Others

Employment and Contracting for Service of Relatives, Policy on

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Title: Employment and Contracting for Service of Relatives, Policy on
Policy Owner: Office of University Compliance 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 University Compliance 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) 486-2530 or (860) 486-5684
Official Website:  https://compliance.uconn.edu/ethics-overview/ 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.

POLICY HISTORY

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

Electronic (E-mail) Communication Policy

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Title: Electronic (E-mail) Communication Policy
Policy Owner: Information Technology Services
Applies to: Faculty, Staff, Affiliates and Student Employees
Campus Applicability: Storrs and Regionals, except UConn Health
Approval Date: August 30, 2023
Effective Date: October 1, 2023
For More Information, Contact: UConn Information Technology Services
Contact Information: techsupport@uconn.edu
Official Website: https://its.uconn.edu

DEFINITIONS

University Provided Email Services – University-provided email services refers to the email accounts and related services that educational institutions offer to their students, faculty, and staff. These email services can be hosted on the University’s servers or in the cloud and come with an email address in the form of username@uconn.edu

PURPOSE

This policy applies to all uses and users of University provided email services, including faculty, staff, volunteers, contractors and affiliates. The purpose of this policy is to describe the permitted and appropriate use of University provided email to ensure compliance with relevant laws, regulations and policies, including those concerning the retention and protection of emails and attendant data.

POLICY STATEMENT

The University provides email services to support activities associated with academic, administrative, research and philanthropic functions in support of its overall mission. The University recognizes and has established email as an official means of communication. All faculty and staff are provided a UCONN.EDU email account which is the official address to which the University will send email communications. All communications related to University functions shall use the University provided email services to ensure compliance with University policies and regulatory compliance.

Individual Users are expected to read in a timely manner all official University email messages sent to their University email address.

University email services are provided solely for the purpose of conducting University business and are subject to all applicable University policies including the Code of Conduct as well as state and  federal laws.  Occasional use of email services for personal, non-University related purposes is allowed but subject to the Code of Conduct.

University email accounts and information sent via University email services are the property of the University.  As a public institution, with limited exceptions, virtually all University records, including email communications, are subject to laws governing public records.  Because University email accounts are University property, the University has the right to access such accounts for legitimate business purposes as may be required and/or authorized by appropriate parties.  This includes but is not limited to access necessary to respond to requests made pursuant to the Connecticut Freedom of Information Act (FOIA), the Family Educational Rights and Privacy Act (FERPA),and/or subpoenas. Individuals are prohibited from directly accessing the email accounts of others unless they are authorized to do so for University business purposes.

Users of University email services are responsible for safeguarding the privacy and security of information sent electronically in accordance with applicable laws and policies. Automated copying or forwarding of email from University accounts to non-University accounts is prohibited. Any user who moves a copy of email sent to a University email account to a non-University email account expressly assumes personal responsibility for the security and privacy of that email and any information contained therein.  Moving a University email into a non-University account may subject the non-University account to review in response to a subpoena, FOIA request or other legal process.

RELATED UNIVERSITY POLICIES

Code of Conduct

Electronic Privacy and Disclaimer Notice

FERPA Policy

General Rules of Conduct

Records Management Policy

University Guide to the State Code of Ethics

POLICY HISTORY

Policy adopted: November 14, 2003

Revisions:
June 1, 2005
June 19, 2007
March 13, 2015
August 30, 2023 (Approved by the Senior Policy Council and the President)

Health and Safety Policy

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Title: Health and Safety Policy
Policy Owner: Department of Environmental Health and Safety
Applies to: Faculty, Staff, Students, Others
Campus Applicability: UConn Storrs, Regionals, and the Law School
Effective Date: April 27, 2023
For More Information, Contact Department of Environmental Health and Safety
Contact Information: (860) 486-3613 or ehs@uconn.edu
Official Website: http://www.ehs.uconn.edu/

 

PURPOSE

The University of Connecticut is committed to providing a safe and healthful environment for all activities under the jurisdiction of the University.  Accordingly, the University has developed this top level over-arching health and safety policy to outline responsibilities and establish the framework of compliance with all applicable Federal, State and local regulations and University policies and procedures pertaining to worker safety and public health.* Compliance with this policy along with subordinate health and safety policies, programs and procedures linked at the end of this policy document is mandatory.

