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Review List 1

Academic Program and Accreditation Review, Policy on

Posted on April 18, 2025February 17, 2026 by Sundara, Anida

Title:	Academic Program and Accreditation Review, Policy on
Policy Owner:	Office of the Provost
Applies to:	All Academic Programs at UConn
Campus Applicability:	All UConn Campuses
Approval Date:	April 17, 2025
Effective Date:	April 18, 2025
For More Information, Contact:	Vice Provost for Academic Affairs
Contact Information:	Provost@uconn.edu, 860-486-4037
Official Website:	https://provost.uconn.edu/

BACKGROUND

Ensuring the highest standards of academic excellence is a core commitment of the University of Connecticut. Regular external evaluations provide an objective assessment of our academic programs, fostering continuous improvement and alignment with current educational standards and industry needs. Moreover, the New England Commission of Higher Education (NECHE) Standards for Accreditation require universities to engage in regular academic program reviews to ensure ongoing compliance with accreditation requirements and to uphold the quality and integrity of their educational offerings. The Academic Program Review also provides an opportunity to obtain feedback about the extent to which the academic unit has the resources needed to implement high-quality academic programs.

In addition to institutional accreditation, programmatic accreditation is essential in many fields to validate the required standards of educational programs that allow students to qualify for licensure and certification in professional fields. Generally, programmatic accreditation demonstrates external oversight of quality assurance for programs, reassuring students, employers, and other stakeholders that programs meet specified standards within a discipline or professional field.

PURPOSE

To establish a structured and systematic requirement for academic program review, including the periodic external evaluation of all academic programs at the University of Connecticut, to enhance program quality, promote accountability, and support strategic planning and resource allocation.

To ensure that programmatic accreditation, which can substitute for aspects of the academic program review process in part or in whole, has administrative oversight including formal procedures for seeking, maintaining, and documenting programmatic accreditation as established by the Office of the Provost.

APPLIES TO

This policy applies to all academic programs offered at the University, including undergraduate, graduate, and professional degree programs, including those offered by the Schools of Dental Medicine, Law, and Medicine.

DEFINITIONS

Academic Program: A combination of courses and related activities organized for the achievement of specific learning outcomes as defined by the University. This includes programming at both the undergraduate, graduate, and professional levels and consists of degrees, majors, minors, certificates, and concentrations. Requirements for awarding these programs are defined in the appropriate university catalog.

External Evaluation: A comprehensive review conducted by an external review team to assess the quality, effectiveness, and relevance of the academic program(s) undergoing review.

External Review Team: A group of experts outside of the University selected to conduct the evaluation of academic programs.

Programmatic Accreditation. Programmatic accreditation applies to specific academic disciplines and programs, ensuring they meet established quality standards, engage in continuous improvement, and fulfill reporting requirements. Academic units pursuing this specialized accreditation are responsible for maintaining compliance with disciplinary standards, implementing ongoing improvements, and submitting necessary reports to the recognized accreditor.

Recognized Accreditor: A private nongovernmental organization recognized by the Council for Higher Education Accreditation (CHEA), or the U.S. Department of Education as able to review the quality of higher education institutions, academic units, or programs.

POLICY STATEMENT

All Academic Programs are required to undergo an External Evaluation at least once every eight (8) years. Academic Programs may seek an extension for no more than two (2) years. The Office of the Provost will establish the process for engaging academic units in the scheduled Academic Program review process, which will include engaging in a self-study process, producing a self-study report with supplementary information, hosting and facilitating a site visit with the External Review Team to ensure a thorough evaluation, and responding to the evaluation report.

For accredited programs, the accreditation review conducted by a Recognized Accreditor may fulfill some or all the University’s Academic Program External Evaluation requirements. To allow for this substitution, the University must maintain records of the Programmatic Accreditation process, status, and any related evidence or reports. In cases where the accreditation review does not cover aspects of the University’s Academic Program review process, the program may be asked to address those gaps to fully comply with the University’s Academic Program review standards.

ENFORCEMENT

Violations of this policy or related procedures may result in appropriate disciplinary measures in accordance with University By-Laws, General Rules of Conduct for All University Employees, Rules of Conduct, applicable collective bargaining agreements.

REFERENCES

New England Commission of Higher Education (NECHE) Standards for Accreditation

The following documents are available from the Academic Affairs Governance Document Library.

