
Animal Related Program Registration Form

1. PURPOSE

This policy provides the rules concerning individuals bringing animals on University property. This policy applies to all University campuses. Specific procedures regarding the presence of animals in UConn Health clinical practice and patient care areas are outlined in the Animals in the Clinical Practice and Patient Care Areas.

2. LEGAL 

The Americans with Disabilities Act governs the use of service animals by individuals with disabilities. See 42 U.S.C. § 12101, et seq. The Fair Housing Act governs the use of emotional support animals (ESA’s) by individuals with disabilities in housing. See 42 U.S.C. § 3601, et seq. Connecticut state law regarding service animals may be found under C.G.S. § 46a-44.

3. DEFINITIONS

Controlled Space
For purposes of this policy, controlled spaces are not public spaces. Controlled spaces are defined as any indoor area owned or controlled by the University, and any outdoor area owned or controlled by the University with limitations on use or access (e.g., practice fields, stadiums, farm, tennis courts, etc.). Areas open to the public (i.e., streets, lawns, sidewalks, parking lots) with no limitations on access are not controlled spaces.

Handler
An individual with a disability who is the owner or user or trainer of a service animal or ESA, or the owner or individual bringing an animal onto University property.

Emotional Support Animal (ESA)
Any animal specifically designated by a qualified medical provider that alleviates one or more identified symptoms of an individual’s disability. Such animal may afford an individual with a disability an equal opportunity to use and enjoy a dwelling, workplace, or other area, provided there is a nexus between the individual’s disability and the assistance the animal provides. ESA’s are also commonly known as companion, therapeutic or assistance animals. ESA’s are not service animals.

Pet
For purposes of this policy, a pet is any animal that is not a service animal or ESA.

Public Spaces

For purposes of this policy, public spaces are indoor and outdoor areas that are open to the general public. Classrooms, residence halls and most employee workspaces are not generally considered public spaces.

Service Animal
Any dog specifically trained to perform a task for the benefit of an individual with a disability. In some circumstances, a miniature horse may be considered a service animal. The tasks performed by a service animal must directly relate to the individual’s disability.

Service Animal in Training
For purposes of this policy, a service animal in training is a dog that is being trained as a service animal and includes a puppy that is being raised to become a service animal in training.

University Property
For purposes of this policy, University property includes all areas owned or controlled by the University.

  1. APPLICABILITY

This policy applies to all individuals bringing an animal on University property.

5. POLICY

5.1 Prohibition
All individuals are generally prohibited from bringing animals into any buildings or other controlled spaces on University property. However, individuals with disabilities are allowed to bring service animals and emotional support animals (ESA’s) on and/or into controlled spaces as provided below. In addition, faculty and staff are permitted to have pets in University-owned residential housing only to the extent permitted by the lease governing their rental agreement.  Exceptions for individuals in residence halls may be made in the sole discretion of the Executive Director of Residential Life or designee for exigent circumstances or other good cause shown consistent with the spirit and intent of this policy.

5.2 Service Animals
The University welcomes the presence of service animals assisting people with disabilities on its campuses consistent with the provisions of this policy and applicable law. A service animal is generally permitted to be on University property in any place where the animal’s handler is permitted to be. In certain limited situations, a service animal may be prohibited for safety and health reasons. The accompaniment of an individual with a disability by a service animal in a location with health and safety restrictions will be reviewed on a case-by-case basis by the appropriate department representative(s) in collaboration with the Department of Human Resources and/or the Center for Students with Disabilities.

A service animal for an individual employed by the University must be approved in advance by the Americans with Disabilities Act (ADA) Case Manager at the Department of Human Resources prior to bringing the animal to the workplace.

Members of the University community, are prohibited from interfering in any way with a service animal, or the duties it performs.

5.3 Service Animals in Training
Connecticut law entitles any individual training a service animal to enter public spaces. A service animal in training is not allowed in controlled spaces including classrooms, residence halls and employee work areas. The individual training a service animal must be authorized to engage in designated training activities by a service animal organization or an individual who volunteers for a service animal organization that authorizes such volunteers to raise dogs to become service animals.  Individuals training a service animal must carry photographic identification indicating authorization to train the animal. A service animal in training, including a puppy that is being raised to become a service animal in training, must be identified with either tags, ear tattoos, identifying bandanas (on puppies), identifying coats (on adult dogs), or leashes and collars.

5.4 Emotional Support Animals (ESA’s)
An approved ESA for an individual who lives in University housing is permitted within the individual’s privately assigned living accommodations. An ESA outside the private individual living accommodations must be in an animal carrier or controlled by a leash or harness.  ESA’s are not allowed in any other controlled spaces without advance permission. ESA’s are permitted to be in outdoor public areas to the same extent as pets.

An ESA for an individual employed by the University may be permitted within the individual’s workplace as an accommodation for a disability, but must be approved in advance by the Americans with Disabilities Act (ADA) Case Manager at the Department of Human Resources as outlined in Section 6.1 below.

5.5 Pets
Pets generally are not permitted in or on any controlled space on University property, and are permitted only in outdoor areas open to the general public.

5.6 Handler’ Responsibilities
5.6.1 A service animal, service animal in training, ESA or pet must be supervised directly by the handler, and the handler must retain full control of the animal at all times while on University property. The animal must be in an animal carrier or controlled by a harness, leash or tether, unless these devices interfere with the animal’s work, the individual’s disability prevents using these devices, or the animal is an ESA within the handler’s own dwelling. In those cases, the handler must maintain control of the animal through voice, signal, or other effective controls.

5.6.2 Animals may not be left unattended at any time on University property, except for service animals left in the handler’s University residence or private office space or ESA’s left in the handler’s dwelling unit.  The service animal or ESA may be left unattended only for reasonable periods of time, as determined by the appropriate University staff based on the totality of the circumstances. The University may request impoundment of an ESA or service animal left for longer than a reasonable period of time. Owners of impounded animals will be held responsible for payment of any impound and/or license fees required to secure the release of their animals.

5.6.3 A handler who leaves their service animal or ESA unattended for longer than a reasonable period of time will receive one warning, and if the behavior occurs a second time, the University reserves the right to require the handler to remove the animal from campus and to prohibit the animal from being permitted back onto University property.

5.6.4 All handlers are responsible for compliance with state and local laws concerning animals (including registration, vaccinations, and tags), for controlling their animals, for cleaning up any waste created by the animal, and for any damage caused by the animal to individuals or property while on University property.

6.PROCEDURES

Specific procedures regarding the presence of animals in UConn Health clinical practice and patient care areas are outlined in the UConn Health Clinical Practice Procedures Regarding Animals.