 

APPLIES TO

This policy applies to all faculty, staff, students, researchers, and all other individuals working at the University of Connecticut Storrs, regional campuses and the Law School.

 

POLICY STATEMENT

The health and safety of all faculty, staff, students and visitors shall be a principal consideration in the planning and conduct of all University activities and programs, and in the design, construction, modification, or renovation of all University buildings and facilities.

 

This broad policy requires that health and safety regulations of Federal, State and local authorities, appropriate consensus standards of recognized organizations, and University specific policies are met.

 

ENFORCEMENT

Violations of this policy including, subordinate health and safety policies, programs or procedures may result in disciplinary measures in accordance with University Laws and By-Laws, General Rules of Conduct for All University Employees, applicable collective bargaining agreements, and the University of Connecticut Student Code.

 

PROCEDURES/FORMS

Building and Emergency Contact (BEC) list
Employee Safety Training Assessment (ESTA)
Workplace Hazard Assessment (WHA)

 

RESPONSIBILITIES

Individuals – Safety is the responsibility of each and every person at the University of Connecticut. All members of the University community are individually and collectively the owners of safety and share the responsibility to provide and maintain a safe environment.  Each individual is expected to comply with health and safety regulations and University policies, programs and procedures; perform work in a safe and sensible manner and to act to ensure the health and safety of self, coworkers, fellow students and all others at the University.

Individuals working for the University (employees) are required within five days of employment, transfer or job change to discuss potential hazards that they may encounter during the course of their employment with their supervisor.  That discussion shall include identification of workplace hazards along with required controls, personal protective equipment (PPE) and requisite safety training.  Completion and submission of an employee specific Employee Safety Training Assessment defines required safety training.  Individuals are responsible to comply with defined controls, wear the appropriate PPE and attend requisite safety training in a timely manner.

Principal Investigators/Unit Managers – All personnel who assign and/or oversee work are responsible to ensure that compliant work controls and procedures consistent with Federal, State and local regulations and University policies are implemented to provide for the protection of all personnel and to safeguard the environment.   PIs/Unit Managers in consultation with EHS shall respond in a timely manner to address safety complaints, non-compliances and mitigate potentially unsafe conditions.  PIs/Unit Managers should set, by example, high standards for health and safety. These standards must be consistently applied and appropriate action taken when personnel fail to meet them.

PIs/Unit Managers (supervisors) are responsible to identify hazards in the work environment along with required controls and PPE using the Workplace Hazard Assessment (WHA) form. The WHA must be kept current and reviewed regularly.

The WHA and the ESTA are generic tools that must be used by the PI/Unit Manager (or designee) to document review of hazards in the workplace along with appropriate controls, PPE and safety training.  The ESTA must be completed with the employee within five days of their arrival, transfer or job change.  Failure to complete an ESTA or to ensure that employees attend the required training may result in disciplinary action.

Deans, Directors, and Department Heads – Each Dean, Director, and Department Head is charged to ensure organizational compliance with regulations and University policies and with maintaining a healthful and safe environment for all personnel.  They are expected to take appropriate action to ensure all identified hazards are addressed and identified issues of non-compliance corrected in a timely manner.

Updates are requested from each Dean, Department Head and Director to the Building and Emergency Contact Listing (BEC List) to ensure the timely and effective communication of information to assigned contacts within each building, regarding emergencies, incidents, projects, and other activities that may impact the health and safety of building occupants.

 

The Department of Environmental Health and Safety (EHS) – EHS is charged by the University with implementing all University health and safety policies and procedures* in the Biological, Chemical, Occupational, Public Health, Environmental, and Radiation health and safety fields. EHS has been authorized by, and is accountable to, the University President and Senior University Management to identify, assess and enforce this Health and Safety policy and subordinate health and safety regulations, policies, and procedures.