Academic Program Review Handbook
Academic Program Review Self-Study Guidelines
Guidelines for Disciplinary-specific Accredited Programs

POLICY HISTORY

Policy created: 04/17/2025 (Approved by Senior Policy Council and President)

Outdoor Activities Policy

Posted on August 21, 2024February 17, 2026 by Sundara, Anida

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

Posted on August 21, 2024February 17, 2026 by Sundara, Anida

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 Labor 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

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

Posted on August 7, 2024February 17, 2026 by Sundara, Anida

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

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)

Modified Duties for Faculty Due to Life Events, Policy on

Posted on December 19, 2023February 17, 2026 by Sundara, Anida

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).

Academic, Scholarly, and Professional Integrity and Misconduct (ASPIM), Policy on

Posted on July 11, 2023February 17, 2026 by Sundara, Anida

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)

Principal Investigator Eligibility on Sponsored Projects, Policy on

Posted on December 22, 2022February 17, 2026 by Sundara, Anida

Title:	Principal Investigator Eligibility on Sponsored Projects, Policy on
Policy Owner:	Office of the Vice President for Research, Sponsored Program Services
Applies to:	All faculty, staff, and students
Campus Applicability:	All Campuses, including UConn Health
Effective Date:	December 22, 2022
For More Information, Contact:	Office of the Vice President for Research, 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

This Policy sets forth the eligibility requirements for serving as a Principal Investigator (PI) or Co- Principal Investigator (Co-PI) at the University. This Policy also describes the processes for requesting and approving exceptions to the PI/Co-PI eligibility requirements.

APPLIES TO

All faculty, staff, and students involved in the administration of sponsored projects at University of Connecticut and all regional campuses, and UConn Health (“University”).

DEFINITIONS

Principal Investigator (PI): This title identifies the individual, identified and determined by the grantee who is responsible for the conduct of the sponsored program project. This responsibility includes the intellectual conduct of the project, fiscal accountability, administrative aspects, and the project’s adherence to relevant policies and regulations. A project may have multiple individuals serving as PIs (multi- PIs) who share the authority and responsibility for leading and directing the project, intellectually and logistically. Each PI is responsible and accountable for the proper conduct of the project.

Co-Principal Investigator (Co-PI): This designation refers to individuals who share the responsibility for the project with the Principal Investigator and therefore requires the same qualifications.

Project Director/Co-Project Director: Although not as commonly used by sponsors, this title is a synonym for Principal Investigator and Co-Principal Investigator respectively.

POLICY STATEMENT

All externally funded projects conducted at the University are expected to be consistent with the teaching, research, and service missions of the University. All projects are therefore carried out within departments, centers or institutes, or other administrative units under the direction of a faculty member or comparable professional employee.

By defining Principal Investigator status as a limited set of designated individuals and/or job categories, and by procuring appropriate dean and department head approval, the University is assured that the proposed research is consistent with its missions and that the necessary space, equipment, facilities, and qualified personnel are available to conduct the proposed project. In all cases, the individual designated as Principal Investigator is judged to be qualified to conduct an independent research or educational project. In addition, eligible faculty must meet all other University or sponsor requirements to serve as a PI.

Faculty members eligible to serve as Principal Investigators include members of the emeritus faculty and those faculty members who hold the following titles or rank*:

• Professor*
• Associate Professor*
• Assistant Professor*
• Research Scientist
• Research Scholar
• Research Instructor

*These ranks include academic faculty, research faculty, clinical faculty, and other full-time faculty, with the exception of visiting faculty or other short-term appointments.

Professional staff normally eligible to serve as Principal Investigator:
Professional staff members normally eligible to serve as Principal Investigators include staff who hold titles typically associated with independent activity, whose appointment is subject to a rigorous review of credentials, and who have supervisor approval (i.e., signature on the proposal routing sheet), including:

• Dean
• Associate Dean
• Assistant Dean Director
• Associate Director
• Assistant Director
• Curator
• Educational Program Managers
• Program Director

Categories of employment normally considered ineligible to serve as Principal Investigator:

• Instructor
• Assistant Instructor
• Lecturer
• Post-doctoral Appointees, other than those receiving a fellowship
• Research Associates
• Research Assistants and fellows
• Visiting and other short-term appointees
• Students, other than those receiving a fellowship

Exceptions:
In special cases, exceptions may be made. These special cases require the approval of the appropriate Faculty Sponsor, Department Chair, Dean and Sponsored Program Services prior to proposal submission. In the case of a denial by Sponsored Program Services, appeals may be directed to the Associate Vice President for Research, Sponsored Program Services.