6.1 Employees Requesting Permission for Service Animals or ESA’s

6.1.1 Workplace Accommodation

Employees and all others performing work for the University who seek the presence of a service animal or an ESA as a workplace accommodation must contact the Americans with Disabilities Act (ADA) Case Manager at the Department of Human Resources in advance of reporting for work with the animal.

For service animals and ESA’s, the ADA Case Manager will determine whether the request represents a reasonable accommodation for a documented disability. The terms of the approval, including where the service animal or ESA will and will not be permitted, will be determined and documented by the ADA Case Manager, after the facilitation of an interactive accommodations process with the employee and their supervisor(s). This process must occur before any employee can bring a service animal or ESA into the workplace. The ADA Case Manager for Storrs and Regional Campuses may be contacted at (860) 486-2036 or hr@uconn.edu. Information related to the ADA accommodations process for employees, is contained online: http://hr.uconn.edu/ada-compliance/.

UConn Health employees must contact the Human Resources (HR) ADA Case Manager in advance of reporting for work with the animal. The HR ADA Case Manager may be contacted at (860) 679-2831 or HR-EmployeeResource@uchc.edu.  Information related to the ADA accommodations process for UConn Health employees is contained online: https://health.uconn.edu/human-resources/services/americans-with-disabilities-act-compliance-and-accommodations/


6.1.2. Residential Accommodation

Employees who reside on University property and who wish to have an ESA in their University housing as an accommodation for a disability must request the University’s permission to have the ESA in University housing. Permission will be granted only as an accommodation for a documented disability and must be arranged through the Americans with Disabilities Act (ADA) Case Manager at the Department of Human Resources prior to bringing the animal into University housing. The ADA Case Manager will determine whether the request represents a reasonable accommodation for a documented disability and should be granted.

The employee is not allowed to take an ESA into any other controlled spaces, including but not limited to the employee’s work area, unless the employee has received express authorization to do so from the University. The ADA Case Manager may be contacted at (860) 486-2036 or hr@uconn.edu. Information related to the ADA accommodations process for employees is contained online: http://hr.uconn.edu/ada-compliance/.

The UConn Health ADA Case Manager may be contacted at (860) 679-2831 or HR-EmployeeResource@uchc.edu.  Information related to the ADA accommodations process for UConn Health employees is contained online: https://health.uconn.edu/human-resources/services/americans-with-disabilities-act-compliance-and-accommodations/


6.2 Students Requesting Permission for Service Animals or ESA’s

6.2.1. Service Animals
Students are not required to receive permission from the University prior to bringing a service animal onto University property. The student may be asked whether the animal is needed because of a disability, and what work or task(s) the animal has been trained to perform.

If a student with a service animal plans to reside on campus, the student must notify the University of the need for a service animal’s presence in advance of beginning residence on University property with the animal. Such notification allows the University to make appropriate arrangements, offer any necessary assistance prior to the student’s arrival on campus, and to notify Public Safety of the animal’s presence in case of an emergency. Students should contact Residential Life prior to bringing the animal into their housing at livingoncampus@uconn.edu or (860) 486-2926. Students may also visit http://www.reslife.uconn.edu for further information.

If a student needs any other accommodations while attending the University, documentation of the disability and a request for accommodations must be made under the procedures found at http://www.csd.uconn.edu.  Students may also visit the Center for Students with Disabilities in Wilbur Cross, Room 204, or contact (860) 486-2020 or email csd@uconn.edu for further information related to accommodations.

UConn Health students may contact the UConn Health ADA Case Manager at (860) 679-2831 or HR-EmployeeResource@uchc.edu for any questions related to service animals or accommodations.


6.2.2. Emotional Support Animals (ESA’s)
Permission to have an ESA may be granted only as an accommodation for a documented disability and must be arranged in advance through the Center for Students with Disabilities (CSD). CSD will determine whether the request represents a reasonable accommodation for a documented disability and should be granted. In making that determination, CSD (in connection with Residential Life for those students residing in residence halls), will consider:

  • The size of the animal
  • Whether the animal’s presence would force another individual from that individual’s housing (e.g., serious allergies)
  • Whether the animal’s presence would violate individuals’ rights to peace and quiet enjoyment
  • Whether the animal is housebroken or able to live with others
  • Direct threat (currently or in the past) to the individual or others
  • Past excessive damage to housing caused by the animal

A request for an accommodation must be made under the procedures found at http://www.csd.uconn.edu.  Students may also visit the Center for Students with Disabilities in Wilbur Cross, Room 204, or contact (860) 486-2020 or email csd@uconn.edu.

If approved, a student must have advance communication with Residential Life prior to bringing the animal into their housing. Students may contact Residential Life at livingoncampus@uconn.edu or (860) 486-2926. Students may also visit http://www.reslife.uconn.edu.

Students are not allowed to take ESA’s in or on any controlled spaces other than their privately assigned living accommodations without specific advance authorization from CSD.  ESA’s cannot be left overnight in University housing to be cared for by anyone other than the handler absent permission from Residential Life. The handler must clean up after the animal, ensure that the animal does not disturb the peace and quiet enjoyment of others, and otherwise ensure that the animal is well cared for.

UConn Health students are not allowed to take ESA’s in or on any controlled spaces without specific advance authorization. UConn Health students may contact the UConn Health ADA Case Manager at (860) 679-2831 or HR-EmployeeResource@uchc.edu for any questions related to an ESA or accommodations.

 

6.3 Visitors
Visitors are not required to receive permission from the University prior to bringing a service animal onto University property. The visitor may be asked whether the animal is needed because of a disability, and what work or task(s) the animal has been trained to perform.

A visitor may contact the Office of Institutional Equity at equity@uconn.edu or (860) 486-2943 (Storrs and Regional Campuses); (860) 679-3563 (UConn Health) in advance if the visitor has any questions about the rules concerning the presence of a service animal or a service animal in training (as outlined in Section 5.3) at a specific event or in a specific location on campus.

7.  Appeals and Grievances
Any individuals who feel that they have been unfairly denied the ability to bring or maintain an animal on University property, may contact the Office of Institutional Equity at equity@uconn.edu or (860) 486-2943 (Storrs and Regional Campuses); (860) 679-3563 (UConn Health) or refer to http://www.equity.uconn.edu  for further information.

