Facilities and Safety

Restriction on Lithium-Ion Battery Motorized Personal Transportation Vehicles (MPTV) Policy

Title: Restriction on Lithium-ion Battery Powered Motorized Personal Transportation Vehicles within University Owned and/or Managed Buildings
Policy Owner: University Safety
Applies to: Students, Workforce Members, and Visitors
Campus Applicability: All Campuses
Approval Date: August 30, 2023
Effective Date: August 31, 2023
For More Information, Contact: University Safety, University of Connecticut Fire Department
Deputy Fire Chief & Executive Officer
Contact Information: UConnFire@uconn.edu
Official Website: https://universitysafety.uconn.edu/fire/safety/

BACKGROUND

The proliferation and utility of lithium-ion battery powered motorized personal transportation vehicles (MPTVs) (e.g., mopeds, scooters, e-bikes, etc.) throughout the University of Connecticut (UConn) has led to a significant community safety concern as these devices are charged, stored, and utilized within University owned and occupied buildings.

Lithium-ion and lithium metal batteries, when incorrectly charged or stored, can create thermal runaway in which the lithium-ion cell enters an uncontrollable, self-heating state, resulting in the ejection of gas, shrapnel and/or particulates, extremely high temperatures, smoke, and fire. This can result in high intensity flame and noxious gases that pose a serious risk to life safety, and can cause catastrophic property damage.

PURPOSE

To reduce the risk of safety hazards, property damage and potential disruption to business continuity by enacting a  University-wide restriction on the charging, storage, and use of lithium-ion battery-powered motorized personal transportation vehicles (MPTVs) within all University-owned and/or managed buildings and the University’s electrical infrastructure. The storage, charging, and maintenance of Motorized Personal Transportation Vehicles within University owned or managed buildings, or through use of the University’s electrical infrastructure, is strictly prohibited.

APPLIES TO

All University students, staff, faculty, and visitors, and University-owned and/or managed buildings across all campuses.

DEFINITIONS

Associated Electrical Infrastructure: the equipment and services necessary to take electrical energy generated and transmitted for end-use. Charging MPTVs within University owned and/or managed buildings and their associated electrical infrastructure transfers the risk of life safety hazards and property damage to areas that may directly impact business continuity (e.g. academic and operational buildings). A building’s interior and exterior electrical infrastructure may not be rated to handle such electrical demands. 

Motorized Personal Transportation Vehicle (MPTV): a vehicle or device used for human transport that does not require a license to operate and utilizes a fuel or battery driven motor for propulsion (e.g., electric bicycle, electric skateboard, hoverboard, self-balancing electric scooter, gasoline powered scooter, moped, etc.).

Lithium-Ion (Li-ion) Battery: a type of rechargeable battery composed of cells in which lithium ions move from the negative electrode through an electrolyte to the positive electrode during discharge and back when charging. These cells use an intercalated lithium compound as the material at the positive electrode, and typically graphite at the negative electrode.

POLICY STATEMENT

The storage, charging, and maintenance of MPTVs within University-owned and/or managed buildings, or through use of the University’s electrical infrastructure is strictly prohibited. Exceptions to this Policy are MPTVs that are used for medical purposes (e.g., lithium-ion battery powered wheelchairs) and items used in approved and supervised research activities.

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.

PROCEDURES

University Building owners and stewards (e.g., Residential Life, School of Engineering, Student Union, Athletics, etc.), and their designees, will support compliance and enforcement of this policy by  notifying occupants and visitors through messaging (e.g., signage, internal email communication, etc.). University Building owners will direct removal of MPTVs from within buildings when device owners are unresponsive to compliance.

Any lithium-ion batteries, or powered devices that display signs of pending Thermal Runaway (e.g., bulging, off-gassing, high temperature production, etc.) are an immediate danger to life and health, and shall result in a notification to University Safety/public safety authorities via 9-1-1.

REFERENCES

Residential Life, University of Connecticut (2022). 2022-2023 Housing Contract. https://reslife.uconn.edu/wp-content/uploads/sites/3384/2023/03/UConn-Reslife_Housing_Contract-2022-2023-.pdf

POLICY HISTORY

Policy created: August 30, 2023 (Approved by the Senior Policy Council and the President)

Code Compliance for University Events and Projects, Policy on

Title:  Code Compliance for University Events and Projects, Policy on
Policy Owner: Division of University Safety
Applies to: The University workforce, students, others
Campus Applicability: All Campuses 
Effective Date: April 6, 2022
For More Information, Contact Fire Marshal and Building Inspector’s Office
Contact Information: buildinginspector@uconn.edu
Official Website: https://universitysafety.uconn.edu/fmbio/

BACKGROUND

The Fire Marshal and Building Inspector’s Office (FMBIO) provides regular inspection, incident investigation, construction and/or event permitting, as well as consultation on matters relevant to design, construction, renovation, maintenance, and use of structures, systems, and related assets. CGS 29-252a (h) and State Building Code (SBC) 105.2.4 exempt a state agency from being required to obtain a building permit from the local building official, however, the University of Connecticut and the State Building Inspector have determined that any University of Connecticut work which is subject to building permit by the SBC shall be permitted through the Fire Marshal and Building Inspector’s Office.

PURPOSE

To provide a safe environment through the enforcement of building and fire safety codes in compliance with the University’s Memoranda of Understanding (MOU) with the Department of Administrative Services (DAS), Connecticut General Statutes and State Building Code.

DEFINITIONS

Workforce: Employees, volunteers, trainees, and other persons whose conduct, in the performance of work for the University, is under the direct control of the University, whether or not they are paid by the University.

POLICY STATEMENT

Members of the workforce, including contractors or subcontractors, who intend to perform any of the following must contact the FMBIO to determine if code compliance is applicable and if a permit is required:

  • construct, enlarge, alter, repair, move, demolish, or change the occupancy of a building or structure;
  • perform any work related to electrical, gas, mechanical or plumbing systems;
  • organize an indoor or outdoor event, activity, or assembly attended by fifty (50) or more people in a space outside the scope of its intended use[1], or that involves tents, pyrotechnics, amusement rides, open flames, cooking and/or heating food, or alcohol.

In addition to the above-listed instances in which FMBIO review is required, it is recommended that the University and its agents contact the building inspector regarding all work to buildings and structures before that work commences.

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 Student Code.

