The President and Senior Policy Council have approved the following policies this month:
Author: Sundara, Anida
Outdoor Activities Policy
| Title: | Outdoor Activities Policy |
|---|---|
| Policy Owner: | Office of the Provost and Office of the Vice President for Student Life and Enrollment |
| Applies to: | Workforce Members, Students, Others |
| Campus Applicability: | Storrs and Regional Campuses |
| Approval Date: | August 20, 2024 |
| Effective Date: | August 21, 2024 |
| For More Information, Contact | Office of the Provost or Office of the Vice President for Student Life and Enrollment |
| Contact Information: | provost@uconn.edu or VPSLE@uconn.edu |
| Official Website: | https://provost.uconn.edu or https://studentlife.uconn.edu |
PURPOSE
To support a safe environment for the University community and our visitors and clarify the expectations, restrictions, and requirements related to the use of outdoor spaces, whether scheduled, unscheduled, active, or passive.
APPLIES TO
This policy applies to Students, Workforce Members and Visitors on the Storrs and Regional Campuses.
Jurisdiction: This policy applies to all outdoor facilities and spaces under the control of the University of Connecticut.
POLICY STATEMENT
Outdoor activities are permitted on University property provided they are held in accordance with all University policies and procedures, and relevant laws and regulations. The University has the authority to ensure outdoor activities comply with the following requirements:
- Prohibited Items and Practices
- Weapons or weapon facsimiles.
- Amplified or projected sound not in accordance with the Amplified and Projected Sound policy.
- Obstructing public access. Blocking access to public spaces or hindering anyone’s ability to enter or exit an area. A clear path of ingress and egress must always be maintained at all building entrances and exits, ADA ramps, stairs, and walkways, as well as for emergency vehicles.
- Camping or encampments.
- Ignitable paper, sky lanterns or other like luminaries that may present fire hazards.
- Outdoor Activity Disruption: No outdoor activity is permitted to disrupt another outdoor activity. To minimize/avoid disruption, University officials may direct one or more outdoor activities to relocate. Failure to comply with this or other directives will be considered a violation of University policies and subject to sanctions. Failure to comply may also be subject to law enforcement action, including criminal penalties.
PROCEDURES
For more information for scheduling outdoor events and procedures related to this policy, visit the InForm website.
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.
The Provost or designee and the Vice President for Student Life and Enrollment or designee shall review this policy annually and will recommend revisions and/or updates as may be appropriate.
Questions about this Policy may be directed to the Office of the Provost at provost@uconn.edu or the Office of the Vice President for Life and Enrollment at VPSLE@uconn.edu.
POLICY HISTORY
Policy created: 08/20/2024 (Approved by the Senior Policy Council and President)
Fitness for Duty Policy
| Title: | Fitness for Duty Policy |
|---|---|
| Policy Owner: | Human Resources |
| Applies to: | Employees |
| Campus Applicability: | Storrs and Regional Campuses |
| Approval Date: | August 20, 2024 |
| Effective Date: | August 21, 2024 |
| For More Information, Contact: | Human Resources |
| Contact Information: | (860) 486-3034 or hr@uconn.edu |
| Official Website: | https://hr.uconn.edu/ |
BACKGROUND
The University is committed to providing a workplace that is conducive to a safe and healthy environment, supportive of our educational mission. Employees must be able to perform their job duties in a safe, productive, and effective manner. Employees who are not Fit for Duty may present a safety risk for themselves or others.
PURPOSE
To ensure the health and safety of individuals in the University community and others with whom they have contact.
DEFINITIONS
Fit for Duty: An employee is physically, mentally, and emotionally capable of performing their job responsibilities effectively and safely.
Fit for Duty Evaluation: A professional assessment of an employee’s physical, mental, and/or emotional capacities carried out by a licensed Health Care Evaluator to determine whether the employee is physically, mentally, and emotionally capable of performing their duties. This may include a “functional capacity evaluation” (FCE), which is a set of tests, practices, and/or observations that are combined to determine the employee’s ability to safely perform the physical and other demands of their specific job.