8. Violations of Policy / Removal of Animal / Disruptive Animals
Access to University property may be restricted or revoked under the circumstances outlined below. Restrictions or exclusions will be considered on a case-by-case basis. The University reserves the right to remove or exclude an approved animal from University property if:

  1. The animal poses a direct threat to health and safety
  2. The handler does not maintain control of the animal, including but not limited to during any interactions with other animals
  3. The presence of an animal fundamentally alters a University program
  4. Improper/Inadequate care of the animal is exhibited, including if the animal is not housebroken
  5. Damage or harm is caused by the animal
  6. The handler violates any of the responsibilities as outlined in Section 5.6 of this policy

If the presence of an animal poses a direct threat to the health and safety of others, the University reserves the right to remove or exclude an animal from University property. In such a situation, Public Safety may be contacted to assist in the removal of the animal. In particular, if a handler’s animal is disruptive in the classroom, the instructor may ask the handler and their animal to leave the classroom immediately. If a handler’s animal is disruptive in the workplace, the handler’s supervisor may ask the handler and their animal to leave the workspace immediately. If a handler’s animal is disruptive at a University event, the event organizer may ask the handler and their animal to leave the event immediately.

Questions about a disruptive animal should be directed to the following:

  • Center for Students with Disabilities (animals in the classroom):
  • Department of Human Resources (animals in the workplace):
  • UConn Health Contact (animals in practice areas, including JDH):
    • Contact appropriate medical staff (i.e. Supervisor or Nursing Manager)
  • Residential Life (animals in the residence halls):
  • Office of Institutional Equity (all other questions, including regarding visitors)
    • Contact (860) 486-2943 (Storrs and Regional Campuses); (860) 679-3563 (UConn Health) or email equity@uconn.edu

9. Exclusions

This policy does not apply to:

  • Fish in aquariums no larger than ten gallons as follows:
    • Within University housing, such aquariums are allowed without advance notice or permission;
    • Within employee workspaces, such aquariums are allowed only with the express advance, written authorization of the handler’s manager/supervisor. At any time, a manager may revoke approval for such an aquarium, requiring its immediate removal from the workspace; and
    • The handler has responsibility for maintaining the aquarium in a clean and sanitary manner and for any damage caused by the aquarium. Animals other than fish are not allowed in such aquariums;
  • University-maintained fish in aquariums of any size located in waiting rooms or other public areas of UConn Health facilities and maintained by UConn Health, including John Dempsey Hospital and University Medical Group;
  • Animals used in Institutional Animal Care and Use Committee (IACUC) approved University research, education or testing Animals used in classes on campus, based on requests by faculty for such use. Such requests may be granted only upon showing that the presence of the animal is for a bona fide educational purpose, and such purpose is clearly delineated on the course syllabus as a central topic in class.  Prior permission must be obtained from the academic unit head, the dean and/or the Provost’s Office and the IACUC;
  • Animal related programs within controlled spaces for non-educational purposes fully reviewed and approved by the Provost’s Office or the Office of Institutional Equity, or their designees. (Animal related programs or events of the Student Union are also subject to the animal requirements and policies of the Student Union) Such requests may be approved only upon a showing that there exists a well-developed program with defined parameters, to be administered by appropriately trained staff;
  • Animals used in police, search and rescue operations on University property;
  • Animals trained for and used in a clinical therapeutic setting on campus, such as a counseling center;
  • Appearances by the official mascot of the University and/or official mascots of other institutions as approved by event organizers; and
  • Animals accompanying individuals in clinical practice or patient care areas at UConn Health pursuant to the UConn Health Clinical Practice Procedures Regarding Animals.

Any questions pertaining to this policy may be addressed to the Office of Institutional Equity at equity@uconn.edu or (860) 486-2943.

POLICY HISTORY

Policy created:  6/9/2017

Policy revised: 5/1/2019

Media and Mass Communication, Policy on

Title: Policy on Media and Mass Communication
Policy Owner: University Communications
Applies to: Faculty, Staff, and Student Employees
Campus Applicability: All Campuses, including UConn Health
Approval Date: December 19, 2023
Effective Date: December 19, 2023
For More Information, Contact: Vice President for Communications
Contact Information: 860-486-0871
Official Website: https://universitycommunications.uconn.edu/

BACKGROUND

The University of Connecticut (“the University” or “UConn”) needs to be able to communicate accurately, effectively and consistently with a variety of diverse audiences including the media. University Communications is the institution’s primary voice and official liaison to the news media. It is responsible for initiating, developing and maintaining effective, productive and beneficial relations with the news media in communicating University news and in responding to media requests. University Communications is responsible for coordinating and delivering official University comment on all matters regarding the institution internally and through mainstream and social media. This includes both proactive statements, interactions, and responses to requests. University Communications is responsible for disseminating and pitching news stories, responding to media inquiries, arranging interviews and visual productions, and handling requests for distribution of information on behalf of the University’s main campus in Storrs, UConn Health and all campus locations and programs.

PURPOSE

The purpose of this policy is to gather the University’s existing policies regarding institutional and employee communication via mainstream and social media outlets and platforms into one accessible statement while reaffirming the University’s continuing commitment to the principles of academic freedom.  It incorporates policies on three distinct but related situations:

  1. Official University Position Statements or Responses
  2. Mass Communications Associated with News or Events
  3. Requests to Faculty Regarding Subject Matter Expertise
  4. Personal Speech

APPLIES TO

This policy applies to all University employees including administration, faculty, staff and student employees, employees at all campuses including the University’s main campus in Storrs, UConn Health, the regional campuses, and the School of Law. It applies to all employees in all programs wherever located. The policy applies to employees when they are acting in their capacity as employees of the University, including when they are asked questions.

POLICY STATEMENT

  1. Official University Position Statements or Responses

All inquiries seeking an official University response or a statement on behalf of the University should be directed to the University spokesperson within University Communications. All inquiries seeking an official response or statement specific to UConn Health and its clinical and academic areas should be directed to the UConn Health spokesperson.

Authorization to speak on behalf of the University may only be given by the President or the Vice President for Communications. No organizational unit, faculty, or staff member may make official position statements on behalf of the University without consultation with, and express authorization from, the President or University Communications. This includes posting of such statements on University-administered and branded website and social media platforms.

University Communications will coordinate any University responses with appropriate members of the University and UConn Health communities, and should be consulted on any potential statements or responses being considered by an organizational unit.

Any employee who has not been authorized by the President or University Communications to speak to the media in the context of his or her role as a University employee must direct inquiries from the media about the official University comment on all matters regarding the institution to the University spokesperson.

No employee is authorized to speak “off the record” on behalf of the University to media on any matter pertaining to the University.

University employees must adhere to relevant UConn policies as well as all federal, state and local laws and policies regarding the release of information about activities of the University, or its employees, students, volunteers, patients or research subjects, including those that apply to privacy and patient confidentiality such as HIPAA and FERPA.

  1. Mass Communications Associated with News or Events

The University will only on rare occasions send leadership mass emails and social media messages about news and events in the nation and world. Those rare occasions will include external tragedies or sensitive issues that have become dominant challenges in the daily lives of our communities at large.