PROCEDURES

Contact the FMBIO prior to initiating work or organizing events, activities or assemblies attended by fifty (50) or more people.

The building inspector may make a determination as to whether proposed work is subject to a building permit based on submission of a brief description of the work. If a review of the State Building Code determines that a building permit is not required for the proposed work, a letter indicating such will be returned with the submitted documents.

The Fire Marshal may make a determination regarding whether indoor or outdoor events, activities, or assemblies of 50 or more people require a permit based on submission of a brief description of the activity.

REFERENCES

CGS Chapter 541 Part II

CGS 29-252a

POLICY HISTORY

Policy created: April 06, 2022 [Approved by President’s Senior Policy Council

Revisions:

[1] Existing spaces are permitted and approved for specific capacity and intended use during construction. Therefore, when any space of an existing building is used as it was originally intended, a new permit is not required (e.g., holding a class in a classroom). If an activity is planned in a space that requires increased capacity or added features such as enhanced technology, lighting, installation of a stage, amplification of sound, use of displays, etc., then a permit is required.

Residential Rental Properties, Policy on

Title: Residential Rental Properties, Policy on
Policy Owner: Facilities Operations
Applies to: Existing and Potential: Faculty, Staff, Visiting Scholars and Guests
Campus Applicability: Storrs Currently. If the University acquires residential rental property at any other campus it will apply to such property
Effective Date: May 3, 2019
For More Information, Contact Lynn Hallarin, Director, Business Services Center
Contact Information: 860-486-3632
Official Website: https://rentalproperties.uconn.edu/

REASON FOR POLICY

It is strategically important for UConn to provide and manage short- and long-term housing options for the recruitment and retention of faculty, staff, visiting scholars and other UConn guests. Accordingly, it is University policy to provide housing that is well maintained, attractive and marketable. It is also important that all University owned rental housing be maintained and operated in an economically efficient manner.

POLICY STATEMENT

The Rental Properties Unit of UConn’s Facilities Operations & Building Services maintains a portfolio of rental properties with rental rates designed to support the expenses and improvements necessary to sustain and maintain the portfolio.  Rental properties shall only be made available to Storrs Campus Faculty and Staff, Visiting Scholars and other guests.

The portfolio is comprised of two categories of units: (1) apartments in The Oaks on the Square in Storrs Center; and (2) University-owned houses.   The first category is established to support institutional recruitment and retention objectives, while the second category is to be maintained as a long-term, self-sustaining University asset.

The allocation of rental properties shall be managed in a fair, equitable and open manner.  Rental requests can be initiated in one of two ways: (a) by a Host (defined below); or (b)  by an individual who is a member of the Storrs Campus faculty or staff, a visiting scholar or other UConn guest, as applicable.

Rent will be paid for all rental properties. The amount of rent that is charged will be determined on a market basis through an appropriate analysis.  Rent will be paid either by the individual occupying the property or by the Host.

All rentals must be memorialized in a written agreement signed by an authorized UConn representative and the licensee. The agreement must specify the licensee, the rent, who is paying the rent and the duration of the rental period..

If a Host is paying the rent, that must be reflected in the written agreement and the agreement must be signed by an authorized representative of the Host.

If the occupant does not pay rent, the fair market value of the rent may be taxable income to the occupant subject to withholding and tax reporting.  The occupant will be responsible for all associated tax liability. To facilitate compliance with tax laws, the Rental Properties Unit of Facilities Operations will notify UConn’s Tax & Compliance Office of all rentals where the occupant is not paying rent (e.g. rents is being paid by Host or no rent is paid).

The Executive Vice President for Administration and Chief Financial Officer (or the successor in function) , in consultation with the Real Estate Working Group, establishes, and approves  any changes to, procedures to implement this Policy.

APPLIES TO

Property covered:  All residential rental properties managed by Facilities Operations.  It does not apply to property managed by Residential Life.

Persons covered:  Storrs Campus Faculty and Staff, visiting scholars and other UConn guests. This policy will apply in the event that UConn acquires residential properties at other campuses.  Residential rental properties are not intended for use by students enrolled in UConn undergraduate, graduate or other programs.

DEFINITIONS

“Host” means the UConn Administration, department or academic unit sponsoring the individual who is seeking UConn housing.

“Guest” means Special Payroll employees, long-term consultants, candidates for employment, guest performers (e.g. CRT actors), guest speakers and others similarly situated.

“Storrs Campus Faculty and Staff” means individuals who are regular UConn employees and are employed to work at the Storrs Campus.

“Visiting Scholar” means an expert in an academic discipline or disciplines with a short-term residency at UConn for mutual intellectual enrichment and collaboration.  These individuals are typically scholars or artists on leave from other institutions. However, “Visiting Scholars” also may be unaffiliated and distinguished in their fields, or they may be representatives of governments, higher education institutions or other institutions on official business.  Undergraduate and graduate students are not visiting scholars.

WAIVER AUTHORITY

The President’s office may make exceptions to this Policy or waive the Rental Criteria when it is in the best interest of the University.

ENFORCEMENT

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

SUPERCEDENCE

This policy supersedes and replaces the present “Policy on Residential Rental Properties” which was effective on August 28, 2017.

INFORMATION/FORMS

Information and forms can be found at http://rentalproperties.uconn.edu/.

Pricing and other information about rental properties (not including The Oaks) can be found at http://rentalproperties.uconn.edu/ under the “Houses” link.

Pricing and other information about The Oaks can be found at http://rentalproperties.uconn.edu/apartments/.

POLICY HISTORY

Policy created:  Approved by the President’s Cabinet (8/28/2017)

Policy revised: 5/3/2019

Alcoholic Beverage Sales and Service Policy

Title: Alcoholic Beverage Sales and Service, Policy on
Policy Owner: Department of Dining Services
Applies to: Students, Employees, Others
Campus Applicability: All Campuses
Effective Date: October 23, 2017
For More Information, Contact Department of Dining Services or
UConn Health
Contact Information: (860) 486-3128 (Storrs/Regional Campuses)
(860) 679-4177 (UConn Health)
Official Website: http://www.dining.uconn.edu

PURPOSE

To provide specific requirements for the sale and/or service of alcoholic beverages at University sponsored events.

SCOPE

This policy does not apply to non-University on-campus entities (such as the University of Connecticut Foundation and the Nathan Hale Inn) or off campus Athletic venues.