Health Care Evaluator: An independent, licensed, health care provider with appropriate expertise to conduct a Fitness for Duty Evaluation.
POLICY STATEMENT
The University may conduct a Fit for Duty Evaluation with an independent, licensed Health Care Evaluator, where such an exam is job-related and consistent with business needs. This includes, but is not limited to, situations where an employee:
- has observable difficulty performing their duties safely, which may include situations in which the employee appears to be impaired by drugs, alcohol, or other substances;
- is returning from an intermittent or block medical leave, where there is a reasonable basis to verify the necessity of the leave or of the ability of the employee to return;
- has observable difficulty performing the essential functions of their position; and/or
- poses an imminent or serious safety threat to self or others.
This policy is not a substitute for the University’s policies and protocols regarding sick or medical leave requests, workers’ compensation claims, or reasonable accommodations and may be in addition to benefits processing, as legally and/or contractually permitted. It also is not a substitute for other University policies or procedures related to discipline, performance management, or prevention of violence in the workplace; nor is it a substitute for any requirements or regulations under the Connecticut Police Officer Standards and Training Council or Conn. Gen. Stat. § 7-291e, as may be amended from time to time, or other licensing boards.
Employee and Supervisor Responsibilities:
Employees:
- Must come to work Fit for Duty and must perform their job responsibilities throughout their workday.
- Must notify their supervisor as soon as possible if they feel they cannot safely perform their job. Employees are not required to disclose health-related information to their supervisor.
- Should notify their supervisor as soon as possible when they observe a co-worker acting in a manner that suggests the co-worker may be impaired or otherwise not Fit for Duty. If the supervisor is the individual of concern, the employee may inform the next level supervisor or contact Employee Relations at (860) 486-5684 or laborrelations@uconn.edu.
- Must provide relevant information or releases for medical records reasonably requested by the Health Care Evaluator conducting the Fit for Duty Evaluation.
- Must comply with authorized requests to submit to a Fit for Duty Evaluation. Non-compliance may constitute insubordination and result in disciplinary action, up to and including termination.
Supervisors:
- Are responsible for observing the attendance, performance, and behavior of employees under their supervision.
- Must follow this policy when presented with circumstances or knowledge indicating an employee may be not Fit for Duty.
- Must contact Employee Relations if they have a reasonable belief that an employee is unable to perform their job and may need a Fit for Duty Evaluation.
- Should contact the UConn Police Department first if there is an immediate safety concern or threat and thereafter make a referral to the Employees of Concern (“EOC”) Team. When there is not an immediate safety concern, the employee may nonetheless present a threat to themselves or others, make a referral to EOC.
Fit for Duty Evaluation:
- The Fit for Duty Evaluation will be conducted to determine whether the employee is physically, mentally, and emotionally capable of performing their job responsibilities effectively and safely. The Fit for Duty Evaluation is not for diagnosis or treatment.
- The examination may include medical testing, psychological testing, physical examination, or an FCE that may involve performance of actual physical tasks and duties.
- When the University requires a Fit for Duty Evaluation pursuant to this policy, the University shall select the Health Care Evaluator and bear the cost of the examination.
- Results from the University’s selected Health Care Evaluator shall be presumed valid. In case of significant disagreement or contradiction by the employee’s physician, the University may request another opinion, for which it will bear the cost.
Return to Work:
- The Health Care Evaluator will provide the appropriate University officials, including but not limited to Human Resources and Employee Relations, with a written report detailing the nature and extent of the employee’s functional limitations or restrictions concerning the employee’s ability to effectively safely perform the essential functions of their job, if any, and the expected duration of any such limitations.
- The Health Care Evaluator will make the final determination of an employee’s fitness for duty status based on their assessment of the employee and review of the essential functions of the employee’s position, based on their University job description and duties.
- The University must receive a written return to work/fitness for duty form from the Health Care Evaluator before the employee may return to work.