Tragedies or concerns that affect individuals or groups unfortunately occur with great frequency. A practice of emailing after every major news issue or event is not practical. Selecting some issues or events and not others is exclusionary and lacks consistency. In addition, mass email is a poor vehicle for processing complex and painful topics, and university stakeholders have different perspectives about how tragedies and impacts to people should be described.

A singular mass message provides only one-way communication to thousands of individuals and is a poor replacement for other modes of communication that allow for better engagement for understanding, empathy and support for those impacted. Such messages also can be seen as lacking action or sincerity, and frequent messages about national and global tragedies can heighten fears or mental stress. They also can de-sensitize audiences to such messages from leadership, or even polarize the community.

Decisions and authorization on sending mass communications regarding such subjects ultimately rest with the President and/or the Vice President for Communications. Guidelines and best practices for engaging the campus community in these situations can be found here.

  1. Requests to Faculty and Staff Regarding Subject Matter Expertise 

UConn is proud of its faculty and staff, and their expertise and scholarship in a vast array of subjects and disciplines. Many senior administrators and staff also have expertise. Individual faculty, administrators and staff experts are encouraged to provide subject-specific commentary based on their scholarship in their academic concentration or their expertise in their professional field. This includes athletic coaches and staff on matters related to university athletic contests and team- or program-related matters.

When offices and/or individuals are contacted for their scholarly or professional expertise, they are encouraged and expected to notify University Communications that a media representative has made contact. University Communications facilitates accurate, ethical and timely news coverage of significant programs and the achievements of faculty, administrators, staff, students and alumni. University Communications is available at all times to consult with administrators, faculty and staff about the most effective ways to work with the media.

Any questions that fall outside of a faculty member’s academic interest or expertise should involve consultation with the University spokesperson, who can be a resource in these instances. Questions also may be referred to the University spokesperson for direct handling. Inquiries seeking an official University comment must be directed to the University spokesperson.

If a faculty or staff member is unsure of whether a question or request for comment from the media concerns the faculty or staff member’s area of expertise or seeks an official University position, University Communications must be consulted.

  1. Personal Speech

Nothing in this policy is intended to restrict the freedom of faculty and staff members to engage in their scholarly activities or their personal involvement in community activities. Nothing in this policy is intended to affect individual employees’ rights to express personal opinions on University or non-University actions and policies. Nothing in this policy is intended to restrict faculty or staff members from commenting on matters of public concern implicating an employer’s official dishonesty, deliberately unconstitutional action, other serious wrongdoing or threats to health and safety. When speaking or writing as a citizen, an employee should be accurate, should exercise appropriate restraint, should show respect for the opinions of others, should not use University media or information technology (email) platforms, and should make every effort to indicate that he/she does not speak for the institution.

The University reaffirms its continuing commitment to the principles of academic freedom and its protections as set forth in Article XIV of the Laws and By-Laws of the University of Connecticut and the right to freedom of speech protected by the United States and Connecticut Constitutions.

ENFORCEMENT

Violations of this policy may result in appropriate disciplinary measures in accordance with University Bylaws, General Rules of Conduct for All University Employees, Office of Student Financial Aid Services – Student Employment Guide, applicable collective bargaining agreements, and any other applicable University policies and procedures.

POLICY HISTORY

Policy created: 05/05/2017 (Approved by the President’s Cabinet)
Revisions: 12/19/2023 (Approved by Senior Policy Council and the President)

      Lactation Policy

      Title: UConn Lactation Policy
      Policy Owner: Human Resources and Office of Institutional Equity
      Applies to: Employees, Graduate Assistants, Students
      Campus Applicability: All Campuses, Including UConn Health
      Effective Date: 12/20/2016
      For More Information, Contact Human Resources and Student Health Services/Student Services
      Contact Information: Storrs/Regionals: (860) 486-3034 (HR) and (860) 486-0765 (SHS)
      UConn Health: (860) 679-2426 (HR and (860) 679-1364 (Student Services Center)
      Official Website: http://hr.uconn.edu/worklife/


      Reason for Policy

      The purpose of this policy is to provide employees and students who are breastfeeding a private place and reasonable break time to express breast milk for their nursing child.  This policy is in accordance with relevant laws and regulations regarding breastfeeding in the workplace.

      Applies to

      All breastfeeding employees and students on the Storrs, UConn Health and Regional campuses.

      Definitions:

      Lactation Area: A space on the University of Connecticut campus that is either dedicated or temporarily established to accommodate the needs of those who are breastfeeding. The room must be a clean, private (the ability to be shielded from view and free from intrusion), comfortable space with electrical outlet, chair, table for breast pump, and nearby access to clean running water.

      Lactation Breaks: Breaks during the work day for employees who have requested lactation accommodations.

      Policy Statement

      The University of Connecticut is committed to providing a supportive environment that enables employees and students to express breast milk in a private place, with reasonable break time and in a location within five minutes of their work and study areas.

      Consistent with Connecticut Laws (Chapter 939, Section 53-34b and Chapter 814c, Section 46a-64), a person may breastfeed their infant in any public or private location on campus where they and their child are authorized to be. This includes all campus locations open to the public and other campus locations where infants are allowed.

      Additionally, Connecticut law (Connecticut General Statutes, Section 31-40w) Breastfeeding in the Workplace states that employers must allow employees to breastfeed or express breast milk at work.

      Consistent with federal law, the University of Connecticut shall provide to employee breastfeeding persons reasonable break time (“lactation break”) as well as space that is shielded from view and free from intrusion in order to breastfeed their infants or to express breast milk.

      The University of Connecticut prohibits discrimination, harassment, and retaliation against breastfeeding persons who exercise their rights under this policy.  For more information, see University Policy Against Discrimination, Harassment and Related Interpersonal Violence.

      Enforcement

      Violations of this policy may result in appropriate disciplinary measures in accordance with University Policies and applicable collective bargaining agreements.

      Policy History

      Adopted 12/20/2016 (Approved by President’s Cabinet)

      Procedures

      Storrs and Regional Campuses: UConn Lactation Procedures

      UConn Health: UConn Health Lactation Procedures

       

      Alternate Work Arrangements

      Title: Alternative Work Arrangements
      Policy Owner: Department of Human Resources
      Applies to: All Employees
      Campus Applicability: Storrs and Regional Campuses
      Effective Date: October 11, 2016
      For More Information, Contact Department of Human Resources and the Office of Faculty & Staff Labor Relations
      Contact Information: (860) 486-3034
      Official Website: http://hr.uconn.edu/alternate-work-arrangements/

      POLICY AND PURPOSE:   This policy describes and establishes guidelines for alternate work arrangements for employees at the University of Connecticut, in accordance with relevant state statute, applicable collective bargaining agreements and in keeping with university practices. This policy is designed to achieve the following goals: (1) Increase worker efficiency and productivity; (2) reduce travel time.