DEFINITIONS

University Sponsored Events: An official activity, function or meeting operated and/or financially supported by the University of Connecticut, whether on- or off-campus.

Permanent Installation: A permanent foodservice operated by the Department of Dining Services on a Regional Campus.

POLICY STATEMENT

Alcohol Service on University Campuses: The Department of Dining Services is the sole liquor permit-holder on University campuses with a Permanent Installation, and is solely responsible for ensuring the proper service of alcohol at any on-campus University Sponsored Event where a Permanent Installation exists. Campuses with a Permanent Installation must use the Department of Dining Services to serve alcohol. At campuses without a Permanent Installation (except UConn Health) departments must seek approval from the Department of Dining Services to use an alternate service. Requests must be approved in writing by the Department of Dining Services. At UConn Health, requests must be approved in writing by the Dean of the School of Medicine, the Dean of the School of Dental Medicine, or the Chief Administrative Officer, as appropriate.

Alcohol Service at Off-Campus University Sponsored Events:  If alcohol is to be served at an off-campus University Sponsored Event, the individuals responsible for event planning must ensure that the sale and/or service of alcohol complies with this policy.

Sales and Service of Alcoholic Beverages

Alcoholic beverages may be possessed, served, sold or consumed at a University Sponsored Event or Permanent Installation only under the following conditions:

  • In no circumstances may alcohol be purchased with University funds or Trustee student organization fees, either directly or indirectly. For example, funds used to purchase food or cover facility fees may never subsidize the purchase of alcohol.
  • Service and sale of alcoholic beverages is covered by an appropriate liquor permit. At campuses with a Permanent Installation, this is the Department of Dining Services’ liquor permit. At campuses without a Permanent Installation, including UConn Health, this is an approved vendor or caterer’s liquor permit.
  • Alcohol servers are TIPS (Training for Intervention Procedures) certified.
  • Alcoholic beverages are served as a complement to a planned program or event with a legitimate University business purpose.
  • Alcoholic beverage service is accompanied by food service and non-alcoholic beverage alternatives in amounts sufficient for all attendees.

Additional restrictions include:

  • Alcohol service is prohibited in academic buildings while classes are in session in that building. At UConn Health, exceptions must be approved in writing by the appropriate Dean or the Chief Administrative Officer.
  • University employees may not host department meetings or gatherings on campus and supply their own alcohol.
  • At campuses with a Permanent Installation, all alcohol service must be arranged, purchased, and served by the Department of Dining Services. External caterers may not provide alcohol on these campuses.
  • No alcoholic beverages may be served for any group of students of the University, or for any function, where it is reasonable to expect consumption by persons under the age of twenty-one years.

Campuses without the Presence of the Department of Dining Services

If alcohol is to be served at a University Sponsored Event at a campus without a Permanent Installation (except UConn Health), the individuals responsible for event planning must first submit a request for approval to the Department of Dining Services. This form is located at https://dining.uconn.edu/alcohol-request-form/. At UConn Health, requests must be submitted using this form and approved by the Dean of the School of Medicine, the Dean of the School of Dental Medicine, or the Chief Administrative Officer, as appropriate.

Exceptions to this policy may be granted by the Office of the President. At all times, any entity serving alcohol on campus must have the appropriate liquor permit.

ENFORCEMENT

This policy is intended to complement existing University policy regarding alcohol, including but not limited to, the General Rules of Conduct, Student Code, and the University Policy on Alcohol and Other Drugs.

Violations of these policies 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.  Depending on the nature and severity of the violations, additional sanctions may be enacted.

Space Management Policy

Title: Space Management Policy
Policy Owner: University Planning, Design & Construction (UPDC)
Applies to: Faculty, Staff
Campus Applicability: All campuses except UConn Health
Effective Date: June 12, 2017
For More Information, Contact University Planning, Design & Construction (UPDC)
Contact Information: (860) 486-2776
Official Website: https://space.uconn.edu/

REASON FOR POLICY

The availability of facilities and space plays an important role in advancing the mission and goals of the University of Connecticut. It is in the University’s best interest to allocate space in an objective and consistent manner based on the University‘s mission and priorities.

APPLIES TO

This policy applies to the Storrs and all regional campuses and designated affiliates or approved units of the University of Connecticut at those campuses. This policy does not apply to UConn Health.

POLICY STATEMENT

All space belongs to the University and is assigned to units, schools, departments or programs based on University’s priorities and the functional requirements of each user group.  The University may reallocate space at any time as needs and priorities change.

Decisions regarding the allocation of occupied and unoccupied space are based on campus and program priorities, Academic and Strategic Plans, the Master Plan for the campus, and overall need.

The President of the University has ultimate authority over space assignments. The Provost, Vice Presidents, and Division of Athletics Director are responsible for allocating and managing space occupied by activities under their control or within their divisions in accordance with the University’s Space Planning Guidelines.

The Office of the Provost and Executive Vice President for Academic Affairs has overall responsibility for the equitable and optimal use of academic and research space resources, with final authority over all UConn academic and research space assignments and designations in collaboration with the Office of the Executive Vice President for Administration and Chief Financial Officer.

The Office of the Executive Vice President for Administration and Chief Financial Officer has final jurisdiction over all UConn non-academic and non-research spaces in collaboration with the Office of the Provost and Executive Vice President for Academic Affairs except for those spaces identified below.

All space occupied  by the Division of Student Affairs (e.g. Student Union, Recreation Center) will be the responsibility of the Vice President for Student Affairs in collaboration with the Office of the Provost and Executive Vice President for Academic Affairs and the Office of the Executive Vice President for Administration and Chief Financial Officer.

All space occupied  by the Division of Athletics will be the responsibility of the Director of Athletics in collaboration with the Office of the Provost and Executive Vice President for Academic Affairs and the Office of the Executive Vice President for Administration and Chief Financial Officer.

The University Planning office within University Planning, Design and Construction is responsible for reviewing space requests and making recommendations to the appropriate authority.

The four officers with authority over space will coordinate all significant space decisions with the Office of the President.   The President as the chief executive and administrative officer of the University has the authority and responsibility to make all final decisions regarding space.

PROCEDURES AND GUIDELINES

For roles and responsibilities: Space Planning Procedures.

For assigning space: Space is assigned in accordance with the Space Planning Guidelines.