- Where applicable, Human Resources shall be consulted to facilitate the reasonable accommodation process. Nothing contained in this policy is intended to create a right to light duty work.
- If an employee is deemed unfit for duty, their employment status will be determined on a case-by-case basis in accordance with federal and state law, University policy and procedures, and any applicable collective bargaining agreement or employment contracts.
Confidentiality:
- Records of Fit for Duty Evaluations will be treated as confidential and will only be shared or used as permitted by law.
- Information concerning an employee’s fitness for duty will be shared only with those who need to know for legitimate business purposes. Typically, information available to the employee’s work unit after the Fit for Duty Evaluation will be limited to whether the employee is fit to resume their job duties and whether the employee needs specific reasonable accommodations, as determined by Human Resources.
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.
RESOURCES
Employee Assistance Program (EAP)
EAP Phone: (860) 679-2877, CT toll-free: 800-852-4392
Web: https://hr.uconn.edu/employee-assistance-program/
Provides confidential assessment and referrals for employees seeking assistance in dealing with alcohol and substance misuse.
If there is no emergency or imminent threat, employee concerns should be reported to Human Resources via laborrelations@uconn.edu.
If there is an imminent threat or an emergency situation, the University of Connecticut Police Department (UCPD) should be contacted immediately by dialing 911.
POLICY HISTORY
Policy created: 08/20/2024 (Approved by Senior Policy Council and the President)
Malign Foreign Talent Program Participation Policy
| Title: | Malign Foreign Talent Program Participation Policy |
|---|---|
| Policy Owner: | Office of the Vice President for Research, Research Security Services |
| Applies to: | Covered Individuals, as defined |
| Campus Applicability: | All Campuses, including UConn Health |
| Approval Date: | August 6, 2024 |
| Effective Date: | August 7, 2024 |
| For More Information, Contact: | Director, OVPR Research Security Services Director, Sponsored Program Services |
| Contact Information: | 860-486-3622 (Storrs and Regional Campuses) 860-679-4040 (UConn Health) |
| Official Website: | https://ovpr.uconn.edu (Storrs and Regional Campuses) https://ovpr.uchc.edu (UConn Health) |
PURPOSE
To maintain the integrity of research conducted at or under the auspices of UConn and UConn Health. This policy establishes the University’s compliance framework for researchers to comply with the requirements set forth in section 10632 of the CHIPS and Science Act of 2022 (42 U.S.C. 19232) related to participation in Malign Foreign Talent Recruitment Programs.
APPLIES TO
This policy applies to Covered Individuals working on Federally Funded Research administered through or otherwise conducted under the auspices of the Covered Individual’s University affiliation, appointment, or employment.
DEFINITIONS
Covered Individual: An individual who— (A) contributes in a substantive, meaningful way to the scientific development or execution of a research and development project proposed to be carried out with a research and development award from a Federal Research Agency; and (B) is designated as a Covered Individual by the Federal Research Agency concerned. Covered Individuals may be named on the Federally Funded Research Award.
Federally Funded Research: Any research for which a grant, contract, or other agreement with any federal government agency exists, including but not limited to, the Department of Defense, the Department of Energy, the Public Health Service, the National Aeronautics and Space Administration and the National Science Foundation.
Federal Research Agency: Any agency of the U.S. federal government that provides funding for research, including but not limited to, the Department of Defense, the Department of Energy, the Public Health Service, the National Aeronautics and Space Administration and the National Science Foundation.
Foreign Country of Concern: A country that the U.S. federal government has designated under the International Religious Freedom Act of 1998 as a country whose government has engaged in or tolerated “particularly severe violations of religious freedom.” The list of Countries of Concern is maintained by the Department of State and is updated annually.
Malign Foreign Talent Recruitment Program (MFTRP): A talent program requiring one or more problematic actions and having problematic sponsorship (CHIPS and Science Act of 2022, 42 U.S.C. § 19232). A detailed approach to the definition is available here.
