Department of Human Resources

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: or

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.


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.


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.


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

Military Leave

Title: Military Leave
Policy Owner: Human Resources
Applies to: Faculty, Staff
Campus Applicability: All Campuses, except UConn Health
Effective Date: January 2, 2004
For More Information, Contact Department of Human Resources
Contact Information: (860) 486-3034
Official Website:

In light of recent clarifications of the phrase “required field training” for military leave with pay under the State Statute and collective bargaining agreements, we are reissuing the University’s military leave policy. Required field training normally takes place for 1-3 weeks each year.

Who Qualifies:

Full-time permanent employees (or part-time employees who have worked the equivalent of six or more months) who are members of the U.S. Armed Forces or any of its reserve components and who are ordered to active duty for required field training or for an unscheduled emergency are entitled to military leave from their jobs.

Duration of Leave:

Employees who are ordered to required field training may receive up to three weeks of military leave with pay annually. Consult the Collective Bargaining Agreement for the definition of “annually” for the particular bargaining unit. Where such definition is not explicitly stated in the agreement, the University will use the statutory definition of “annual” as a calendar year. Employees who are ordered to active duty as a result of an unscheduled emergency (natural disaster, civil disorder) are entitled to paid military leave, position held, not to exceed 30 calendar days in a calendar year. In keeping with Section 5-255 of the General Statutes any employee who leaves or had left State service for the purpose of entering the armed forces of the United States shall be reinstated in his/her former position and duties, provided that within ninety days after he/she has received a certificate of satisfactory service from the armed forces, he/she makes of has made application for return to State service (this section does not apply for voluntary re-enlistment).

Procedure for Notification to the University:

Employee who is required to report for annual field training must provide their supervisors with a copy of the appropriate military orders prior to being released for duty. Employees should also submit a University “Military Leave Request” form. Employees who are required to report for active duty as a result of an unscheduled emergency must provide their immediate supervisors with copies of the active duty orders upon returning to work. The signature of the immediate supervisor and the dean or director attest to compliance with the policy statement, including the employee’s eligibility, the accuracy of the dates away from work and the attachment of military orders. The approved form and military orders should be forwarded to the Department of Human Resources and copied to the Payroll Department.

The form to apply for military leave can be found in Core-CT. Please direct questions to the University’s Leave Administrator at 860-486-3034.

Family & Medical Leave Act (FMLA)

Title: Family & Medical Leave Act (FMLA)
Policy Owner: Human Resources
Applies to: Faculty, Staff
Campus Applicability:  Statewide Policy
Effective Date: July 7, 2009
For More Information, Contact Department of Human Resources
Contact Information: (860) 486-3034
Official Website:


The University adheres to the statewide Family and Medical Leave Policy through the Department of  Administrative Services:

Statewide Family and Medical Leave Policy: FMLA Statewide Policy (PDF)

For more information, visit the FMLA website:  UConn HR FMLA

Violence in the Workplace Prevention, Policy on

Title: Violence in the Workplace Prevention, Policy on
Policy Owner: Office of Faculty and Staff Labor Relations
Applies to: Faculty, Staff, Others
Campus Applicability:  Storrs and Regional Campuses
Effective Date: January 2, 2004
For More Information, Contact Labor Relations
Contact Information: (860) 486-5684
Official Website:


Background and reasons for the policy: The safety and security of all employees is of primary importance to   the University of Connecticut.  On August 4, 1999, the Governor of the State of Connecticut issued an executive order establishing a zero tolerance policy for workplace violence for all state agencies and public universities.

Workplace Violence is defined by this executive order as:

“Any physical assault, threatening behavior, or verbal abuse occurring in the work setting. It includes, but is not limited to, beatings, stabbings, suicides, rapes, near suicides, psychological traumas, such as threats, obscene phone calls, an intimidating presence and harassment of any nature such as being followed, sworn, or shouted at.”

This policy governs all University employees, persons who are permitted to work on University premises, at satellite locations or at University sponsored off-site events. This policy also governs persons operating state vehicles under the control of the University.  The entire Governor’s policy and related definitions are accessible via the following links:

The executive order:

The Workplace Violence Prevention Manual:

Purpose of Policy: The University of Connecticut is committed to providing a workplace that is conducive to a safe and healthy environment supportive of our educational mission. This policy communicates the meaning of “workplace violence”, defines prohibited conduct and establishes potential consequences for violations. Additional resources are cited to provide direction on how to report incidents and offer sources of assistance and support to those impacted by workplace violence.

