Office of Faculty and Staff Labor Relations

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

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

 

 

POLICY STATEMENT

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

SEPARATION BENEFITS

The separation benefits, if offered, will be in accordance with the guidelines provided below.
1.  Release

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

Less than
Years of Service

1 year
Notice Period or Lump Sum Payment

–0–
Minimum

1 year

2 months

Minimum

2 years

3 months

Minimum

4 years

4 months

Minimum

6 years

5 months

Minimum

8 years

6 months

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

EXCEPTIONS

Compensation or benefits in excess of this Policy may only be extended for good cause and only with the written approval of both the relevant Vice President or Vice Provost and the Director of Labor Relations.
Policy Created: 6-26-2013 (BOT Approved)

Smoking Policy

Title: Smoking Policy
Policy Owner: Department of Human Resources; the Office of Faculty & Staff Labor Relations; the Division of Environmental Health and Safety
Applies to: Faculty, Staff, Students, Others
Campus Applicability:  All Campuses except UConn Health
Effective Date: June 7, 2016
For More Information, Contact Department of Human Resources or the Office of Faculty & Staff Labor Relations
Contact Information: (860) 486-5684 or 8478
Official Website: http://hr.uconn.edu or http://lr.uconn.edu

Reason for the Policy

The University of Connecticut recognizes that tobacco use is a leading cause of preventable illness, disease and death in the United States and that exposure to second-hand smoke also contributes significantly to preventable illness, disease and death.  This policy is in keeping with the University’s goal to provide a safe and healthy working and learning environment and it ensures compliance with Connecticut General Statute 31-40q(d) and 19a-342.

Policy Statement

Smoking is prohibited:

  1. In all University owned or leased buildings, facilities and vehicles.
  2. Within 25 feet of all campus buildings, including residence halls[1].

Signage communicating this policy must be posted within 10 feet of all building entries.

Definitions

For the purposes of this policy, “smoking” includes all tobacco-derived or containing products, including and not limited to, cigarettes, electronic cigarettes, cigars, pipes and similar products.

Compliance

All University employees, students, visitors, guests and contractors are required to comply with this policy.  Organizers of public events, such as conferences, meetings, public lectures, social events, and cultural events using campus facilities will be mindful of this Policy and encourage compliance.

Individuals in management or supervisory roles are responsible for communicating the policy to their employees and enforcing the policy in their respective area(s).  Those rare instances where an individual refuses to comply with this policy after being warned by the appropriate University officials should be handled in accordance with the status of the individual involved as follows:

  • Students should be referred to the Office of Community Standards for appropriate action. Please contact the Office of Community Standards at 860-486-8402 with questions.
  • Employees should be dealt with by the appropriate supervisor through the application of progressive discipline in accordance with the applicable collective bargaining agreement.  Please contact the Office of Faculty & Staff Labor Relations, 860-486-5684 with questions concerning how to deal with employee violations of this policy.
  • Contractors should be referred to their respective employers, Project Managers and/or Procurement for appropriate action. Contact Procurement Services at 860-486-2619 with questions.

No person who makes a complaint of a violation of this policy or who furnishes information concerning a violation of this policy shall be retaliated against in any manner.

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.

[1] For all new construction/major renovation buildings that will be registered for Leadership in Energy & Environmental Design (LEED) certification, smoking is prohibited in the building AND outside of the building except in designated exterior smoking areas. Those designated areas must be located at least 25 feet away from building openings (entries, windows, air intakes). For more information on the University’s commitment to sustainable design and construction, visit http://policy.uconn.edu/?p=3543.

Pets at Work

Title: Pets at Work
Policy Owner: Human Resources and Office of Faculty & Staff Labor Relations
Applies to: Faculty, Staff
Campus Applicability:  Storrs and Regional Campuses
Effective Date: July 2, 2007
For More Information, Contact Human Resources and the Office of Faculty and Staff Labor Relations
Contact Information: (860) 486-3034 (HR) or (860) 486-5684
Official Website: http://hr.uconn.edu or http://lr.uconn.edu

 

Helping animals, such as guide dogs, are permitted on University grounds and in University buildings as they assist their owner. Pets are not permitted on University property unless under the immediate control of their owner. Owners are responsible for clean up after their pets on University grounds. Pets are not permitted in University buildings.

While we are fully aware of the value of pet ownership, the presence of animals in University buildings may introduce disease into animal colonies that could impact our ongoing research. Additionally, people may be exposed to allergens and other risks in ways that are not compatible with our goal of a safe environment.