POLICY STATEMENT
In accordance with section 10632 of the CHIPS and Science Act of 2022, which prohibits Federal Research Agencies from making awards to individuals who are party to a Malign Foreign Talent Recruitment Program, Covered Individuals listed in a Federally Funded Research award, contract or in a proposal for federal funding, whether directly or through a subaward, are prohibited from participating in a Malign Foreign Talent Recruitment Program. The University of Connecticut continues to support and encourage openness in research and international collaborations that do not take the form of a Malign Foreign Talent Recruitment Program.
UConn Certification
Sponsored Programs must certify that all Covered Individuals on proposals submitted to a Federal Research Agency have been made aware of the requirements under section 10632 of the CHIPS and Science Act of 2022 related to Malign Foreign Talent Recruitment Programs and are in compliance with those requirements.
Roles and Responsibilities
The Principal Investigator of a Federally Funded Research award will ensure all Covered Individuals on the award understand their responsibilities under this policy and will report any concerns to Research Security Services for review.
Covered Individuals: Each Covered Individual listed in a proposal for a research award from a Federal Sponsor must certify as part of the proposal submission that they are not currently participating in, nor will they participate in, a Malign Foreign Talent Recruitment Program. Upon receipt of the award, such certification must be renewed annually for the duration of the award.
OVPR Conflict of Interest (COI) Service: Will collect COI reporting forms from Covered Individuals
Office of the General Counsel: Will advise Research Security Services with the review of activities that may be considered Malign Foreign Talent Recruitment Programs.
Faculty Consulting Offices: Will review consulting requests for involvement in a Malign Foreign Talent Recruitment Program and will facilitate the review of any requests of activities occurring in or with an entity of a maligned foreign country in coordination with Research Security Services
Research Security Services: Will review activities that may be considered Malign Foreign Talent Recruitment Programs in coordination with all relevant offices.
Sponsored Program Services: Will collect certifications from Covered Individuals on a per-proposal basis and for funded awards confirm on an annual basis and will certify to Federal Agencies that this policy exists and, if required, that Covered Individuals are compliant with this policy.
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.
Participation in a Malign Foreign Talent Recruitment Program will prevent a Covered Individual from participating in a Federally Funded Research award. Covered Individuals who participate in a Malign Foreign Talent Recruitment Program after commencing work on Federally Funded Research will be removed from Federally Funded Research.
REFERENCES
CHIPS and Science Act of 2022, 42 U.S.C. § 19232
POLICY HISTORY
Policy created: 08/06/2024 (Approved by Senior Policy Council and President)
Revised Policies in February 2024
Policy Updates in December 2023
Modified Duties for Faculty Due to Life Events, Policy on
| Title: | Modified Duties for Faculty Due to Life Events |
|---|---|
| Policy Owner: | Human Resources Office of the Provost |
| Applies to: | All Faculty |
| Campus Applicability: | Storrs and Regional Campuses |
| Approval Date: | December 19, 2023 |
| Effective Date: | January 1, 2024 |
| For More Information, Contact: | Human Resources |
| Contact Information: | hr@uconn.edu |
| Official Website: | https://hr.uconn.edu/ |
BACKGROUND
The University of Connecticut is committed to fostering an educational community with a flexible and supportive work environment where faculty can thrive in both their professional and personal lives. Periodically, a faculty member may need to modify some level of academic duties in order to respond to an anticipated or unanticipated personal qualifying life event.
The university encourages faculty to utilize this policy as needed to respond to anticipated or unanticipated life events or situations.
This policy does not diminish, supersede or replace other employee entitlements, such as FMLA, the Faculty Medical Leave Guidelines, ADA, personal leave, or leaves under the By-Laws of the University of Connecticut, the UConn AAUP Collective Bargaining Agreement, or any other state or federal law. Instead, this benefit is available upon a faculty member’s return to on-campus activities following such a leave or when modified duties fully resolve the issue or supplement existing entitlements.