      In order to support the mutual benefits of flexible work environments, the university has implemented this voluntary Alternative Work Arrangement program for all employees.

      References:

      • CGS § 5-248i. Telecommuting and Work-at-home programs
      • Article 16 of the UCPEA Contract – Work Schedules
      • Article 17 of the NP3 Contract – Hours of Work, Work Schedules and Overtime
      • Article 18 of the NP5 Contract – Hours of Work, Work Schedules and Overtime
      • Article 18 of the NP2 Contract – Hours of Work, Work Schedules and Overtime
      • Request for Temporary Flexible Schedule Agreement Form
      • Request for Temporary Telecommuting Agreement Form
      • Exhibit 2-1 Auditors of Public Accounts Work Schedule Election Form

      Scope:

      This policy applies to all employees at the Storrs and Regional Campuses.

      Definitions:

      Telecommuting – Voluntary work arrangement in which some or all of the work is performed at an off-campus work site such as the home or in an office space near home.

      Flexible Schedule – A flexible schedule allows an employee to vary the span of the workday, while ensuring that the standard workweek hours are completed.

      Policy Statement:

      The University Alternate Work Arrangement Program offers employees two options for alternate work arrangements.  Each option contains specific requirements for the employee.

      Approval for participation is at the discretion of the employee’s supervisor.

      Telecommuting[1]:

      Generally, work suitable for telecommuting will have defined tasks with clearly measurable results, tasks requiring concentration when the employee works independently and minimal requirements for frequent access to hard copy files or special equipment.

      Telecommuting may also be suitable for those occasions when employees must attend off-site university meetings or events during portions of the day that make travel to their normal duty station impractical during the balance of the day.

      Employees best suited for telecommuting are self-motivated, self-disciplined, have a proven ability to perform and a desire to make telecommuting work.

      In order to participate, an employee’s regular duties must be such that they can be accomplished via telecommuting; employees whose regular duties necessitate their presence at their duty station may not telecommute.

      Guidelines for Participation

      • Any equipment or supplies purchased by the University and used at the alternate work location will remain the University’s property and must be returned at the conclusion of the telecommuting period. University owned equipment at the alternate location may not be used for personal purposes.  The University does not assume responsibility for damage or wear of personally owned equipment or supplies used while telecommuting.
      • Participants will take all precautions necessary to secure privileged information and prevent unauthorized access to any University system.
      • Participants may not submit nor receive reimbursement for travel if requested to report to their normal work site.

      Employees who wish to request permission to telecommute should submit a formal request through the University’s Telecommuting Agreement Form to their supervisor, which will include a description of the scope of work that will be undertaken and accomplished off-site at least five business days in advance, when possible. This description may be general or include specific tasks.

      The supervisor will review the request with the employee and must approve or deny the request in writing within three business days prior to the requested telecommuting period, or sooner if the request is made due to unforeseen circumstances. For employees who are members of a bargaining unit, approval must be from a supervisor that is outside of the bargaining unit.

      The employee and supervisor must mutually agree to and sign the Telecommuting Agreement Form available at http://hr.uconn.edu/alternate-work-arrangements/.

      Please note: It is understood that unforeseen circumstances may necessitate the request for short-term telecommuting arrangements to be made with limited advance notice.  Temporary changes to existing telecommuting agreements may also be necessary to accommodate unexpected work obligations.  In these circumstances an email approval from a supervisor is sufficient.

      [1] Note: This section is not applicable to Classified Employees. Telecommuting arrangements for Classified employees must be made in accordance with the Telecommuting Guidelines established by the State of Connecticut Department of Administrative Services.

      Flexible Schedule:

      Guidelines for Participation

      Flexible Schedules may be approved by the appropriate supervisor, with the following understanding:

      1. There must be minimal on-site coverage of most university offices during regular business hours, Monday through Friday.
      2. Managerial and confidential employees are expected to work the equivalent of 40 hours each week.  Work schedules for UCPEA and Classified employees are in accordance with the relevant collective bargaining agreement. Please note: additional hours may be necessary in order to complete job responsibilities.
      3. The supervisor should consider cross training/back-up assignments to ensure adequate service during normal office hours.

      A Flexible Schedule can be established by mutual agreement between an employee and their supervisor. For employees who are members of a bargaining unit, approval must be from a supervisor that is outside of the bargaining unit.  In order to approve a request for a flexible schedule, supervisors must determine that an employee operating under a flexible schedule will not have a negative impact on the employee’s work or the work of the given office, unit or department.

      Supervisors will determine whether or not a flexible schedule request is reasonable and justified. In general, a flexible schedule is intended to allow employees to deviate from their standard work schedule within reason, i.e. arriving earlier and leaving earlier or arriving later and leaving later, or accommodating a single especially long work day (to attend an evening work-related event, for example) by arriving later the following day, etc. It is not intended to allow employees to work unorthodox or impractical schedules, i.e. working weekends instead of two weekdays or working a full work week within a four day period each week, etc.

      Employee requests for a flexible schedule may apply to a single day during the week, each day during the week, or certain days or weeks depending on the time of year. Supervisors should document each employee’s flexible schedule in writing using the appropriate University form available at http://hr.uconn.edu/alternate-work-arrangements/.  Flexible schedules may be adjusted or revoked by management at any time.  Where possible, employees will be given a minimum of two weeks’ notice regarding any changes to their approved flexible schedule.

      Procedure:    

      1. Employee submits request to supervisor;
      2. Supervisor provides written approval or denial;
      3. Supervisor and employee mutually sign the applicable form;
      4. Forward a copy of the signed agreement to the Office of Faculty and Staff Labor Relations.

      This policy is not intended to add to or subtract from provisions of any applicable collective bargaining agreements.

       

       

      Adopted Effective Date 3/3/2016 [Approved by the Office of the President]

      Revised Effective Date 10/11/2016 [Approved by the Office of the President]

      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/).

      Members of the Bargaining Unit Medical Leave Guidelines

      Title: Members of the Bargaining Unit Medical Leave Guidelines
      Policy Owner: Department of Human Resources (Absence Management)
      Applies to: Applicable members of the AAUP Bargaining Unit
      Campus Applicability: Storrs, the 4 Regional Campuses, and UConn Law
      Effective Date: June 27, 2023
      For More Information, Contact Department of Human Resources (Absence Management)
      Contact Information: (860) 486-3034 or hr@uconn.edu
      Official Website: Faculty Leave of Absence | Human Resources

       

      Faculty medical leaves have historically been at the discretion of the University and administered in accordance with the Article XIV, L, 4 of the By-Laws of the University of Connecticut (the “By-Laws”) titled “Sick Leave for Faculty With or Without Pay,” which provides that “[e]ach case is considered separately and involves careful consideration of length of service, nature of illness, and anticipated length of disability.” These guidelines are intended to clarify the By-Laws and provide better guidance and general parameters to University administrators in evaluating requests for medical leave.