Requesting additional space or making modifications to existing space is governed by Space Planning via the Space Planning & Management Request Form

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:

Policy created:  6/12/2017 (Approved by Cabinet)

Protection of Minors and Reporting of Child Abuse and Neglect Policy

Title: Protection of Minors and Reporting of Child Abuse and Neglect, Policy on
Policy Owner: Department of Human Resources
Applies to: All personnel associated with the University including faculty, staff, volunteers, graduate and undergraduate students, interns, residents and fellows.
Campus Applicability: All University campuses including Storrs, regional campuses, the Law School and UConn Health (University)
Effective Date: August 9, 2018
For More Information, Contact Minor Protection Coordinator / Department of Human Resources
Contact Information: (860) 486-4510
Official Website: http://hr.uconn.edu/minor-protection

1.  Reason for Policy

The University of Connecticut is committed to promoting a high quality, secure and safe environment for minors who are active in the University community. This policy and the accompanying procedures establish consistent standards intended to support the University in meeting its commitments to promote protection of minors who participate in activities sponsored by the University and to inform all members of the University community of their obligation to report any instances of known or suspected child abuse or neglect.

2.  Applies to

This policy applies to all University employees, including faculty, staff, volunteers, graduate and undergraduate students, interns, residents and fellows. Except as provided below, it also applies to any activity that takes place on University property or is sponsored by the University and is open to the participation of minors.

This policy does not apply to: (1) events open to the public where parents/guardians or adult chaperones are expected to accompany and supervise their children; (2) undergraduate and graduate programs in which minors are enrolled for academic credit or have been accepted for enrollment for academic credit; (3) students who are dually enrolled in University credit-bearing courses while also enrolled in elementary, middle, and/or high school, UNLESS such enrollment includes overnight housing in University facilities; (4) minors employed by the University; (5) field trips or visits to the University that are solely supervised by a minor’s school or organization; (6) patient-care related activities relating to minors; (7) non-University programs undertaking activities in or on University land or facilities under the sole supervision of said program; (8) University programs that take place outside of the University under the supervision of a separate organization; (9) licensed child care facilities; and (10) other activities granted advance and written exemption from part or all of this policy.

3.  Definitions[1]

A. Authorized Adult: A University employee, student, or volunteer (paid or unpaid) who has (1) successfully passed a Background Screening within the last four years, (2) completed the University minor’s protection training within the last year, and (3) has been registered with the University’s Minor Protection Coordinator.

B. University Sponsored Activities Involving Minors: A program or activity open to the participation of minors that is sponsored, operated, or supported by the University and where minors, who are not enrolled or accepted for enrollment in credit-granting courses at the University or who are not an employee of the University, are under the supervision of the University or its representatives.

C. Background Screening: A criminal history search that is consistent with University criminal background check policies and that has been successfully completed within the past four years. Such criminal history search must include the following searches by a nationally recognized background check vendor:

i.    Social Security Number verification/past address trace;

ii.   federal criminal history record search for felony and misdemeanor convictions covering, at minimum, the last seven years in all states lived in;

iii.   a statewide or county level criminal history record search for felony and misdemeanor convictions covering, at minimum, the last seven years in all states lived in; an;

iv.   sex offender registry searches at the county level in every jurisdiction where the candidate currently resides or has resided.

D. Child Abuse: A non-accidental physical injury to a minor, or an injury that is inconsistent with the history given of it, or a condition resulting in maltreatment. Examples include but are not limited to, malnutrition, sexual molestation or exploitation, deprivation of necessities, emotional maltreatment, or cruel punishment.

E. Child Neglect: The abandonment or denial of proper care and attention (physically, emotionally, or morally) of a minor, or the permitting of a minor to live under conditions, circumstances, or associations injurious to the minor’s well-being.

F. Minor: Any individual under the age of 18, who has not been legally emancipated.

G. Mandated Reporter: An individual designated by the Connecticut law as required to report or cause a report to be made of Child Abuse or Child Neglect. All employees of the University, except student employees, are Mandated Reporters under state law.

H. Minor Protection Coordinator: An individual designated by the University to develop procedures to implement this policy and best practices for the protection of minors involved in University Sponsored Activities Involving Minors, and to provide coordination, training, and monitoring in order to promote the effective implementation of this policy.

4.  Reporting Child Abuse/Neglect

Pursuant to state law, all University employees (except student employees) are Mandated Reporters of Child Abuse and/or Child Neglect and must comply with the reporting requirements in Connecticut’s mandated reporting laws. See Conn. Gen. Stat. §§17a-101a to 17a-101d.

Connecticut state law, requires that reports of known or suspected child abuse or neglect be made orally, as soon as possible (but no later than 12 hours), to law enforcement or the Connecticut Department of Children and Families (DCF), and followed up in writing within 48 hours.

DCF’s 24-hour hotline for reporting suspected Child Abuse or Child Neglect is (800) 842-2288, and additional guidance on these reporting requirements may be found here:

https://portal.ct.gov/DCF/1-DCF/Reporting-Child-Abuse-and-Neglect (Last accessed July 23, 2018).

University employees are protected under state law for the good faith reporting of suspected Child Abuse or Child Neglect, even if a later investigation fails to substantiate the allegations.

In addition to this statutory reporting requirement, University employees must also comply with any other University policies that impose additional reporting obligations, such as the Policy Against Discrimination, Harassment, and Related Interpersonal Violence.

5.  Requirements for University Sponsored Activities Involving Minors

To better protect Minors participating in activities sponsored by the University, all University Sponsored Activities Involving Minors must meet the following requirements, in addition to any applicable federal, state, or local law, and all University policies. Please Note: A more comprehensive description of the following requirements are detailed in the accompanying procedures.

A.   University Sponsored Activities Involving Minors must register with the University’s Minor Protection Coordinator with sufficient advance notice to confirm the requirements of this policy have been met.

B.   No individual, paid or unpaid, shall be allowed to supervise, chaperone, or otherwise oversee any Minor who participates in University Sponsored Activities Involving Minors unless he or she is an Authorized Adult.

C. All University Sponsored Activities Involving Minors must implement standards to safeguard the welfare of participating Minors. At minimum, all University Sponsored Activities Involving Minors must implement and comply with University standards of conduct included in the accompanying procedures.

D. All University Sponsored Activities Involving Minors are subject to periodic audits to verify compliance with this policy and the accompanying procedures.