PURPOSE
This policy allows a faculty member to request a temporary modification of academic duties in order to respond to an anticipated or unanticipated personal life event or situation (see Qualifying Events definition). Specifically, the intent of this policy is to modify or re-arrange a faculty member’s duties over the course of a semester or 12-month equivalency to address an immediate and short-term personal need or obligation. Of note, duty modifications do not decrease a faculty member’s responsibilities; instead, modification allows the faculty member, in conjunction with their Department Head and/or Dean, to exchange duties on a short-term basis.
Modified duties involve either 1) full-time work with flexible schedule, modified work duties as defined herein, remote work, and/or other arrangements as agreed upon and approved or 2) a combination of working less than full-time (Voluntary Schedule Reduction), paid leave and/or leave without pay (e.g. FMLG/FMLA if eligible), as appropriate.
DEFINITIONS
Modified Duties: Modification, partial release, or complete release from teaching and/or other responsibilities in which alternative duties will be assigned for a period of one semester or the equivalent of one semester distributed over a longer period not to exceed 12 months.
Primary Caregiver: The person primarily responsible for the care and upbringing of a child or the care of an immediate family member with a serious illness or injury.
Secondary Caregiver: The person who provides backup care in the absence of the primary caregiver.
Immediate Family Member: Immediate family means spouse, parent, parent-in-law, sibling, sibling in-law, child, and any relative who is domiciled in the employee’s household.
Qualifying Event: In most instances, faculty members will seek the benefits of this policy following their return from an approved medical leave after the birth or adoption of a child. Other qualifying circumstances could include: short-term care for the employee or an immediate family member on a part-time basis following the completion of an approved personal or FMLA leave; or bereavement following the death of an immediate family member or other emergency circumstance. The University will not grant duty modifications for faculty members to devote time to consulting, outside employment, or non-medical related family obligations.
POLICY STATEMENT
All full-time tenure-track and non-tenure-track (e.g., Clinical, In Residence, Lecturer, and Extension) faculty members, and Athletics’ titles (Article 37) serving as the primary or secondary caregiver shall be eligible for modified duties due to a qualifying life event involving themselves or immediate family member(s). The faculty member or an employee covered by Article 37 must submit a Modified Duties Request form to seek permission and receive approval before modified duties can be assigned or implemented.
All Academic Assistants (Article 13[1]), Facilities Scientists (Article 13), Research Assistants (Article 24), Research Associates (Article 24), and Temporary Faculty(Article 26), are not eligible for modified duties and will continue to be eligible to request remote work, flexible schedules or use of paid leave and/or leave without pay (e.g. FMLG/FMLA if eligible), when appropriate and with approval.
Approval for modified duties does not alter contractual employment agreements and cannot be used as a basis to extend employment contracts.
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 and applicable collective bargaining agreements.
PROCEDURES/FORMS
Available from the Academic Affairs section of the Academic Affairs Governance Document Library.
- Procedures for Modified Duties for Faculty Due to Life Events
REFERENCES
Tenure Clock Adjustments for Qualifying Life Events for more information.
Leave of Absences (FMLA, Leave without pay, Military Leave)
Voluntary Schedule Reduction
Acknowledgments: This policy is based on the University of South Carolina’s, Modified Duties for Faculty policy (https://www.sc.edu/policies/ppm/acaf160.pdf.). Adaptations were made to fit the University of Connecticut context.
POLICY HISTORY
Policy created: 12/19/2023 (Approved by Senior Policy Council and the President)
[1] Article references are to the collective bargaining agreement between the University of Connecticut and the American Association of University Professors (AAUP-UConn).