EHS is responsible for maintaining a comprehensive program that combines training, consultation, control, and inspection to protect the health and safety of all personnel in the course of University sanctioned activities.  EHS staff provides professional services to measure and evaluate hazards to which the University community may be exposed and ensure compliance with regulations and University policies.  EHS’s responsibilities include:

  • Ensure that all written policies, procedures, and training materials for applicable health and safety regulatory standards are established, current, and available for delivery to appropriate campus groups;
  • Maintain an up-to-date webpage to enhance access to health and safety policies, procedures, technical guidance documents, and compliance assistance information;
  • Facilitate health and safety communications with the University community, and stress the importance of campus wide adherence to appropriate regulations, standards, and policies;
  • Provide graded approach (risk based) inspection services to enhance campus health and safety; and facilitate timely correction of identified non-compliances through escalating notification and enforcement;
  • Verify completion, adequacy, and adherence to required health and safety tools (e.g., WHA, ESTAs);
  • Promote EHS’s role as an environmental health and safety information resource ready to meet the needs of the campus community; and
  • Take appropriate measures (including Stop Work Authority for imminent hazard situations) to maintain acceptable margins of safety and regulatory compliance over all University operations.

* Matters pertaining to public safety, fire safety, and building code compliance, are addressed by other units within the Division of University Safety.

 

Administrative Oversight – The Associate Vice President of University Safety and the Director of EHS review and approve health and safety policies for the University on behalf of the President and Board of Trustees.  The Associate Vice President of University Safety is the responsible Senior University Manager for EHS and oversees the implementation of these policies.

 

COMMITTEES

Environmental Health and Safety Committee

The Environmental Health and Safety Committee has a diverse membership appointed by the Associate Vice President of University Safety.  Members represent the administration, faculty, and staff along with collective bargaining units, and students. The Committee meets quarterly, as mandated by CT General Statute 31-40v, “Establishment of Safety and Health Committees by Certain Employers,” to fulfill its functions and responsibilities. The committee is charged with but not limited to establishing procedures for sharing ideas with the employer concerning:

  1. Safety inspections;
  2. Investigating safety incidents, accidents, illnesses, and deaths;
  3. Evaluating accident and illness prevention programs;
  4. Establishing training programs for the identification and reduction of hazards in the workplace which damage the reproductive system of employees; and
  5. Establishing training programs to assist committee members in understanding and identifying the effects of employee substance abuse on workplace accidents and safety.

 

Focused Subject Matter Safety Committees

A number of safety committees reporting to the Vice President of Research have been established that address aspects of health and safety specific to research activities or focused subject matter.   These committees serve as advisory boards and research protocol review boards working in partnership with EHS to fulfill University goals.  Committee and subject matter information is linked below.

Chemical Hygiene Committee
Institutional Biosafety Committee (IBC)
Institutional Animal Care and Use Committee (IACUC)
Institutional Review Board (IRB)
Laser Safety Committee
Radiation Safety Committee

 

 ENVIRONMENTAL HEALTH and SAFETY POLICIES, PROGRAMS AND PROCEDURES

The University Health and Safety Policy is implemented through a series of policies, programs, procedures and other documents, as appropriate to the operations of UConn. These documents have been developed by EHS in response to regulatory requirements and/or University committee decisions.  These items, listed below, are mandatory in nature, and must be followed to ensure compliance.  They can also be found on the EHS website at:   http://www.ehs.uconn.edu/ppp/

Analytical X-Ray Safety Program
Arboricultural Operations Procedures
Asbestos Management Plan
Biological Safety Manual
Bloodborne Pathogens Exposure Control Plan
Chemical Hygiene Plan
Chemical Waste Disposal Manual
Confined Spaced Program
Contractor EHS Manual
Controlled Substances Policy
Electrical Safety Program
Excavation and Trenching Procedures
Fall Protection Program
Food Service Policies
General Workplace Health & Safety Inspection Program
Hazard Communication Program
Hearing Conservation Program
Laboratory Chemical Inventory Program
Laboratory Inspection Program
Laser Safety Manual
Lockout/Tagout Program
Occupational Health and Safety Program for Animal Handlers
PCB Management Plan
Powered Industrial Truck Program
Radiation Safety Committee Policy on Minor Modifications to an Existing Protocol
Radiation Safety Manual
Respirator Program
Rooftop Laboratory Exhaust Systems Maintenance Procedure
Silica in Construction Exposure Plan
Silica in General Industry Exposure Control Plan
Space Heaters Policy
Transportation of Biological Materials
Working Alone Policy

 

POLICY HISTORY

Policy created: 10/14/2014 (Approved by Senior Policy Council)
Revisions: 03/10/2023 (Approved by Senior Policy Council 04/26/2023)

By-Laws, Rules, and Regulations of the University Senate

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Title: By-Laws, Rules, and Regulations of the University Senate
Policy Owner: University Senate
Applies to: Faculty, Staff, Students, Others
Campus Applicability: All University Campuses, except UConn Health
Effective Date: August 26, 2024
For More Information, Contact University Senate Office
Contact Information: (860) 486-2236
Official Website: http://www.senate.uconn.edu/

The University Senate By-Laws, Rules, and Regulations are available for download as a PDF.