ENFORCEMENT

Violations of this policy may result in appropriate 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

Storrs and Regional Campuses:
Request for Approval to Serve as Principal Investigator Form

UConn Health:
Request to Serve as Principal Investigator Form

POLICY HISTORY

Policy approval date: December 12, 2022

This is a new policy combining two previous and separate policies at Storrs/regional campuses, and UConn Health and establishes one shared policy for Storrs/regional campuses, and UConn Health:
Storrs/Regional Campuses Policy, “Principal Investigator Eligibility,” created on 6/5/2009, and revised on 6/22/2015
UConn Health Policy 2008-05, “Senior/key personnel & Committed Effort,” created on 12/16/2008, and revised on 10/8/2013

Travel and Entertainment Policy

Posted on April 29, 2020February 17, 2026 by Sundara, Anida

Title:	Travel and Entertainment Policy
Policy Owner:	Executive Vice President for Finance and Chief Financial Officer
Applies to:	University Workforce Members, Students, and Guests
Campus Applicability:	All UConn Campuses, except UConn Health
Approval Date:	November 19, 2025
Effective Date:	February 1, 2026
For More Information, Contact:	Associate Vice President for Financial Operations and Controller
Contact Information:	travel@uconn.edu
Official Website:	https://travel.uconn.edu/

BACKGROUND
PURPOSE
APPLIES TO
DEFINITIONS
POLICY STATEMENT

PRE-TRIP
ELIGIBLE BUSINESS EXPENSES
INTERNATIONAL TRAVEL
EXPENSE REPORTING
- Prohibited Business Travel Expenses
- Sponsored Program Expenses
EXCEPTIONS TO POLICY

ENFORCEMENT
PROCEDURES/APPENDICES
REFERENCES
POLICY HISTORY

BACKGROUND

The University of Connecticut (University) recognizes and supports the need of members of its community to travel for conferences, events, and other purposes in support of and consistent with the University’s mission. The University may also find it important to host guests for similar purposes. This policy addresses the most common aspects of University Business Travel and entertainment.

PURPOSE

To establish rules that balance the University’s Business Travel and entertainment needs with the responsible stewardship of public resources, and to make employees and approvers aware of their respective obligations in incurring, seeking reimbursement for and approving travel and/or entertainment expenses.

APPLIES TO

University Workforce Members, students and guests, including but not limited to recruits and job candidates.

DEFINITIONS

Approver: An individual designated to review and/or authorize Business Travel and associated expenses, in compliance with University policies and procedures. See Appendix 1 Roles and Responsibilities for further details.

Business Expense (“Travel Expenses”)

Business Expenses (“Travel Expenses”) meet the following criteria:

Reasonable Expenses: Costs that a prudent person would incur under similar circumstances. They should not be excessive or extravagant and must reflect fair market value.
Necessary Expenses: Costs essential to conducting official University business. They must directly support the University’s objectives and be indispensable for the completion of a specific task or duty.
Appropriate Expenses: Costs suitable and fitting for the context of the business activity. They should align with the University’s mission and adhere to its policies and ethical standards.

Business Travel: Travel or entertainment undertaken for activities directly related to official University business.

Local Lodging: Defined as accommodations less than 75 miles from the closer of home or work.

Long-Term Business Travel: Travel lasting 30 or more consecutive days in length in a single location.

Official Duty Station: An employee’s primary work site or post of duty. For employees with multiple work sites or posts of duty, the Official Duty Station is the location where the employee is expected to perform the majority of their work. The Official Duty Station does not include a remote work site.

Reimbursement: The repayment of allowable, properly documented out-of-pocket or Travel Card expenses associated with approved Business Travel.

Travel Card: A University-issued credit card used to pay for authorized travel-related expenses incurred during official University business.

Traveler: Anyone traveling on behalf of the University including University Workforce Members, students, guests, recruits and job candidates.

Senior Institutional Official: The appropriate University officer, including the President, Provost, or the Executive Vice President for Finance and Chief Financial Officer, who has authority and responsibility for the area or activity to which the policy applies.

University Workforce Members: Employees, volunteers, trainees, and other persons whose conduct, in the performance of work for the University, is under the direct control of the University, whether or not they are paid by the University.

POLICY STATEMENT

The University reimburses Travel Expenses incurred for official University business when properly authorized and documented pursuant to applicable University policies and procedures, the rules applicable to accountable plans under the Treasury Regulations and, for certain independent contractors, the rules applicable under the Internal Revenue Code. All such expenses must comply with the requirements outlined in this policy and the associated Travel and Entertainment Procedures (“Procedures”).