E. Any exceptions to these requirements must be requested with sufficient notice and approved in writing by the Minor Protection Coordinator, in consultation with Minor Protection Oversight Committee prior to the start of program operations.

6.  Enforcement

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

Policy History

Policy Created: April 1, 2016 [Approved by the President’s Cabinet]

Revisions:  August 9, 2018

Procedures

Procedures for the Protection of Minors and Reporting of Child Abuse and Neglect can be found at: http://minorprotection.uconn.edu/wp-content/uploads/sites/1652/2016/03/Procedures-for-the-Protection-of-Minors-and-Reporting-of-Child-Abuse-and-Neglect.pdf. 

 

Footnotes

[1] Several of these definitions are adapted in whole or in part from the Connecticut General Statutes. See Conn. Gen. Stat. § 120. For additional guidance from the Connecticut Department of Children and Family Services about the definitions of child abuse and neglect, see https://portal.ct.gov/DCF/1-DCF/Reporting-Child-Abuse-and-Neglect. (Last accessed 7/23/2018.) Back

Contractor Parking Policy

Title: Contractor Parking Policy
Policy Owner: Planning Architectural & Engineering Services and Parking Services
Applies to: Contractors, Construction Managers and Workers
Campus Applicability: Storrs and Depot Campuses
Effective Date: January 2016
For More Information, Contact Parking Services
Contact Information: (860) 486-4930
Official Website: park.uconn.edu

Reason for Policy

Parking capacity on UConn’s Storrs campus is very limited and highly demanded.  Parking privileges on the Storrs campus must therefore be judiciously allocated among institutional stakeholders and contractors to maximize the benefits to each.

Applies to

This policy applies to all general and trade contractors, construction managers, trucking and delivery drivers and workers while conducting University-contracted business at the Storrs and Depot Campuses.

DEFINITIONS OF VEHICLE TYPES

Personal Vehicle

A personal (or worker) vehicle is one that is owned by an individual and primarily used to transport an individual or a group of individuals to and from a worksite or place of employment.

Contractor Vehicle

A contractor vehicle is one that is owned by a business and is primarily used for business.  Examples of contractor vehicles include pick-up trucks, work vans or company cars upon which the business identification is permanently displayed.

Construction Equipment

Construction equipment is a vehicle that is owned, leased or rented by a University-contracted business primarily for use on a construction site to perform specific construction work or specific construction activity.  Examples of construction equipment include cranes, mobile cranes, backhoes, front-loaders and rollers.

Construction Delivery Vehicles

A delivery vehicle is one that is primarily used to transport materials or personnel to or from a worksite. Examples of delivery vehicles include dump trucks, tractor trailers, flatbed trailers and shuttles.

GENERAL PARKING POLICIES

All contractor or personal vehicles that are parked at the University of Connecticut’s Storrs campus, Mansfield Depot campus, Bergin Property or any other University property are required to obtain and conspicuously display a University parking permit.  Parking permits and their associated parking privileges are specifically issued either to an individual worker or a contractor.  Although those parking privileges are for the assigned holder, the physical permits may be moved between vehicles and may be used either by the assigned permit holder or a designee.  Any vehicle that does not display a valid parking permit will be subject to ticketing and/or towing at the vehicle owner’s expense.  Egregious or repeated parking policy violations can also lead to the suspension, withdrawal or withholding of parking permits and privileges at the University’s sole discretion.  Parking by contractors or workers at the North Garage or South Garage, or overnight parking of personal or contractor vehicles on University property is prohibited, unless previously approved by the University Representative in conjunction with Parking Services.

Location of Parking for Workers

During the University’s academic year, from mid-August to mid-May, workers can request and receive parking permits for personal vehicles in designated parking areas on the Mansfield Depot campus and the Bergin Property.  These two locations are located on State Route 44 and are approximately two miles from the main Storrs campus.  Parking permits that authorize parking on the Mansfield Depot campus and Bergin Property will be issued to contractors and workers at no-charge and may be used in personal or contractor vehicles.  Parking permits are issued on a space-available and first-come, first-served basis.  There is no personal vehicle parking on the main Storrs campus for workers during the University’s academic year, except as specified herein.

During the University’s summer term (mid-May to mid-August), workers can request and receive no-charge parking permits for personal vehicles at designated parking lots at the perimeter of the main Storrs campus on a space available basis.  University Parking Services will assign separate and distinct contractor parking permits based on availability at locations in closer proximity to worksites, most typically on student parking lots such as Lots C, W and X.

Permitting Process

All parking permits can be obtained at the University’s Parking Services office located at 3 Discovery Drive in Storrs, CT.  The Parking Services office is open on all non-holiday business days, typically from 8am to 4:30pm.  Parking Services can be reached by telephone at (860) 486-4930 and by email sent to parkingservices@uconn.edu.

In order to obtain a parking permit, the University requires a valid driver’s license, current vehicle registration and proof of automobile insurance.  Parking permits are issued for a fixed term and any associated fees must be paid at the time of permit issuance.  Parking permits provided free of charge or purchased are typically issued for periods of one or more months, one or two semesters, or for one year (12 months).  Each calendar year is divided into three semesters: Spring semester (January – May), Fall semester (August-December), and Summer semester (June – August).  An expiration date for all University parking permits are established at the time of their issuance.  Permit holders are responsible for obtaining new parking permits prior to their expiry date when the extension of their privileges is needed.

An administrative Lost Permit fee of $20 must be paid before a replacement will be issued.  The fee will be incurred whenever a lost permit is replaced and irrespective of its original purchase price.  The lost permit will be expired before its replacement is issued and cannot be reused if it is subsequently found.  If a permit that is reported as lost is found to be in use, it will be considered stolen and the University will act accordingly.

Transportation

It is the workers and/or the Contractor’s responsibility to arrange for transportation between the parking areas and the worksites when needed.  Use of the University shuttle bus system by workers for daily transportation is prohibited.

The Contractor may provide shuttle services for workers if it deems it necessary or desirable.  Shuttles shall not be parked on University property overnight unless there is prior approval from the University Representative in conjunction with Parking Services and the daytime shuttle bus parking location, whether operating or unattended, must have prior approval from the University Representative in conjunction with Parking Services.