Expected Institutional Outcome: This policy will provide the University’s faculty, staff, students, contracted employees, visitors, vendors, volunteers and guests with an appropriately safe and healthy work environment, free from intimidation, harassment, threats and/or violent acts.

Applicability of Policy: This policy applies to all University of Connecticut employees and contractors.

Policy Statement: The University of Connecticut takes any act of violence seriously. The prevention of workplace violence is everyone’s responsibility. It is expected that University employees will maintain a workplace atmosphere of mutual respect and civility.

No person covered by this policy may engage in conduct intended to threaten, intimidate or harass a University employee. No person covered by this policy may possess a weapon or dangerous instrument while on any University worksite unless required to do so as a component of their job.  No person covered by this policy may use, attempt to use, or threaten to use a weapon or dangerous instrument. No person covered by this policy may cause or threaten to cause death or physical injury to any individual while at a University worksite.

Individuals who make threats, commit acts of violence or engage in other conduct defined as workplace violence, will be subject to appropriate disciplinary action up to and including dismissal as well as criminal prosecution if indicated.

Reporting Suspected Violations: Any act or incident that fits the definition of workplace violence outlined in this policy which occurs on the campus or at off-site locations under the University’s auspices or creates a risk to anyone at these sites must be reported immediately.  All employees are responsible for notifying the administration of any threats that they witness or receive.  Even without a specific threat, all employees should report any behavior that may be regarded as potentially threatening or violent or that could endanger the health and safety of others.

For more detailed instructions and resources regarding the University’s Workplace Violence Policy please contact the Office of Faculty and Staff Labor Relations at 860-486-5684.

Special Payroll Policy

Title: Special Payroll Policy
Policy Owner: Board of Trustees
Applies to: Faculty, Staff, Students
Campus Applicability:  Storrs and Regional Campuses
Effective Date: December 7, 2007
For More Information, Contact Human Resources
Contact Information: (860) 486-3034
Official Website:

Background and reasons for the policy:  The University of Connecticut requires the use of project based, seasonal, durational as well as temporary professional personnel to meet University staffing needs such as instructional and research support, athletic and theatrical program activities, limited assignment managerial support as well as support for grant and research projects and community organizations engaged in activities with the University.

Purpose: To clarify the statutory framework within which the University hires such staff and to provide appropriate guidelines for the use of such services.

Expected Institutional Outcome: This policy will support statutorily compliant access to instiutionally necessary staffing resources and expedite staffing of project based, seasonal, durational and temporary professional assignments.

Applicability of Policy: This policy applies to the hiring of project based, seasonal, durational and temporary professional personnel services at the Storrs and regional campuses.  Positions appropriate to established collective bargaining units are not to be placed on the Special Payroll.

Policy Statement: Pursuant to CGS 10a-20 and 10a-108, authorized hiring officers may appoint temporary, short term, project based, seasonal, durational and professional staff to meet staffing needs associated with university programs and activities.  Appointees to the Special Payroll do not receive benefits, although professional employees hired pursuant to CGS 10a-20 may purchase medical coverage at group rates under CGS 5-259c.  Positions appropriate to established collective bargaining units are not to be placed on the Special Payroll.


Approved by the Board of Trustees: December 7, 2007

Re-Employed Retirees, Policy on

Title: Re-Employed Retirees, Policy on
Policy Owner: Office of Human Resources
Applies to: All State of Connecticut Re-Employed Retiree Employees
Campus Applicability: All Campuses, including UConn Health
Approval Date: July 11, 2023
Effective Date: July 11, 2023
For More Information, Contact Office of Human Resources
Contact Information: (860) 486-3034 (Storrs/Regional) / 860-679-2426 (UConn Health)
Official Website:


The University re-employs retirees who have particular expertise necessary to meet a variety of academic, clinical, research, programmatic and/or administrative needs at a cost savings or benefit to the University and the state of Connecticut. In addition, as a research university and recipient of federal and other grants, the University has significant contractual and compliance obligations to granting agencies. The ability to retain particular expertise in the clinical, academic, and/or research setting, particularly when those retired employees generate revenue or are supported by external funding, is appreciably served by the use of re-employed retirees.