Revised Policies in October 2023
New and Revised Policies in August 2023
Academic, Scholarly, and Professional Integrity and Misconduct (ASPIM), Policy on
| Title: | Academic, Scholarly, and Professional Integrity and Misconduct (ASPIM), Policy on |
|---|---|
| Policy Owner: | Graduate Faculty Council; University Senate |
| Applies to: | All members of the University community |
| Campus Applicability: | Storrs and Regional Campuses |
| Approval Date: | July 11, 2023 |
| Effective Date: | August 28, 2023 |
| For More Information, Contact: | For Undergraduate Education: Director or Associate Director, Office of Community Standards (community@uconn.edu)
For Graduate Education: Director of Graduate Student and Postdoctoral Scholar Support, The Graduate School (gradschool@uconn.edu) |
| Official Website: | policy.uconn.edu |
BACKGROUND
The University of Connecticut is committed to fostering an intellectual community in which the highest ethical standards of academic, scholarly, and professional integrity prevail. All members of the university community, including administrators, faculty, staff, and students, have a shared responsibility to uphold this commitment. This commitment relates to all aspects of academic, scholarly, and professional activity, which include not only activities related to instruction, but also those related to the production and dissemination of scholarship, research, and creative works, and to professional conduct within clinical and other professional settings. Integrity in all of these activities is of paramount importance, and the University requires that the highest ethical standards in teaching, learning, research, and service be maintained. This includes “ethical aspects of scholarship that influence the next generation of researchers as teachers, mentors, supervisors, and successful stewards of grant funds” (Council of Graduate Schools, 2012).
Issues related to academic and scholarly integrity at the University of Connecticut are governed by the Academic, Scholarly, and Professional Integrity and Misconduct Policy (DATE). To recommend changes to the policy or to the implementing procedures, a committee must be convened that brings together all the above relevant stakeholders, including University Senate and Graduate Faculty Council. The committee must then bring those changes to the University Senate and Graduate Faculty Council, and each body must vote to approve any changes.
Students’ responsibilities with respect to academic and scholarly integrity are described in the following documents: Responsibility of Community Life: The Student Code.
PURPOSE
To ensure a commitment to academic, scholarly, and professional integrity in all levels of the university community.
Such a commitment ensures that:
- all individuals accept full responsibility for their own work and ideas;
- all academic/scholarly credit awarded to an individuals represents the work of that individual;
- no student benefits from an unfair advantage;
- faculty, staff, advisors and others who support the intellectual development of students are committed to fostering, guiding, and monitoring students for adherence to all principles of academic and scholarly integrity;
- the grades earned, the degrees or certificate conferred were appropriately earned by the individual;
- the reputation of the University with respect to academic and scholarly integrity are protected
- faculty, staff, and students adhere to the professional standards of conduct specific to each program offered at the university;
- this policy is used consistently across the University, including undergraduate and graduating students and schools/colleges.
APPLIES TO
This policy applies to all members of the University Community engaged in academic and scholarly efforts in, but is not limited to, the following contexts in undergraduate and graduate education:
- courses, including online courses (e.g., assignments, exams, projects, thesis);
- experiential and service-learning courses and activities;
- study abroad programs;
- clinical and practice placements, internships, and externships;
- program assessments (e.g., comprehensive exams, thesis, program reviews);
- research, including undergraduate, graduate, postdoctoral scholar, and faculty research; and
- processes involving submitting information (i.e., admissions, for scholarships/fellowships, for competitions, for awards, or other university programs); and
- professional events and conferences
All members of the University community are responsible for ensuring that the principles of academic and scholarly integrity are upheld.
This policy applies to graduate students and postdoctoral scholars, with the exception of PharmD students in the School of Pharmacy and professional students with degrees conferred by the Schools of Dental Medicine, Medicine, or Law.
This policy does not apply to legal, regulatory, or compliance requirements that fall outside the Academic and Scholarly Integrity Policy. In addition, this policy does not remove any reporting requirements to the appropriate oversight authority in instances of noncompliance or alleged noncompliance.
DEFINITIONS
Academic Integrity: a commitment by the University Community to uphold just and ethical behaviors, which includes truthfulness, fairness, and respect (ICAI, 2021).
Scholarly Integrity: a commitment by the University community to both ”… research integrity and the ethical understanding and skill required of researchers/scholars in domestic, international, and multicultural contexts. It is also intended to address ethical aspects of scholarship that influence the next generation of researchers as teachers, mentors, supervisors, and successful stewards of grant funds.” (p. xix, Council of Graduate Schools, 2012).