Perimeter Lot Parking During the Academic Year

Contractors may request parking for personal or contractor vehicles in closer proximity to the worksite on a perimeter student parking lot during the academic year for the fee of $50.00 per month, payable in advance of the permit issuance.  These types of permits may be purchased for up to a six month period.  Perimeter lot parking permits are subject to availability and provide parking only on the specified lot.  These exceptional requests will be reviewed on a case-by-case basis and decisions will be predicated on factors related both to the project and the efficient operation of the University’s parking system.

Day Permits

Construction workers or contractors who are only on worksites infrequently may request day parking permit for their personal or contractor vehicles.  Infrequent is defined as coming to campus no more than once a week.  The cost of a day parking permit is $12.00 per day, payable in advance of the permit issuance.  Day parking permits authorize parking in a specific parking lot and will be issued on a space-available basis.   Day parking permits generally authorize parking in close proximity to the worksite when possible and their privileges may include specific University employee and/or student parking locations.  At the University’s discretion, day permit issuance may be suspended to any Contractor should the Worker or Company request a day permit more frequently than what is permitted.

Limits of Liability 

Workers and Contractors with parking permits should recognize that the lighting in parking lots varies greatly between locations, and that the permit holder accepts the conditions of the lots in “as is” condition.  The University provides no security in the parking lots and makes no representations regarding the security of the premises.  All Workers and Contractors park and use the lots at their own risk and the University is not responsible for any damages or theft that occur to vehicles or persons while utilizing the parking permits or lots.    The Contractor and/or Worker shall be responsible for any damage or harm it causes to others or to the property of others and for any damage it causes to University property (excepting normal wear and tear from use of the parking lots.

SITE-SPECIFIC PARKING POLICIES

Parking of Vehicles inside the Perimeter of a Worksite

The University understands that a certain number of vehicles are required on worksites in order to conduct the work.  However, the University does not support and will actively work to prevent oversizing the perimeter of a worksite in order to accommodate daily worker parking inside the worksite.  This is particularly true when a project’s site logistics plans specify the use or loss of University parking capacity.  The parking of personal vehicles on a worksite is highly discouraged, and only contractor vehicles, construction equipment and delivery vehicles should be on the worksite.

Construction equipment parked on the worksite does not require a parking permit.  If not in use, the long-term storage of construction equipment on worksites or University property without specific written permission by the University representative and Parking Services is prohibited.  Construction equipment is expected to remain on the designated worksite within the perimeter of the worksite.

Contractor vehicles making occasional or periodic material deliveries or being used in conjunction with specific work on the worksite do not require a parking permit when they are idle within the perimeter of a worksite.  Parking permits must be displayed in delivery vehicles used to transport materials to a worksite if they require parking outside the perimeter of the worksite after unloading.

Parking of Vehicles at Construction Field Offices

For each worksite, the primary general contractor or construction manager may request up to three (3) worksite parking permits for contractor vehicles to park at construction trailers.  There is no cost for these three (3) worksite parking permits and these permits allow the parking of contractor vehicles for administration of the project.  The three worksite parking permits are intended to satisfy the needs of the contractors and subcontractors combined on most projects.

For large projects, the general contractor or construction manager may need additional worksite parking permits for contractor vehicles associated with the administration of a project.  These additional contractor vehicles are intended to be situated adjacent to a project field office.  Requests for additional permits will be reviewed on a case-by-case basis by the University Representative in conjunction with Parking Services.  Additional contractor parking permits will be issued at the sole discretion of the University.  If any additional worksite parking permits (beyond the above-mentioned three no-charge contractor permits) are approved for parking contractor vehicles adjacent to field offices (or elsewhere as authorized by the University Representative and Parking Services), each permit will cost $50.00/month, payable in advance of their issuance. When bidding work, Contractor shall not assume such increase in allowable worksite parking permits will be granted.

Worksite Logistics Considerations

When reviewing the site logistics for a project, and determining the perimeter of a worksite, non-construction equipment parking capacity should be excluded or minimized to the extent possible.  The use of parking capacity for the long-term storage of material is strongly discouraged.  If any existing parking areas are to be utilized during construction, the contractor shall take photographs of the area prior to utilization and restore the areas to “like new” condition, including the parking surfaces, curbs, sidewalks, lawn, soil de-compaction, plantings and any other surrounding area or items that are damaged during use.

As a limited resource, the loss of parking can be disruptive on the University’s operations, and the effects on parking from construction activities must be planned for and mitigated.  Parking Services and the Transportation Planner must have the opportunity to review the site logistics plan prior to their finalization whenever the University’s parking access or capacity will be affected by a project.

The parking of personal vehicles at construction trailers without a worksite parking permit is prohibited.  The general contractor or construction manager may utilize its worksite parking permits for parking at worksite trailers if approved in advance as part of its site logistics plans.

Policy History

Effective January 2016 (approved by President’s Cabinet)

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/).

Open Flames, Hot Work, and other Heat Producing Activities, Policy on

 

Title: Open Flames, Hot Work, and other Heat Producing Activities, Policy on
Policy Owner: Division of Public Safety
Applies to: All members of the Storrs campus, Regional campuses, the Law School, the School of Social Work and UConn Health.
Campus Applicability: Storrs campus, UConn Health, Regional campuses, the Law School and the School of Social Work.
Effective Date: 4/24/2018
For More Information, Contact The Office of the Fire Marshall and Building Inspector
Contact Information: firemarshal@uconn.edu  (860) 486-4878
Official Website: http://publicsafety.uconn.edu/fmbio/

Purpose

The University of Connecticut is committed to promoting a safe and secure environment for the University community. As part of this commitment, the University recognizes that there are inherent public safety and fire safety risks and concerns with the use of open flame, pyrotechnic devices, fireworks, and hot work sources, especially so within the confines of a public assembly. The purpose of this policy is to outline acceptable and unacceptable uses of open flames, pyrotechnic devices, fireworks, and hot work on all University property.

Applicability / Source of Authority

The University Fire Marshal derives statutory authority to regulate, permit, limit, or terminate the use of open flames, pyrotechnic devices, fireworks, and hot work on University property and require parameters under which these activities may occur on University property through Connecticut General Statutes section 29-291, Connecticut General Statutes section 29-306, and a Memorandum of Understanding with the Connecticut Department of Construction Services. Concurrent with this authority, the University designates the University Fire Marshal as the Authority Having Jurisdiction to administer and enforce this policy, as well as serving as the designated point of contact between the University and the State Department of Construction Services (State Fire Marshal’s Office).