      These guidelines are for a bargaining unit member’s own long term illnesses only (e.g. federal and/or state FMLA qualifying medical leaves) and apply only to tenured and tenure-track faculty and non-tenure track bargaining unit members who are on multi-year appointments or annual appointment with at least three (3) years of service in a non-tenure track position. Absences for short-term illness and caregiver leave, and for members of the bargaining unit that are on temporary appointments will be administered at the school or departmental level. In no case shall a medical leave extend a temporary appointment beyond its end-date. For non-tenure track bargaining members not on a multiyear appointment, leave under this Appendix will cease on the member’s appointment end date. If the non-tenure track bargaining unit member is renewed for a consecutive appointment in the same position, the balance of leave under this Appendix may be extended into the new appointment with approval of the Dean and the Provost.

      A. Bargaining unit members with Less than Three (3) Years of Service (up to six months paid sick leave)

      1. Bargaining unit members with less than three (3) years of service will be eligible to be paid for a qualifying medical leave under the federal FMLA and/or the state FMLA medical leave law, up to the period provided for in the medical certification, not to exceed six (6) months. [1] Sick leave must be supported by medical certification and be approved by the Department of Human Resources, with notification provided to the department head or equivalent official and the Dean.
      2. If after six (6) months of continuous leave the member of the bargaining unit is still medically unable to return to work, an extension of unpaid sick leave may be requested with proper medical certification and is subject to the approval of the Dean and the Provost. Extensions of medical leave after the initial six (6) months provided for in Paragraph A.1 shall be in conformity with the By-Laws (as set forth in Article 8.3) with an emphasis on the bargaining unit member’s length of service and the likelihood, based on acceptable medical evidence, that they will be able return to full employment.
        If the bargaining unit member with less than three years of service is an ARP participant and is eligible to collect long-term disability (LTD) benefits during a period of approved unpaid leave, the University will not supplement the LTD benefit.
      3. If medical leave has been exhausted and no extension has been approved, the bargaining unit member will be medically separated in good standing. Post-employment benefits will be determined by the rules of the retirement plan that the faculty member has elected.

       

      B. Bargaining unit members with 3 to 6 Years of Service (up to twelve months paid sick leave)

      1. Bargaining unit members with 3 to 6 years of service will be eligible to be paid for a qualifying medical leave under the federal FMLA and/or the state FMLA medical leave law, up to the period provided for in the medical certification, not to exceed six (6) months. Sick leave must be supported by medical certification and be approved by the Department of Human Resources, with notification provided to the department head or equivalent official and the Dean.
      2. If after six (6) months of continuous leave the bargaining unit member is still medically unable to return to work, an extension of six (6) months paid sick leave may be requested with proper medical certification and is subject to the approval of the Dean and the Provost. Extensions of medical leave after the initial six (6) month period provided for in Paragraph B.1 shall be in conformity with the By-Laws (as set forth in Article 8.3) with an emphasis on the bargaining unit member’s length of service and the likelihood, based on acceptable medical evidence, that they will be able return to full employment.
        If the leave is approved as paid, and the bargaining unit member is an ARP participant, the leave will be converted to LTD leave in accordance with Article 19.G. The University will supplement the disability benefit so that the bargaining unit member receives the same rate of pay as if fully employed for six (6) additional months. If the leave is approved as paid, and the bargaining unit member is a SERS or Hybrid participant, they will be eligible for six (6) months of additional paid sick leave.
      3. If after one (1) year of continuous leave the bargaining unit member is still medically unable to return to work, an extension of unpaid sick leave may be requested with proper medical certification and is subject to the approval of the Dean and the Provost. Extensions of medical leave after the initial one (1) year period provided for in Paragraphs B.1 and B.2 shall be in conformity with By-Laws (as set forth in Article 8.3) with an emphasis on the bargaining unit member’s length of service and the likelihood, based on acceptable medical evidence, that they will be able return to full employment.
      4. If medical leave has been exhausted and no extension has been approved, the bargaining unit member will be medically separated in good standing. Post-employment benefits will be determined by the rules of the retirement plan that the bargaining unit member has elected.

       

      C. Bargaining unit with 7 to 10 Years of Service (up to eighteen months of paid sick leave)

      1. Bargaining unit members with 7 to 10 years of service will be eligible to be paid for a qualifying medical leave under the federal FMLA and/or the state FMLA medical leave law, up to the period provided for in the medical certification, not to exceed six (6) months. Sick leave must be supported by medical certification and be approved by the Department of Human Resources, with notification provided to the department head or equivalent official and the Dean.
      2. If after six (6) months of continuous leave the bargaining unit member is still unable to return to work, an extension of six (6) months paid sick leave may be requested with proper medical certification and is subject to the approval of the Dean and the Provost. Extensions of medical leave after the initial six (6) month period provided for in Paragraph C.1 shall be in conformity with the By-Laws (as set forth in Article 8.3) with an emphasis on the bargaining unit member’s length of service and the likelihood, based on acceptable medical evidence, that they will be able return to full employment.
        If the leave is approved as paid, and the bargaining unit member is an ARP participant, the leave will be converted to LTD leave in accordance with Article 19.G. The University will supplement the LTD benefit so that the bargaining unit member receives the same rate of pay as if fully employed for six (6) additional months. If the leave is approved as paid, and the bargaining unit member is a SERS or Hybrid participant, they will be eligible for six (6) months of additional paid sick leave.
      3. If after one (1) year of continuous leave the bargaining unit member is still unable to return to work, an extension of six (6) months paid sick leave may be requested with proper medical certification and is subject to the approval of the Dean and the Provost. Extensions
        of medical leave after the initial one (1) year period provided for in Paragraphs C.1 and C.2 shall be in conformity with the By-Laws (as set forth in Article 8.3) with an emphasis on the bargaining unit member’s length of service and the likelihood, based on acceptable medical evidence, that they will be able return to full employment.
        If the leave is approved as paid, the University will continue to supplement the LTD benefit so that the bargaining unit member receives the same rate of pay as if fully employed for an additional six (6) months. If the leave is approved as paid, and the bargaining unit member is a SERS or Hybrid participant, they will be eligible for six (6) months of additional paid sick leave.
      4. If medical leave has been exhausted and no extension has been approved, the bargaining unit member will be medically separated in good standing. Post-employment benefits will be determined by the rules of the retirement plan that the bargaining unit member has elected.