Failure to abide by this rule may result in disciplinary action.

Academic Course Work Taken by Faculty or Non-Teaching Professionals

Title: Academic Course Work Taken by Faculty or Non-Teaching Professionals
Policy Owner: Provost & Office of Faculty and Staff Labor Relations
Applies to: Faculty, Staff
Campus Applicability: Storrs and branch campuses
Effective Date: September 25, 2014
For More Information, Contact Office of Faculty and Staff Labor Relations
Contact Information: (860) 486-5684
Official Website: http://www.lr.uconn.edu/

Background and reasons for the Policy:

To provide guidance to faculty and non-teaching professionals on the circumstances under which they may take a course for credit during the employee’s regular work hours.

Purpose of Policy:

To support the University’s need to ensure effective delivery of instructional and other services for which faculty and non-teaching professional staff are hired and to mitigate against conflicts of commitment.

Expected Institutional Outcome:

To support uninterrupted delivery of programs, instruction and services.

Applicability of Policy:

Faculty and Non-Teaching Professionals.

Policy Statement:

No member of the faculty or non-teaching professional staff may take for credit any academic work at this institution or elsewhere during the employee’s normal work time/days, without written approval of his or her Dean or Director. The Dean or Director may consult with the Office of Faculty and Staff Labor Relations regarding flexible schedule options.

Responsibilities:

The Provost, Deans and Department Heads and other supervisors have a responsibility to support compliance with this policy by faculty and staff in their units.

Policy History

Supersedes version of policy effective 06/23/2008

General Rules of Conduct

Title: General Rules of Conduct
Policy Owner: Office of Faculty & Staff Labor Relations
Applies to: Faculty, Staff
Campus Applicability:  Storrs and Regional Campuses
Effective Date: January 2004
For More Information, Contact Office of Faculty and Staff Labor Relations
Contact Information: (860) 486-5684
Official Website: http://www.lr.uconn.edu/

 

Employees are forbidden to engage in the conduct listed below and may be disciplined or dismissed for doing so. The list is not exhaustive.

  1. Unlawfully distributing, selling, possessing, using, or being under the influence of alcohol or drugs when on the job or subject to duty;
  2. Misusing or willfully neglecting University property, funds, materials, equipment, or supplies;
  3. Fighting, engaging in horseplay, or acting in any manner which endangers the safety of oneself or others. This prohibition includes acts of violence as well as threats of violence.
  4. Marking or defacing walls, fixtures, equipment, machinery, or other University property, or willfully damaging or destroying property in anyway;
  5. Interfering in any way with the work of others;
  6. Stealing or possessing without authority any equipment, tools, materials, or other property of the University, or attempting to remove them from the premises without written permission from the appropriate authority;
  7. Being inattentive to duty including sleeping on the job.
  8. Refusing to do assigned work or to work overtime if directed, or failing to carry out the reasonable directive of a manager, supervisor, or department head.
  9. Falsifying any time card, attendance report, or other University record or giving false information to anyone whose duty it is to make such record;
  10. Being repeatedly or continuously absent or late, being absent without notice or reason satisfactory to the University, or leaving one’s work assignment without authorization;
  11. Conducting oneself in any manner, which is offensive, abusive, or contrary to common decency or morality; carrying out any form of harassment including sexual harassment;
  12.   Operating state-owned vehicles or private vehicles for state business without proper license or operating any vehicle on University property or on University business in an unsafe or improper manner;
  13. Having an unauthorized weapon on University property;
  14. Appropriating state or student equipment, time, or resources for personal use or gain;
  15. Engaging in actions which constitute a conflict of interest with one’s University job; including but not limited to, in the case of academic administrators and faculty, the teaching of credit courses at other educational institutions, unless approved in advance in accordance with established procedures;
  16. Gambling or soliciting money or other types of solicitation;
  17. Smoking within no-smoking areas, a no-smoking operation, or an area of the University that must be entered for the conduct of University business;
  18. Computer abuse, including but not limited to. plagiarism of programs, misuse of computer accounts, unauthorized destruction of files, creating illegal accounts, possession of unauthorized passwords, disruptive or annoying behavior on the computer, and non-work related utilization of computer software and hardware;
  19. Conviction of a crime;
  20. Engaging in activities which violate either the state’s or the University’s code of ethics.