Definitions

“Hot Work” means the construction, maintenance or repair process utilizing a source of ignition and/or flammable material, including but not limited to cutting, soldering/brazing, grinding, welding, torch heating, and heat treatments.

POLICY STATEMENT

Given the risks associated with the use of open flame, pyrotechnic devices, fireworks, and hot work sources, alternative methods should be utilized when possible or practical.

Within the University’s jurisdiction, there are three generally accepted reasons for the regulated use of open flames and heat producing effects:

  1. To support ongoing construction, maintenance and repair “hot work.” These are controlled uses of flames/heat and are currently regulated by Division of Environmental Health and Safety policy, Factory Mutual (FM) Hot Work permitting processes, and/or unit specific procedures within Facilities Operations, all of which are approved by the University Fire Marshal.
  2. For academic research purposes such as heat treating, gas flame heating, and combustion research, which are regulated by the Division of Environmental Health and Safety, Connecticut General Statutes, and applicable national standards.
  3. For celebratory, student recreation, or food cooking purposes. These include fireworks, pyrotechnics, woodland camp fires, torch lighting ceremonies, and gas fueled heating appliances, which are regulated by Connecticut General Statutes and applicable national standards and all of which must be directly approved by the University Fire Marshal

To support the aforementioned acceptable uses, local department procedures may be created, provided that   any such procedure regarding flames or hot work must be created in consultation with, and approved by the University Fire Marshal prior to implementation.

Any use of open flames, hot work, pyrotechnic or flammable gas flame displays not covered within a local department procedure shall be requested through, and approved by, the University Fire Marshal and administered though the Office of the Fire Marshal and Building Inspector on a case by case basis. Such authorization to approve can be delegated to a designee within the UConn Fire Department or Division of Public Safety as needed.

The University Fire Marshal has administrative and statutory authority to order flames to be extinguished or for hot work to be discontinued when these activities represent a danger to public safety or that are not in administrative compliance with this policy. Such authorization to order extinguishment and/or discontinuance can be delegated to a designee within the UConn Fire Department or Division of Public Safety as needed.

When a request for the use of open flames, pyrotechnic devices, fireworks, and hot work is received that exceeds the scope of the statutory authority for University Fire Marshal approval, the University Fire Marshal will be the point of contact with the State of Connecticut Fire Marshal, who must authorize the request.

ENFORCEMENT

Violations of this policy may result in criminal prosecution and/or appropriate disciplinary measures in accordance with University By-Laws, General Rules of Conduct for All University Employees, applicable collective bargaining agreements, and Responsibilities of Community Life: The Student Code.

RELATED POLICY

See also: 

Health and Safety Policy.

Environmental, Health, and Safety (EHS) Requirements for Construction, Service, and Maintenance Contractors.

A User’s Guide (U Guide) to the Student Union.

 

POLICY HISTORY

Policy created: 04/24/2018 (Approved by President’s Cabinet)

 

Security Camera Policy

Title: Security Camera Policy
Policy Owner: Division of Public Safety & Office of the General Counsel
Applies to: Faculty, Staff
Campus Applicability:  Storrs, Regionals, and the School of Law
Effective Date: September 12, 2014
For More Information, Contact Director of Public Safety
Contact Information: (860) 486-4806
Official Website: http://publicsafety.uconn.edu

I.          Scope

This policy applies to the University of Connecticut at Storrs, the University’s regional campuses and the University’s School of Law.  The determination of whether a facility leased by the University, whether as lessor or lessee, will be subject to this policy will be made by the Chief of Police on a case-by-case basis, taking into consideration factors including the location of the facility, facility attributes, and the terms of the pertinent lease agreement.

This policy applies to all faculty and staff employed by, and to all schools and departments within, the University.  This policy shall not apply to use of cameras for reasons unrelated to surveillance activity, including remote monitoring of facilities construction and progress, videotaping of athletic events for post-game reviews, the use of cameras in connection with human subject and animal research (which use shall be governed by University policies governing research) the use of cameras in certain laboratories to ensure safe research practices, and the use of cameras for legitimate educational purposes.  Nor shall this policy apply to cameras used by law enforcement in the following manners: covert operations for the purpose of criminal surveillance; or mobile cameras used in, on, or about law enforcement or parking services vehicles; or body-worn or otherwise portable cameras used during the course of investigations or normal law enforcement functions; or parking enforcement cameras.

 

II.         Purpose

The purpose of this policy is to provide guidelines for the use of security cameras on property owned and/or utilized by the University in a way that enhances security and aids law enforcement while respecting the privacy expectations of members of the University community.

The primary purpose of utilizing security cameras in public areas is to deter crime and to assist law enforcement in enhancing the safety and security of members of the University community and University property.  The primary use of security cameras will be to record video images for use by law enforcement and other University officials charged with investigating alleged violations of law or University policy.

The existence of this policy does not imply or guarantee that security cameras will be monitored in real time continuously or otherwise.

III.        RELATED POLICIES

  • Acceptable Use, Information Technology
  • University Code of Conduct
  • General Rules of Conduct
  • The Student Code

IV.        Definitions

As used within and for the purposes of this policy, the following terms are defined as follows.

Chief of Police: the head of the Division of Public Safety or his or her designee.

Private areas: areas in which a person has a reasonable expectation of privacy, including, but not limited to,non-common areas of residence halls, residence hall corridors, bathrooms, shower areas, locker and changing rooms and other areas where a reasonable person might change clothes.  Additionally, areas designed for the personal comfort of University employees or the safeguarding of their possessions, such as lounges and locker rooms, and areas dedicated to medical, physical, or mental therapy or treatment shall be considered private areas for the purpose of this policy.

Public areas: areas made available for use by the public, including, but not limited to, campus grounds, parking areas, building exteriors, loading docks, areas of ingress and egress, classrooms, lecture halls, study rooms, lobbies, theaters, libraries, dining halls, gymnasiums, recreation areas, and retail establishments.  Areas of the University in which persons would not have a reasonable expectation of privacy, but to which access is restricted to certain University employees, such as storage areas, shall also be considered public areas for the purpose of this policy.

Security camera: a camera used for monitoring or recording public areas for the purposes of enhancing public safety, discouraging theft and other criminal activities, and investigating incidents.
Security camera recording: a digital or analog recording of the feed from a security camera.

Security camera system: any electronic service, software, or hardware directly supporting or deploying a security camera.