Consulting for Faculty and Members of the Faculty Bargaining Unit, Policy on

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Title: Consulting for Faculty and Members of the Faculty Bargaining Unit, Policy on
Policy Owner: Office of the Provost
Applies to: Faculty and members of the faculty bargaining units; Management-exempt personnel with faculty appointments
Campus Applicability: All Campuses
Effective Date: June 29, 2022
For More Information, Contact: Faculty Consulting Office
Contact Information: Storrs and Regional Campuses: Sarah Croucher, sarah.croucher@uconn.edu

UConn Health: Carla Rash, rash@uchc.edu
Official Website: http://consulting.uconn.edu/

 

1. BACKGROUND

The University recognizes the benefits derived from faculty members participating in consulting activities with outside entities. Such activities are vital for professional service, provide intellectual enrichment of faculty members and students, may foster economic development, and enhance the reputation of the University. Participation in such activities is a norm for faculty at all highly ranked U.S. public research universities. All activities where outside compensation is received that are related to the expertise of a faculty member fall within the purview of this policy, as are any activities with faculty affiliated companies.

2. PURPOSE

This policy provides a framework for consulting work with external entities to ensure compliance with the State of Connecticut Code of Ethics (Conn. General Stat §1-84(r)), other applicable policies, and to ensure such work does not conflict with University employment.

3. SCOPE

This policy applies to all faculty at the University of Connecticut and the University of Connecticut Health Center, and all staff eligible to be members of the faculty bargaining units (hereafter described as “faculty members”). The policy applies to management-exempt employees only when they have a base faculty appointment, as determined by their appointment letter. Faculty members who are employed by the University below 0.5 FTE (full-time equivalent) do not need approval to engage in consulting activities. However, such faculty may voluntarily elect to request prior approval for consulting activities. Once a faculty member in this position has requested approval to consult, all subsequent consulting activities in that reporting year must also obtain such approval.

4. DEFINITIONS

  1.  Consulting: an activity (e.g., provide services, give advice or analysis) undertaken by a faculty member for compensation as a result of their expertise or prominence in their field, while not acting in their official capacity as a State employee (i.e., in their own time). Activities such as serving on grant review panels, giving talks, or reviewing academic works are classified as consulting when undertaken for compensation. Paid or unpaid work conducted for a faculty affiliated company is also considered consulting.
  2.  Compensation: any form of payment received for the consulting activity. Compensation for consulting activities includes, but is not limited to; honoraria, stipends, payments in goods or services, stocks or stock options, other interests of value, or any forms of compensation (including “luxury travel”) above necessary expenses, even if this is intended to support costs associated with undertaking the activity.
  3.  Contracting entity: the business, nonprofit organization, government body, individual, or other organization that engages and compensates the faculty member for the consulting activity.
  4.  Faculty affiliated company (FAC): A faculty affiliated company (or other legal entity) is a for-profit or not-for-profit business where a faculty member or member of their immediate family: 1) is a director, officer, owner, or limited or general partner or, 2) is a beneficiary of a trust, or holder of stock constituting five percent or more of the total outstanding stock of any class.
  5.  Time due to the University: any time necessary for successfully carrying out the workload duties assigned to a faculty member. The University’s Bylaws and policies prohibit faculty from consulting on “time due to the university.”
  6.  Normal work time: the usual time during which a faculty member is expected to perform their job duties. These times and job duties may be defined in specific appointment letters, workload policies, or other workload assignment documentation.
  7.  Reconciliation: the process of closing out each approved consulting request after the activity has taken place (or was due to take place if it does not occur) by confirming or updating information regarding the time spent consulting and the compensation received.