Violating these rules is cause for disciplinary action up to and including dismissal. A supervisor’s failure to enforce a rule does not excuse an employee from complying with it, not does it prevent the University from taking disciplinary action thereafter.

Nothing in this policy constrains the University from pursuing criminal prosecution in addition to dealing with or responding to issues administratively.

For questions about which disciplinary action to take in a given situation, please consult with the Office of Faculty and Staff Labor Relations at 860-486-5684. Additional guidance is provided in the appropriate collective bargaining agreement and the University’s pre-disciplinary and disciplinary procedures, which are found in the Office of Faculty and Staff Labor Relations Procedures Regarding Potential Disciplinary Action and the University Administrator’s Guide to Corrective Action and Progressive Discipline.

These documents can be found at the Office of Faculty and Staff Labor Relations website at: http://www.lr.uconn.edu

Employment and Contracting for Service of Relatives, Policy on

Title: Employment and Contracting for Service of Relatives, Policy on
Policy Owner: Office of Audit, Compliance and Ethics and the Office of Faculty & Staff Labor Relations/Human Resources
Applies to: Faculty, Staff, Others
Campus Applicability: All Campuses
Effective Date: February 7, 2011
For More Information, Contact Office of Audit, Compliance & Ethics and the Office of Faculty and Staff Labor Relations (Storrs) or Human Resources (UConn Health)
Contact Information: UConn Health: (860) 679-4180 or (860) 679-2426
Storrs/Storrs Based Campuses: (860) 486-4526 or (860) 486-5684
Official Website:  http://audit.uconn.edu/storrs-compliance/ or http://lr.uconn.edu

 

Purpose:
The employment or contracting for service of relatives in the same department or area of an organization may cause conflicts and serve as the basis for complaints concerning disparate treatment and favoritism as well as violations of the state’s Ethics statute.

This policy is established to protect against such conflicts and complaints, and to provide for the ethical and legally consistent treatment of individuals with relatives seeking employment or who are employed by the University.

Policy:
No employee of the University of Connecticut may be the direct supervisor of or take any action which would affect the financial interests of one’s relative. This may include decisions regarding appointment, award of a contract, promotion, demotion, disciplinary action, discharge, assignment, transfer, approval of time-off, and approval of training or development opportunities, as well as conducting performance evaluations or participating in any other employment action, including serving on a search committee acting on a relative’s application, or otherwise acting on behalf of a relative except as noted under “Procedure” below. Further, no employee may use his/her position to influence an employment action of a non-relative if such action would benefit one’s relative.

For purposes of this policy, relative is defined as: spouse, child, step-child, child’s spouse, parent, brother, sister, brother-in-law, sister-in-law, dependent relative or a relative domiciled in the employee’s household.

Procedure:
The University recognizes the potential for conflict of interest, claims of disparate treatment and/ or discrimination in the employment of relatives in the same department, work unit or in a direct or indirect supervisory relationship. The University further recognizes that there are infrequent but compelling circumstances under which such employment relationships may be in the best interests of the institution. Thus, to protect both the involved employee and the institution in those situations, the following procedure must be followed.

  1. No employee may sign any document that would affect an employment action on behalf of a relative.
  2. An employee who is confronted with an employment decision or action involving a relative must inform the immediate supervisor in advance, in writing, of the situation. The employee will describe the relationship and the proposed action requiring a decision by using Section 1 of the Conflict of Interest (COI) Disclosure form available here.
  3. The COI is submitted through the supervisory chain to the dean/director and then to the appropriate senior manager.  Using Section 2 of the COI Disclosure form, the dean/director shall propose to the senior manager an appropriate conflict resolution plan (CRP) to resolve the conflict.  In general the CRP  should address how the required decisions will be made to avoid any conflicts.
  4. The senior manager shall determine if the proposed plan for the resolution of the conflict is within the best interest of the institution, and approve or modify the plan using Section 3 of the COI Disclosure form. The written resolution and implementation of the plan shall be communicated to the dean/director and through the supervisory chain to the employee(s) involved in the conflict of interest.
  5. The supervisor, dean/director, or provost/vice president (the first level outside of the reporting process of each person in the conflict) shall oversee the implementation of CRP.
  6. Should the conflict involve the provost or a vice president, then the actions/decision shall be directed to the president or designee.

Note:  Under no circumstances will the University approve the employment of dependent children or step-children as student employees under direct or indirect supervisory relationships.

* Senior Manager is defined as the Provost or Vice President level.

This policy was approved by the Board of Trustees on 11-09-2010.