V.         Responsibilities and Authority

Responsibility for oversight of installation, maintenance, and utilization of security cameras and associated policies, standards, and procedures is delegated by the President of the University to the Chief of Police. This responsibility includes:

  1. creation, maintenance, and review of a campus strategy for the procurement, deployment, and use of security cameras, including this and related policies;
  2. designation of the standard campus security camera system or service;
  3. authorizing the  placement of all security cameras;
  4. authorizing the purchase of any new security camera systems;
  5. reviewing existing security camera systems and installations and identifying modifications required to bring them into compliance with this policy;
  6. creating and approving campus standards for security cameras and their use; and
  7. creating and approving procedures for the use of security cameras.

VI.        Control Elements

VI.1      Training

 

All personnel involved in the installation, maintenance or monitoring of security cameras: (a) will be instructed in the technical, legal and ethical parameters of appropriate camera use; and (b) will receive a copy of this policy and provide a written acknowledgment that they have read and understood its contents.

VI.2      Security Camera Placement

  1. University Police shall be solely responsible for the oversight of temporary or permanent security cameras on campus.  As such, all installations must be approved by them.  Schools, departments and offices desiring the installation and use of security cameras shall submit a request for such installation to University Police.  All proposals for the deployment of security cameras will include proposed sites for the placement of notifying signs (see Section VI.3. below).  Installation of video security applications shall be the financial responsibility of the requesting school, department or office.
  2. University schools, departments and offices presently utilizing security cameras shall promptly advise the University Police Department, which will review the location and utilization of the cameras and identify actions necessary to bring such usage into conformance with this policy.
  3. Consistent with the requirements of state law, security cameras utilized by the University will not record or monitor sound.  Audio recordings shall be prohibited unless permitted by law and specifically authorized by the Chief of Police.
  4. Use of security cameras shall be limited to public areas. Video surveillance shall be not conducted in private areas of the campus unless specifically authorized by the Chief of Police pursuant to a search warrant or otherwise. If needed, electronic shielding will be placed in the security camera so that the security camera cannot be used to look into or through windows into private areas.
  5. Where Security Cameras are permitted in private areas, they will, to the maximum extent possible, be used narrowly to protect persons, money, real or personal property, documents, supplies, equipment, or pharmaceuticals from theft, destruction, or tampering.
  6. Security cameras shall not be directed at the windows of any privately-owned residence not located on University property.
  7. Inoperative, placebo, or “dummy” security cameras shall NEVER be installed or utilized, as they may lead to a false sense of security that someone is monitoring an operational camera.

VI.3      Security Camera Monitoring and Review

  1. The University Police may monitor and review security camera feeds and recordings as needed to support investigations and to enhance public safety.  It is not intended or expected that security cameras will be routinely monitored in real time.
  2. With the prior approval of the Chief of Police, other University personnel may monitor and review security camera live feeds and recordings for purposes of public safety.
  3. Monitoring individuals based on characteristics of race, gender, ethnicity, sexual orientation, disability, or other protected classification is prohibited.  Seeking out and continuously viewing people becoming intimate in public areas is prohibited.

VI.4      Notification Requirements

Except in emergency or investigative situations, all locations with security cameras will have signs displayed that provide reasonable notification of the presence of security cameras.  The placement of the signs and the text on the signs will be subject to the approval of the Chief of Police.

Notification signs shall be placed in conspicuous areas in close proximity to the security cameras.  For buildings with interior cameras, this shall include, at a minimum, the placement of signs at all primary building entrances.  All such signs shall contain a notification that the cameras may or may not be monitored.

VI.5      Use of Recordings

Security camera recordings, with the approval of the Chief of Police, shall be used for the purposes of enhancing public safety, discouraging theft and other criminal activities, and investigating incidents (including the release of recordings by the Division of Public Safety to external law enforcement agencies).  Recordings from cameras whose primary function is not security (such as classroom lecture capture) may, with the authorization of the Chief of Police, be used for these purposes.

Security cameras shall not be utilized to conduct personnel investigations, such as those related to (but not limited to) work place attendance or work quality.  However, the University may utilize routine security camera recordings in support of disciplinary proceedings against employees and/or students, or in a civil suit or other proceeding involving person(s) whose activities are shown on the recording and relate to the proceeding. For example, the situation could be an arbitration or other proceeding and the proceeding could be by or against such person. Information obtained in violation of this policy may not be used in a disciplinary proceeding against a University student or employee.

The use of security cameras and/or recordings for any purpose not detailed within this policy is subject to including §6 of the campus policy on the Appropriate Use of Computers and Network Systems.

Records of access to and release of, Security Camera recordings must be sufficient so as to demonstrate compliance with this policy.

VI.6      Protection and Retention of Security Camera Recordings

Video footage will be stored on servers accorded appropriate computer security with access by authorized personnel only.

Security camera recordings will be retained in accordance with the records retention policies of the State of Connecticut.  This retention period may be extended at the direction of the General Counsel or the Chief of Police or as required by law.

VI.7      Release of Recorded Material

Requests for release of recorded material must be approved by the Chief of Police.  Requests for release of recorded material set forth in subpoenas or other legal documents compelling disclosure should be submitted to the General Counsel.

VII.       Compliance

It shall be the responsibility of the Chief of Police to see that records related to the use of security cameras and recordings from security cameras are sufficient to demonstrate compliance with this policy.  Units that maintain or support security camera technology must also maintain records and configure systems to ensure compliance with this policy.  Before procuring security camera systems, units will need to ensure compatibility with the system identified as the campus standard by the Chief of Police.

The Chief Information Officer, or his or her designee, in conjunction with the Chief of Police, or his or her designee, may review the deployment and utilization of security cameras at the University, whenever and as frequently as they deem necessary. A finding that a school, department or office has failed to comply with the requirements of this policy may result in the loss of its privilege to support, maintain, or deploy security cameras and may result in other remedial action at the direction of the President or the President’s designee.

VIII.      Exceptions

Uses of security cameras beyond those described in this security camera policy shall be governed by applicable University policies and procedures.  Persons having questions about the use of monitoring cameras not subject to this policy should direct those questions to the Chief of Police or the General Counsel.

IX.        REVIEW OF POLICY

 

This policy will be reviewed, and revised as necessary, by the Department of Public Safety, annually or more frequently as circumstances require.