5. POLICY

All full-time faculty members must receive written permission from the appropriate supervisory hierarchy prior to engaging in any consulting activity. All consulting requests and reconciliations must be submitted via the University online consulting request system. Faculty must adhere to the University’s procedures associated with this policy.

Consulting approval is not required for compensation received from royalties.

The provost will submit an annual report of consulting activities for all faculty members to the Joint Audit and Compliance Committee of the Board of Trustees. The University's Office of Audit and Management Advisory Services (AMAS) shall develop and implement a plan of regularly recurring monitoring and audits to ensure the complete and accurate implementation of this policy.

The disclosure of proprietary information (i.e., intellectual property owned in part or in total by the University) is prohibited when consulting unless specific permission is granted.)

6. ENFORCEMENT

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

Faculty members who do not receive prior approval under this policy are subject to the jurisdiction of the Office of State Ethics. In addition, the faculty member may be subject to sanctions issued by the University for violating this policy, as outlined in the associated Procedures.

7. PROCEDURES 

Procedures on Consulting for Faculty and Members of the Faculty Bargaining Unit are linked here.

POLICY HISTORY

*Policy Created: September 25, 2007

*Revisions: 06/29/2022, 06/29/2019, 03/25/2015, 04/24/2013, 11/12/2012, 04/13/2011, 04/20/2010

*Approved by the Board of Trustees.

Animal Use in Research, Teaching and Testing

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Title: Animal Use in Research, Teaching and Testing
Policy Owner: Vice President for Research
Applies to: Employees, Faculty, Students, Others
Campus Applicability: All Campuses
Effective Date: May 25, 2018
For More Information, Contact Vice President for Research
Contact Information: (860) 486-3001
Official Website: https://ovpr.uconn.edu/services/rics/animal/

REASON FOR POLICY

The University of Connecticut regards the use of animals in research, teaching, and testing to be an integral component of continued progress in science, education, and agriculture. The University expects all of its animal facilities and programs to maintain high ethical standards for animal care and use, and to be operated in accordance with applicable legal requirements. This policy outlines the principles that govern the humane conduct of animal-based activities, ensures legal compliance and establishes roles and responsibilities of those individuals who are involved in the care and use of animals in research, teaching and testing.

APPLIES TO

All University faculty, employees, students, postdoctoral fellows, residents and other trainees, agents and visitors involved in the care and use of animals for research, teaching or testing at the University.

DEFINITIONS

Animal: Any live vertebrate animal, or any other animal designated by applicable law, used or intended for use in basic or applied scientific investigations (e.g., traditional biomedical, agricultural, wildlife, or aquatic research), testing, the production of biological materials, or educational activities.

Animal Care and Use Program (ACUP): The animal care and use program refers to all the components that exist in support of the University’s activities involving animals. These components include facilities, employees, researchers, policies and procedures, equipment and animals.

Attending Veterinarian (AV): The attending veterinarian is the individual with primary authority to execute the duties inherent in assuring the adequacy of veterinary care and overseeing other aspects of animal care and use, including quarantine, stabilization, clinical care and management, husbandry  and disease surveillance.

Institutional Animal Care and Use Committee (IACUC): The IACUC is appointed by the President of the University or his or her designee, and derives its authority from the Public Health Service Policy on Humane Care and Use of Laboratory Animals, the Animal Welfare Act and the Health Research Extension Act. The IACUC is qualified through the experience and expertise of its members to oversee the University’s animal program, facilities, and procedures in accordance with the applicable legal requirements.

Institutional Official (IO): The President of the University appoints the institutional official. The IACUC reports to the IO, who has the administrative and operational authority to commit institutional resources to ensure compliance with legal requirements which govern the University’s ACUP.