       

      D. Bargaining unit with More Than 10 Years of Service (up to twenty-four months paid sick leave)

      1. Bargaining unit members with more than 10 years of service will be eligible to be paid for a qualifying medical leave under the federal FMLA and/or the state FMLA medical leave law, up to the period provided for in the medical certification, not to exceed six (6) months. Sick leave must be supported by medical certification and be approved by the Department of Human Resources, with notification provided to the department head or equivalent official and the Dean.
      2. If after six (6) months of continuous leave the bargaining unit member is still unable to return to work, an extension of six (6) months paid sick leave may be requested with proper medical certification and is subject to the approval of the Dean and the Provost. Extensions
        of medical leave after the initial six (6) month period provided for in Paragraph D.1 shall be in conformity with the By-Laws (as set forth in Article 8.3) with an emphasis on the bargaining unit member’s length of service and the likelihood, based on acceptable medical evidence, that they will be able return to full employment.
        If the leave is approved as paid, and the bargaining unit member is an ARP participant, the leave will be converted to LTD leave in accordance with Article 19.G. The University will supplement the LTD benefit so that the bargaining unit member receives the same rate of pay as if fully employed for six (6) additional months. If the leave is approved as paid, and the bargaining unit member is a SERS or Hybrid participant, they will be eligible for six (6) months of additional paid sick leave.
      3. If after one (1) year of continuous leave the bargaining unit member is still unable to return to work, an extension of twelve (12) months paid sick leave may be requested with proper medical certification and is subject to the approval of the Dean and the Provost. Extensions
        of medical leave after the initial one (1) year period provided for in Paragraphs D.1 and D.2 shall be in conformity with the By-Laws (as set forth in Article 8.3) with an emphasis on the bargaining unit member’s length of service and the likelihood, based on acceptable medical evidence, that they will be able return to full employment.
        If the leave is approved as paid, the University will continue to supplement the LTD benefit so that the bargaining unit member receives the same rate of pay as if fully employed for the additional twelve (12) months. If the leave is approved as paid, and the bargaining unit member is a SERS or Hybrid participant, they will be eligible for twelve (12) months of additional paid sick leave.
      4. If medical leave has been exhausted and no extension has been approved, the bargaining unit member will be medically separated in good standing. Post-employment benefits will be determined by the rules of the retirement plan that the bargaining unit member has elected.

       

      E. Maximum Continuous Medical Leave

      Unless otherwise required by law, any continuous period of medical leave (paid, unpaid or a combination of paid/unpaid) shall not exceed two (2) years.

       

      F. Concurrent Leaves and Entitlements

      1. All medical leaves under these guidelines shall run concurrently with federal FMLA and other legal entitlements, including ADA accommodations arranged through the Department of Human Resources.
      2. Bargaining unit members who are afforded paid time off under the collective bargaining agreement must use such time concurrently with any paid leave provided in accordance with this Appendix.

       

      G. Reinstatement of Bargaining unit Members Who Are Medically Separated In Good Standing

      If a bargaining unit member who is medically separated in good standing becomes medically able to return to University employment, they shall be eligible for rehire. Rehire shall be subject to approval of the Dean and the Provost. In determining whether to rehire the bargaining unit member, emphasis shall be placed on the qualification of the bargaining unit member at the time of rehire; the likelihood that the bargaining unit member will be able to resume teaching, scholarship and service at a level commensurate with their position; and the needs of the University, School or College, and Department.

       

      H. Calculation of Supplemental Disability Pay

      For bargaining unit members enrolled in the ARP and eligible to receive a disability supplement in accordance with these guidelines, the University shall supplement the disability insurance such that the bargaining unit member’s bi-weekly gross pay (disability benefit plus
      supplement) while receiving the supplement equals the bi-weekly gross pay the bargaining unit member would have received if they were fully employed less the ARP contribution being paid by the disability carrier on behalf of the bargaining unit member.

       

      I. Multiple Access to Paid Sick Leave

      Bargaining unit members may only access the paid medical leave benefits described in this policy once every three (3) years unless otherwise approved by the Dean and the Provost, with an emphasis on whether the total amount of paid sick leave taken in any three (3) year period is less than the maximum paid sick leave available to the bargaining unit member under these guidelines.

      Whenever a bargaining unit member utilizes paid sick leave under these guidelines, the bargaining unit member’s years of service shall be determined from the bargaining unit member’s University hire date. If the bargaining unit member accesses the benefit a second or subsequent time within the three (3) year period from the date the bargaining unit member initially accessed the paid sick leave, then the bargaining unit member shall be limited to the remaining paid sick leave eligibility for that three (3) year period.

      If a bargaining unit member is not eligible for paid sick leave in accordance with this paragraph, they still may take as unpaid any medical leave to which they are entitled in accordance with their rights under federal and/or state medical leave laws.

       

      REFERENCES

      [1] The term “months” is intended to mean calendar months.

       

      POLICY HISTORY

      Revised and approved July 1, 2021

      Social Media Policy

       

      Title: Social Media Policy
      Policy Owner: University Communications
      Applies to: Faculty and Staff
      Campus Applicability: All Campuses
      Effective Date: June 15, 2018
      For More Information, Contact Office of University Communications
      Contact Information: (860) 486-3530
      Official Website: https://communications.uconn.edu/

      This policy establishes standards for the use of University-affiliated social media accounts and provides guidelines for differentiating an employee’s personal voice on social media from their professional connection to the University. Social media is a common and important communication tool for the University, as well as its faculty and staff.

      This policy is a guide for professional and civil communications when communicating on social media accounts directly affiliated with the University. Specific guidance on how to establish, monitor and use such accounts can be found on UConn’s Social Media Brand Guidelines.

      In addition, this policy provides guidance on communicating in a professional and civil manner related to personal social media accounts to the extent that such activities are covered by existing University policies or may be construed as the representations or opinions of the University. See UConn’s Policy on Communication with External Media.

      Use of Social Media

      The University fully affirms the rights of its employees to voice their own opinions and otherwise express themselves through their own personal social media accounts. This policy is not intended to and does not restrict an employee’s ability to engage in all forms of lawfully protected speech on social media. Personal use of social media should not interfere with job duties, responsibilities to the University and others affiliated with the University, or co-workers.