Professional Integrity. Standards of behavior defined by the various professions in which students are prepared through their degree or certificate programs.
Academic, Scholarly, and Professional Integrity Misconduct is defined as unethical academic and scholarly behavior during a course (e.g., on an assignment or exam), as part of other degree requirements (e.g., requirements regarding placement, capstone or comprehensive exams, or placement exams), or at other times during undergraduate, graduate, or professional study and performance, including during engagement in fieldwork, clinical placements, or research. These behaviors include:
- Cheating: Unauthorized acts, actions, or behaviors in academic or scholarly areas. Examples of cheating include, but are not limited to:
- providing or receiving help on an assignment or exam intended to reflect the individual student’s work product when not authorized to do so by the instructor.
- buying, selling, circulating, or using a copy of instructional materials, assignment or test, including uploading such information to online services, or using materials prepared by services that sell or provide papers or other course materials.
- asking someone to complete an assignment, exam, or other requirement on your ones behalf or completing an assignment, exam, or requirement for another student.
- Failure to disclose unauthorized assistance on work submitted for evaluation, i.e., assistance obtained outside channels approved by instructors, that is used to complete a course, program, or degree requirement. This includes assistance from other students, teaching assistants, Quantitative Learning Center, Writing Center, or mediated support from the Center for Students with Disabilities.
- Plagiarizing: Using one’s own previously published, presented, or disseminated material, or another person’s language/text, data, ideas, expressions, digital/graphic element, passages of music, mathematical proofs, scientific data, code, or other original material without authorization of the originating source or proper acknowledgement, attribution, or citation of the originating source. Examples of plagiarism include but are not limited to:
- submitting as one’s own any work (in whole or part) completed by another individual, including any work that has been purchased from an individual, commercial research firm, or obtained from the internet.
- submitting for evaluation or credit any work that was previously used or submitted for credit in another course or as part of a degree requirement (e.g., a thesis or dissertation) without authorization to do so from the instructor. (This includes self-plagiarism in the form of re-using, in part or whole, the content of a paper from another class or context.).
- submitting any work prepared for or used in a previous publication, academic competition, clinic, or other activity (e.g., grant or application submission) without prior approval and full disclosure or when permitted by established editorial or other policy. (This includes self-plagiarism in the form of using, in part or whole, the content of a paper that was previously published without attribution).
- unauthorized use of previously completed work or research for a thesis, dissertation, or publication.
- Misrepresenting: Deliberately knowing and providing false or misleading information, including information about oneself or others. Examples of misrepresenting include but are not limited to:
- engaging in “any omission or misrepresentation of the information necessary and sufficient to evaluate the validity and significance of research, at the level appropriate to the context in which the research is communicated” (D. Fanelli, Nature 494:149; 2013).
- making unauthorized alterations to any document or digital file pertaining to academic or scholarly activity, including assignments, exams, and research data.
- making up information for the purpose of deception (e.g., fabrication of data in research).
- making false, inaccurate, or misleading claims or statements, including claims/statements made when asking for assistance (e.g., requesting an extension on an assignment), applying for admission to an undergraduate or graduate program, applying for a scholarship or an academic, scholarly, or research award, or submitting manuscripts for publications.
- allowing someone to use one’s identity or using someone else’s identity for academic or scholarly advantage (e.g., signing in electronically for an absent student).
- accepting credit for work for which the individual did not contribute (e.g., misrepresenting an individual’s role in a group assignments).
- Noncompliance: Failure to conform with codified and publicly available academic, scholarly, or professional standards, processes, or protocols.Examples of noncompliance include but are not limited to:
- not attending to the professional standards governing the professional conduct of students in particular fields (e.g., pharmacy, nursing, education, counseling, and therapy).
- violating protocols governing the use of human or animal subjects.
