Department of Human Resources

Military Leave

Title: Military Leave
Policy Owner: Human Resources
Applies to: Faculty, Staff
Campus Applicability:
Effective Date: January 2, 2004
For More Information, Contact Department of Human Resources
Contact Information: (860) 486-3034
Official Website: http://www.hr.uconn.edu/

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 at http://web2.uconn.edu/hrnew/docs/military_leave_form.pdf.    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: http://www.hr.uconn.edu/benefits/fmla.html

 

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: http://www.lr.uconn.edu/

 

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: http://www.ct.gov/opm/lib/opm/olr/wpv/exc16.pdf

The Workplace Violence Prevention Manual:

http://www.ct.gov/opm/cwp/view.asp?a=2992&q=383254

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: http://www.hr.uconn.edu/

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: Human Resources & Payroll Services
Applies to: Faculty, Staff
Campus Applicability:  All Campuses
Effective Date: August 7, 2013
For More Information, Contact Human Resources
Contact Information: (860) 486-3034
Official Website: http://www.hr.uconn.edu/

Background

The mission of the University of Connecticut requires we ensure that our students receive the instruction, academic support, health services, security, and programming for which they have paid. It includes clinical services and patient care, not only to the public but also to the State’s correctional population. As a research university and recipient of federal grants, we have significant contractual and compliance obligations to our granting agencies.

It is within this context the University uses re-employed retirees to meet a variety of needs at a cost savings to the University and the State of Connecticut. The use of re-employed retirees permits assignment of experienced and at times uniquely qualified individuals with proven abilities to meet immediate, temporary, seasonal and ongoing irregular staffing needs. The ability to retain particular expertise in the classroom or the need to tap into the knowledge and expertise of a former employee supported by extramural funding may also be served by the use of re-employed retirees.

General Policy

Re-employed retirees may be used on a limited basis when the operational requirements and financial benefits outweigh the use of regular, continuing employment categories or when ongoing staffing requirements cannot be fully determined.  Re-employed retirees should generally not be funded by the state appropriation and are not eligible for annual salary adjustments.

Re-employed retiree appointments will be reviewed annually by the appropriate member of the President’s Cabinet and Human Resources to assess the continued operational needs and to ensure conformance with the Policy.  Proposals to re-employ retirees into senior administrative positions require prior review and approval by one of the following or his/her designee:  the President, Provost, Executive Vice President for Administration & Chief Financial Officer, or the Executive Vice President for Health Affairs.

 

Examples of appropriate uses for re-employed retirees include:

  • Maintain faculty 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 or financially beneficial
  • Prevent the loss of potential revenues generated on newly acquired grants or contracts
  • Mitigate against a threat to patient or public safety
  • Meet immediate and essential staffing needs required by accrediting agencies, e.g. JCHAO, DPH or other regulatory bodies
  • Secure the expertise of uniquely qualified researchers or staff in support of extramural funding or established grant projects when the individual’s compensation is fully supported by external resources
  • Cover contractually or legally mandated leaves of absence, e.g. FMLA
  • Provide clinical coverage to reduce use of agency staff through ongoing float positions

Any questions regarding this policy should be directed to the appropriate Human Resources liaison for clarification or assistance.

Additional Information for Specific Position Types

General Administrative Positions

Based on the Governor’s Executive Order, the compensation rate for individuals rehired into the same position in which the individual just retired should not exceed 75% of the individual’s pre-retirement pay 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 and should not exceed the established University or State of Connecticut minimum salary for the job classification.

Re-employed retirees hired to perform general administrative support will be limited to no more than three 120-day calendar year periods.  Re-employed retirees hired for seasonal work may be continued to be re-employed beyond three years provided their appointments each calendar year are not longer than three months.

 

Instructional/Research Positions

The compensation rate for individuals rehired into the same position in which the individual just retired should generally not exceed 75% of the individual’s pre-retirement pay for 120 days of work.  Teaching a maximum of 12 load credits per calendar year is equivalent to 120 days per calendar year.  The compensation rate for individuals rehired into different jobs from which they retired should be consistent with the assigned duties to be performed and should not exceed the established University or State of Connecticut minimum salary for the job classification.

 

Faculty and other staff who primarily perform research activities as re-employed retirees and are self-funded by grants and/or contracts will be limited to the period of time for which they receive external funding supporting their own appointment and compensation.  Grant and/or contract funded retirees shall be compensated at a rate consistent with the salary terms of the grants and/or contracts.  Such appointments may be extended for the term of the research funding.

 

 

Clinical Positions

The compensation rate for individuals rehired into the same position in which the individual just retired should generally not exceed 75% of the individual’s pre-retirement pay for 120 days of work.  The compensation rate for individuals rehired into different jobs from which they retired from should be consistent with the assigned duties to be performed and should not exceed the established University or State of Connecticut minimum salary for the job classification or themarket rate for certain per diem positions.

Re-employed retirees hired to perform clinical duties will generally be limited to no more than three 120-day calendar year periods.  However, certain per diem, float and direct patient care positions may be considered for additional employment based on clinical need.

Approved by the Board of Trustees: April 21, 2009. Revised and Approved by the Board of Trustees: August 7, 2013