      • Personal Disclaimer: To avoid confusion between professional and personal social media activity employees are encouraged to include a statement on personal social media accounts that acknowledges statements and messages made from the account reflect their personal views only, and not those of the University.
      • University Standards for Individuals: When communicating on social media, it is important to act in manner that is consistent with applicable University policies.
      • No University Marks: The University does not authorize individuals to use University logos or trademarks on their social media accounts, therefore no University logos or trademarks should be incorporated into posts on personal social media accounts except as permitted by University policy. See UConn’s Trademark Licensing and Branding Standards.
      • Sharing University News: University faculty and staff are encouraged to repost and share publicly available information about the University on social media. Sharing the original source of the information is preferred, such as press releases, articles on UConn Today, etc. Personal social media accounts should not be used for announcing official University news if not otherwise announced publicly. Formal news announcements should be made by the University.
      • Maintain Confidentiality: Do not post confidential or proprietary information about the University, its students, its alumni, or fellow employees. Use good ethical judgment and follow University policies and federal requirements, such as HIPAA and FERPA.
      • Rights of Others: Content shared on social media must respect the copyright and other intellectual property rights of others, even if the content was shared online by others.
      • Strive for Accuracy: Check the facts before posting them on social media. Review content for grammatical and spelling errors. See UConn’s Editorial Guidelines.
      • Terms of Use: Be aware of terms of service for the social media platforms. The service may be “free” to use, but that use is subject to contractual terms binding on the user.
      • Emergency Notifications: University Communications is the official source of information during emergencies and other major campus events. It is recommended that University faculty and staff share or repost messages from University Communications during these moments to ensure information is communicated accurately and consistently.
      • Basic Tips: Basic tips for using social media are often the most important for avoiding unwanted issues.

      A few helpful reminders include:

      Be Active: Social media should be social. Engaging with others can be rewarding, when done constructively. Sometimes it is better to not engage too.

      Be Respectful: Social media is a unique social environment. Be respectful of others’ views, regardless of how unartfully or inappropriately communicated.

      Think Twice: Social media is a public platform. Consider whether you would make a statement on social media at a conference or to the media before posting.

      Non-Compliance

      This policy is intended to help inform University faculty and staff of their existing responsibilities to use social media in a responsible manner. A failure to conform to the guidelines established by this policy could result in disciplinary action, personal liability or other penalties, particularly where social media is used in a manner that violates University policy, laws regarding the privacy of information, infringes on copyright or the intellectual property rights of others, or that is threatening, harassing or otherwise illegal.

      Additional Notes

      This policy was prepared by University Communications to apply to all forms of social media, such as Facebook, Twitter, Instagram, Snapchat, blogs, YouTube, Flickr, text messages, and other, lesser known platforms. These standards may be updated from time to time. Active users of social media at the University should regularly consult these standards.

      As explained above, this policy is intended to complement existing University policies and guidelines.

      Questions on these standards or the use of social media generally should be directed to University Communications.

      Policy Revised:  November 29, 2018

      Policy Created*: June 18, 2018

      *Approved by the Vice President of Communications

      Paid Sick Leave for Certain Temporary Employees

      Title: Paid Sick Leave for Certain Temporary Employees
      Policy Owner: Payroll Department
      Applies to: Temporary Classified Employees
      Campus Applicability:  Storrs and Regional Campuses
      Effective Date: August 19, 2014
      For More Information, Contact Payroll Department
      Contact Information: (860) 486-2423
      Official Website: http://www.payroll.uconn.edu/

       

      REASON FOR POLICY

      The purpose of this policy is to comply with CT Public Act 11-52 (CGS 31-57r through 31-57w), and administer paid sick leave to certain classified employees who meet the definition of ‘service worker’, but do not receive paid sick leave under a collective bargaining agreement.

      APPLIES TO

      This policy applies to certain temporary classified employees at the University of Connecticut, Storrs and Regional Campuses who meet the definition of ‘service worker’ but do not receive paid sick leave under a collective bargaining agreement.

      DEFINITION

      A ‘temporary position’, as defined by the State Personnel Act, is a position in state service (classified) which is expected to require the services of an incumbent for a period not in excess of 6 months.  A ‘service worker’ is defined under CT Public Act 11-52 (CGS 31-57r through 31-57w): http://www.ctdol.state.ct.us/wgwkstnd/SickLeaveLaw.htm

      POLICY STATEMENT

      Accrual of Paid Sick Leave:

      Certain temporary classified employees of the University of Connecticut begin to accrue paid sick time beginning January 1, 2012 or upon hire, whichever is later, under the following terms and conditions:

      1. Eligible employees accrue one hour of paid time for every forty (40) hours actually worked.
      2. The maximum accrual of sick time hours is forty (40) hours per calendar year.
      3. Eligible employees may carry over a maximum of 40 hours of unused sick time from one calendar year into the next but the employee shall not be able to use more than the forty (40) hours in one (1) calendar year.
      4. Under no circumstances are eligible employees entitled to any payout for accumulated but unused sick leave.

      Use of Paid Sick Leave:

      Eligible employees shall be entitled to the use of accrued paid sick leave upon the completion of their 680th hour of employment with the University measured from January 1, 2012 or from their date of hire if hired after January 1, 2012.

      Sick leave must be taken in one (1) hour increments

      A maximum of forty (40) hours of sick leave may be used each calendar year.

      Sick leave may only be used in lieu of previously scheduled hours.

      Pay Rate for Sick Leave:

      Sick leave will be paid at the employee’s normal hourly rate at the time the leave is taken.

      Reasons for Use of Paid Sick Leave:

      Eligible Employees may only use accrued paid sick leave for the following reasons:

      1. To treat the employee’s own illness, injury or health condition; for the medical diagnosis, care or treatment of the employee’s own mental illness or physical illness, injury or health condition; or for preventative medical care for the employee.
      2. For the treatment of the employee’s child’s or spouse’s illness, injury or health condition; the medical diagnosis, care or treatment of an employee’s child’s or spouse’s mental or physical illness, injury or health condition; or preventative medical care for the employee’s child or spouse.
      3. For the employee’s treatment or services related to the employee’s status as a victim in a family violence or sexual assault incident, for the medical care or psychological or other counseling for physical or psychological injury or disability; to obtain services from a victim services organization; to relocate due to such family violence or sexual assault; to participate in any civil or criminal proceedings related to or resulting from such family violence or sexual assault.

      Notice:

      If the reason for the sick leave is foreseeable, the employee must provide at least seven (7) days advance notice to their supervisor,or if the leave is not foreseeable, the employee must provide as much notice as is practicable.

      Documentation:

      Documentation signed by a health care provider indicating the need for the number of days taken may be required by the employee’s supervisor for leaves of three (3) or more consecutive days.

       

      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, applicable collective bargaining agreements, and the University of Connecticut Student Conduct Code.

      PROCEDURES/FORMS

      Resources to assist hiring departments in administering this policy can be found on the Payroll Department website at http://www.payroll.uconn.edu