- breaching confidentiality in academic and scholarly activity (e.g., disclosing the identity of study participants).
- disregarding the applicable university, local, state, or federal regulations that guide academic or scholarly activities.
Instructor: any faculty, teaching assistant, or any other person (e.g., lab supervisor, clinical supervisor, professional staff) authorized by the University to provide educational services (e.g., teaching, research, advising)
POLICY STATEMENT
All members of the university community, including administrators, faculty, staff, and students, have a shared responsibility to uphold the highest ethical standards of academic, scholarly, and professional integrity and to report any violations of those standards of which they are aware.
Instructor Expectations: To foster a culture of academic integrity, instructors are responsible for communicating the expectations for academic and scholarly integrity to students and for engaging in practices that mitigate violations of this policy. Specifically, instructors are expected to:
- include a link to the Academic, Scholarly, and Professional Integrity and Misconduct policy as part of course syllabi or documentation for any other academic/scholarly activity and include any additional unit-specific expectations.
- review academic and scholarly integrity policy and any other disciplinary- or activity-specific expectations.
- provide clear guidance for all assignments, activities, and assessments, including noting what resources can be used and whether collaboration is permitted.
- ensure individuals engaged in research, creative, or professional activities understand the standards, protocols, and guidelines to which they must adhere.
- adhere to the University processes for reporting misconduct, engaging in the review process, and assigning consequences to address violations, which should include opportunities for education and remediation.
Student Expectations: To uphold the principle of academic and scholarly integrity in all aspects of their intellectual development and engagement at the University, students are expected to:
- be responsible for their own work and their own actions related to all academic and scholarly endeavors.
- assume they are to do independent work and seek clarification prior to collaborating with others or using outside resources.
- understand and abide by the standards, protocols, and guidelines to which they must adhere in research, creative, or professional activities .
If students witness or become aware of a violation of academic or scholarly integrity, they are encouraged to communicate this to the appropriate university representative (e.g., faculty, staff, advisor).
A cumulative record is maintained of all academic or scholarly integrity violations and such record will be reviewed and considered as part of subsequent incidences. Individuals engaged in research are expected to follow all standards, rules and regulations that guide the proper conduct of research or creative activity.
ENFORCEMENT
Violations of this policy and its related 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 the University of Connecticut Student Code.
Notes: Student misconduct is governed by the University’s Student Code, which is administered under the direction of the Division of Student Affairs. Enforcement of its provisions is the responsibility of the Director of Community Standards (for undergraduate students), The Graduate School (for graduate students), and the Office of the Vice President for Research (for research misconduct). Identified misconduct will be routed to the appropriate unit.
Faculty misconduct is also governed by the Code of Conduct and misconduct is addressed by the appropriate university administrative unit(s) (e.g., School/College, Provost Office, Office of the Vice President of Research, Human Resources).
REFERENCES
International Center for Academic Integrity [ICAI]. (2021). The Fundamental Values of Academic Integrity. (3rd ed.) https://academicintegrity.org/images/pdfs/20019_ICAI-Fundamental-Values_R12.pdf
Council of Graduate Education (2012). Research and Scholarly Integrity in Graduate Education: A Comprehensive Approach. https://cgsnet.org/research-and-scholarly-integrity-graduate-education-comprehensive-approach-2
Responsibilities of Community Life: The Student Code
PROCEDURES/FORMS
Undergraduate Education: Academic, Scholarly, and Professional Misconduct
Graduate Education: Academic, Scholarly, and Professional Misconduct
[Note: UConn will continue to use the existing procedures administered by Community Standards for undergraduate education and The Graduate School for graduate education until such time that the university transitions to the new Procedures for Addressing Alleged Violations of the Policy on Academic, Scholarly, and Professional Integrity, which was approved by Graduate Faculty Council and the University Senate.]
POLICY HISTORY
07/11/2023 Approved by the President (06/26/2023 Approved by Senior Policy Council; 05/01/2023 Approved by University Senate; 10/26/2022 Approved by Graduate Faculty Council)