POLICY STATEMENT

    1. The IO is delegated the authority to develop policies and procedures, and to implement a program for care and use of animals in research, teaching and testing that is compliant with applicable legal requirements.
    2. The IACUC shall have the responsibility to review and the authority to approve, require modifications to secure approval, or withhold approval of, all research involving animal subjects conducted by the University or anyone using University facilities, in accordance with policies and procedures established for this purpose.
    3. The IACUC, or its staff acting on behalf of the IACUC, has the authority to inspect research facilities and obtain records and other relevant information relating to projects it has approved. The IACUC may suspend or terminate approval of projects it has approved and take actions that it deems necessary to ensure compliance with applicable legal requirements and University policies or which have been associated with unexpected serious harm to subjects.
    4. No individual or University committee may approve a project involving the use of animals for research, teaching or testing that has not been reviewed and approved by the IACUC.
    5. IACUC approval must be received before the use of animals for research, teaching or testing can commence.
    6. The AV has the authority to ensure the provision of adequate veterinary care. This includes the authority to implement animal treatment or euthanasia of research animals. While all efforts shall be made to contact the responsible research staff member prior to any action, it may be necessary to act prior to contact.
    7. The transportation, care and use of animals should be in accordance with the Animal Welfare Act and other applicable legal requirements.
    8. Procedures involving animals should be designed and administered with consideration of their relevance to human or animal health, the advancement of knowledge, and the good to society.
    9. The animals selected for a procedure should be of an appropriate species and quality and the minimum number required to obtain valid results. Methods such as mathematical models, computer simulation and in vitro biological systems should be should be considered.
    10. Proper use of animals, including the avoidance or minimization of discomfort, distress and pain, when consistent with sound scientific practices, is imperative. Unless it can be established otherwise, investigators should consider that procedures that cause pain or distress in human beings may cause pain or distress in other animals.
    11. Procedures with animals that may cause more than momentary or slight pain or distress should be performed with appropriate sedation, analgesia or anesthesia, unless the IACUC has approved a scientifically justified exception.
    12. Humane endpoints should be established.
    13. The living conditions of animals should be appropriate for their species and contribute to their health and comfort. The housing, feeding and care of animals used for biomedical or agricultural purposes must be directed by a veterinarian or other scientist, trained and experienced in the proper care, handling and use of the species being maintained or studied.
    14. Investigators and other personnel will be appropriately qualified and experienced for conducting procedures on animals. Adequate arrangements will be made for their in-service training, including proper and humane care and use of laboratory animals.
    15. IACUC approval of exceptions to any standard protocols requires compelling scientific justification and should not be made solely for the purposes of convenience, teaching or demonstration.

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, the University of Connecticut Student Code, and other relevant University Policies.

ADDITIONAL RESOURCES

Animal Welfare Act, as amended (7 U.S.C. §§2131 et seq.)

Animal Welfare Standards (9 CFR parts 1, 2 and 3)

Public Health Service Policy on Humane Care and Use of Laboratory Animals (HHS & NIH)

United States Government Principles for the Utilization and Care of Vertebrate Animals Used in Testing, Research, and Training

Guide for the Care and Use of Laboratory Animals (National Research Council)

POLICY HISTORY

Revisions: 05/25/2018 (Approved by President’s Cabinet); 12/17/2014 (Approved by IACUC)

Reviewed: 02/16/2011

Affirmative Action & Equal Employment Opportunity, Policy Statement:

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Title: Affirmative Action & Equal Employment Opportunity, Policy Statement:
Policy Owner: President and Office of Institutional Equity
Applies to: Faculty, Staff
Campus Applicability: All University departments at all campuses except UConn Health
Effective Date: October 3, 2022
For More Information, Contact Office of Institutional Equity
Contact Information: (860) 486-2943
Official Website: http://www.equity.uconn.edu/

 

Equal Employment Opportunity

The University of Connecticut is an equal employment opportunity/affirmative action employer. In order to ensure that employees and job applicants are not subjected to unlawful discrimination, it is the University’s policy to comply with all State and Federal laws and regulations that prohibit employment discrimination and mandate specific actions for the purpose of eliminating the present effects of past discrimination. Equal employment opportunity is the purpose and goal of affirmative action. The University has established equal employment opportunity and affirmative action as immediate and necessary objectives because we are committed to its concepts, principles and goals.

At the University equal employment opportunity (EEO) means nondiscrimination in employment policies and practices.  The University is committed to ensuring that individual employees and applicants are not excluded from participation in the employment process based on an individual’s legally protected status which includes  race, color, ethnicity, religious creed, age, sex (including pregnancy and sexual harassment), marital status, national origin, ancestry, sexual orientation, genetic information, physical or mental disabilities (including learning disabilities, intellectual disabilities, past/present history of a mental disorder), prior conviction of a crime (or similar characteristic), veteran status, status as a victim of domestic violence, workplace hazards to reproductive systems, gender identity or expression, or other factors which cannot lawfully be the basis for employment actions, unless there is a bona fide occupational qualification.