The University may re-employ retirees when operational, administrative, and/or financial benefits dictate or when needed to maintain continuing operations. Except as otherwise provided below, re-employed retirees may not be re-employed for more than three calendar years and shall not work more than 120 days/960 hours during any one calendar year.

The hourly compensation rate for individuals rehired into the same position from which the individual just retired shall generally not exceed 75% of the hourly rate paid to such employee in the last pay period immediately prior to his or her retirement for 120 days of work. The compensation rate for individuals rehired into different jobs from which they retired should be consistent with the assigned duties to be performed but shall generally not exceed 75% of the pre-retirement hourly rate.  Faculty and other employees that are non-time reporters prior to retirement, and therefore do not have a pre-retirement hourly rate, shall be restricted to post-retirement compensation not to exceed 75 percent of their pre-retirement annual salary.   Re-employed retirees are not eligible for annual mass salary adjustments.  Re-employed retirees may receive adjustments to salary if warranted by the duties and responsibilities of the position as long as all other terms of this policy are met.

Unclassified rehired retirees can be hired into any special payroll title; classified re-hired retirees must be hired into the appropriate Job Code as identified by the State of Connecticut to allow for appropriate tracking.

Appointments of re-employed retirees shall be reviewed by the President, Provost, Executive Vice President of Health Affairs (at UConn Health), or their designee and Human Resources to assess the continued operational needs and to ensure conformance with this Policy.  Proposals to re-employ retirees into senior administrative positions require prior review and approval by the President, Provost, Executive Vice President of Health Affairs, or their designee.

Some examples of appropriate uses for re-employed retirees include:

  • Maintain employees with unique, specialized knowledge and skills where qualified replacements cannot be immediately recruited or where it is financially beneficial for the University to maintain their expertise;
  • Provide qualified staff on a temporary or project basis when part or full-time positions are neither operationally sufficient nor financially beneficial;
  • Prevent the loss of potential revenues generated on grants or contracts;
  • Mitigate against a threat to patient or public safety;
  • Meet immediate and essential staffing needs required by accrediting agencies (e.g., the Joint Commission, DPH, or other regulatory bodies);
  • Secure the expertise of uniquely qualified researchers or staff in support of extramural funding or established grant projects;
  • Cover contractually or legally mandated leaves of absence (e.g., FMLA);
  • Provide clinical coverage to prevent the loss of clinical revenues or reduce use of agency staff through ongoing float positions;
  • Maintain continuity of operations through employment of individuals with particular expertise or experience at a cost savings;
  • Utilize employees with unique, specialized knowledge and skills for short-term projects or durational assignments.


Exceptions to the compensation and/or three calendar year maximum may be made with approval of the President, Provost, or Executive Vice President of Health Affairs at UConn Health, or their designee. Exceptions should be made when appropriately justified and reasonable in light of the goals expressed in the State of Connecticut’s Executive Order 27A related to the re-employment of retired state employees.  The maximum allotted time to work per calendar year for any rehired retiree is the equivalent of 120 days or 960 hours; exceptions may not be made to this provision of the Policy.

Some common exceptions include the following:

Instructional/Academic/Research Positions

Appointments of faculty and other staff who primarily perform research activities as re-employed retirees may be extended for the term of the extramural funding. Faculty who are hired in an academic capacity to mentor or advise students and provide other academic support to a School/College/Department.

Clinical Positions

Per diem, float, and direct patient care positions based on clinical need.

Adjunct Faculty

Employees who retire from state service and then serve as adjunct faculty. Teaching a maximum of 12 load credits per calendar year is equivalent to 120 days per calendar year.

Seasonal Employees

Employees who serve in seasonal roles, not to exceed three months in any calendar year.
The above are examples only and not intended to be exhaustive. Each exception request should be reviewed to determine if it is in the best interests of the University and consistent with the intent of this Policy.


April 21, 2009 Approved by the Board of Trustees:
August 7, 2013 Revised and Approved by the Board of Trustees
July 11, 2023 Revised and Approved by the President and Senior Policy Council