Affirmative action is a positive program of purposeful activity undertaken with conviction and effort to overcome the present effects of past practices, policies and barriers to equal employment opportunity. Affirmative action plans and programs are designed to achieve the full and fair participation of all protected class members found to be underutilized in the workforce or adversely affected by past policies and practices.

Affirmative Action

Affirmative action plays a role at all stages of the employment process, including, but not limited to:  recruitment, evaluation, interview, selection, hire, promotion, demotion, transfer, discipline, layoff, termination, benefits, rates of pay or other forms of compensation, selection for training, the use of all facilities, and participation in all University sponsored employee activities.  Provisions in applicable laws providing for bona fide occupational qualifications, business necessity or age limitations will be adhered to by the University where appropriate. Accordingly, the University pledges to regularly reexamine all policies and procedures to identify and eliminate barriers to access, and to change practices that may have a discriminatory impact.

The University’s commitment to affirmative action requires that we make the good faith efforts that may be necessary in all aspects of personnel administration to ensure that the recruitment and hire of underrepresented individuals reflect their availability in the job market; that the causes of underutilization are identified and eliminated; that alternative approaches are explored when personnel practices have a negative impact on protected classes; and that the terms, conditions, and privileges of employment, including upward and lateral mobility, are equitably administered.

The University recognizes the employment difficulties experienced by individuals with disabilities and by many older persons.  Therefore, the University will take necessary steps to identify and overcome areas of underutilization of such persons in the workforce and to achieve their full participation in all University programs, processes and services.

The University is committed to ensuring that all services and programs are provided in a fair and impartial manner and thus has established affirmative action and equal employment opportunity as immediate and necessary agency objectives.

As a Connecticut state agency, the University prepares its Affirmative Action Plan each year.  The Plan is a detailed, results-oriented set of procedures, which blueprints a strategy to combat discrimination and implement affirmative action. The objectives of the Plan are to set both quantitative and non-quantitative goals, which promote affirmative action and/or eliminate any policy or employment practice that adversely affects protected class members.

A complete version of the University’s current Affirmative Action Plan is available at the Office of Institutional Equity (OIE) and may also be found online on the OIE website.

Procedure

For more information and advice regarding rights and responsibilities under the Plan, the University’s Equal Employment Opportunity Officer can be contacted by telephone, email or in person during regular office hours.  All comments are welcome.

Sarah Chipman
Interim Associate Vice President, Office of Institutional Equity
Director of Equity Response & Education, Deputy Title IX Coordinator
Wood Hall, Unit 4175
241 Glenbrook Road
Storrs, Connecticut 06269-4175
Sarah.Chipman@uconn.edu
860-486-2943

The University’s policies against discrimination and harassment are included in the Plan along with complaint procedures,  Employees and others wishing to file complaints of discrimination or of affirmative action policy violations may do so by contacting the Office of Institutional Equity by telephone, email or in person during regular office hours:

Office of Institutional Equity
Wood Hall, First Floor
241 Glenbrook Road
Storrs, Connecticut 06279
860-486-2943
equity@uconn.edu
www.equity.uconn.edu

Employees and others shall not be subjected to harassment, intimidation or any type of retaliation because they have (1) filed a complaint; (2) assisted or participated in an investigation, compliance review, hearing or any other activity related to the administration of any federal, state or local law requiring equal employment opportunity; (3) opposed any act or practice made unlawful by any federal, state or local law requiring equal opportunity; (4) exercised any other legal right protected by federal, state or local law requiring equal opportunity.

Accountability

As President, I commit the University and myself to make every effort to implement an effective Affirmative Action Plan within timetables set forth in the Plan.  I fully expect my managerial and supervisory staff to treat compliance with Federal and State of Connecticut affirmative action statutes as a top priority and take positive steps to ensure the successful implementation of the policies, procedures and objectives of affirmative action and equal opportunity at the University.

In issuing the University’s affirmative action policy, I reiterate the need for affirmative action and attest to the University’s determination to identify strengths and weaknesses in our employment system, resolve problems when they appear, recruit employees vigorously and affirmatively, and retain current employees while also helping them prepare for advancement.

Radenka Maric

President