Workforce members may be subject to additional or differing travel and entertainment requirements under a collective bargaining agreement (CBA) or provisions in their employment agreement. In the event of a conflict between this policy and an applicable CBA or employment agreement, the CBA or employment agreement shall control.

PRE-TRIP

Pre-Approval

Travel requiring airfare or lodging must be pre-approved prior to the start of the trip. Airfare and Lodging expenses incurred without prior approval may not be reimbursed. Please see Procedures for more information on required levels of approval. Approvers must verify that the requested travel meets the criteria of Business Travel, as defined.

All travel related to conferences (i.e., seminars, workshops, retreats, conventions, etc.) must have supporting evidence of the description of the conference, its location and the dates attached to the Concur Request and Expense report relating to the conference.

The decision to reimburse a Traveler for expenses that required pre-approval but was not obtained will be at the sole discretion of Senior Institutional Officials.

Travel Advances

Advances are only provided for international travel or special cases where a credit card cannot be used, subject to eligibility.
Advance requests are limited to 75% of estimated expenses and must exceed $500.

International Travel

While the University supports international travel to strengthen the University’s partnerships in education and research, certain federal regulations must be followed and steps taken to support a compliant trip. Requirements include, but are not limited to, obtaining prior approval for any Business Travel to a sanctioned country. Failure to obtain prior authorization for activities subject to export control or sanction regulations may result in serious personal liability and dis-allowance of charges by the University.

ELIGIBLE BUSINESS EXPENSES

The following Travel Expenses are eligible for reimbursement or to be incurred on a Travel Card. Unless otherwise stated, Travelers must select the lowest price that meets the Business Travel needs. Refer to the Procedures for additional details.

General Trip Requirements

Eligible reimbursements will only be made to the Traveler who incurred the expense(s).

Expenses paid with credits received from rebates, points, vouchers, etc., are not eligible for Reimbursement regardless of how the credits were earned.

Receipts are required for expenses exceeding:

$50 when using a University Issued Travel Card.
$25 when using personal funds (out of pocket expense)

Travelers may incur reimbursable expenses before and after actual business dates, defined as travel days. The eligibility of allowable expenses depends on the one-way flight time excluding layovers.

Preceding business start date:

If the duration of the departure flight is less than (8) hours, Travelers may claim expenses the day immediately preceding the start of University business.
If the duration of the departure flight exceeds eight (8) hours, Travelers may claim travel-related expenses (e.g., meal per diem, parking, etc.) for up to three (3) days immediately preceding the start of official University business. However, reimbursement will be limited to a maximum of two (2) nights of lodging at the business location.

After the conclusion of business, Travelers may claim related expenses for one (1) travel day following the conclusion of University business.

Long-Term Business Travel

Long-Term Business Travel requests must include a detailed description that explains its necessity to conduct University business.

Travelers may choose cost-effective, self-catering accommodations (i.e., kitchen included) in lieu of standard lodging. Self-catering accommodations are limited to studio or one-bedroom units with costs that do not exceed 50% of federal per diem and is comparable to standard lodging in the area.
The University provides meal per diems for Long-Term Travel for a maximum of 30 days at 50% of federal per diem. Requests for exceptions must detail applicable extenuating circumstances and be submitted by the Traveler in Concur at least 10 days prior to the trip.

Accompanying Individuals

In rare circumstances, the Travel Expenses of a spouse, partner, immediate family member or dependent (“accompanying individual”) may be eligible for reimbursement if the presence of the accompanying individual serves an essential business function.
The accompanying individual must have a defined, documented, and pre-approved official role that is essential to University business. A detailed justification specifying the official role of the accompanying individual and supporting documentation, such as event programs or correspondence verifying their official role, must be submitted for approval to a Senior Institutional Official prior to travel.
Expenses incurred without the required documentation or prior approval will not be reimbursed, and the Traveler may be held personally responsible for such expenses.

Combined Business and Personal Travel

Travelers may combine personal travel with approved Business Travel subject to the following requirements and only when authorized in advance by an Approver.

When weekends, holidays, or necessary standby days fall between Business Travel days, the University may reimburse lodging and meal expenses only if the Traveler demonstrates cost savings to the University. The determination of cost-savings is made by the University, not the Traveler.
Travelers who choose to arrive early or extend their stay for non-business reasons are responsible for all expenses incurred for personal days, including additional airfare expenses due to an additional flight leg or different airport from the business location related to personal travel.

Travelers must clearly document personal travel and separate eligible Travel Expenses from personal expenses.

Transportation

Air Travel

University Workforce Members and students should purchase the lowest commercial airfare available but may also make reasonable allowances for practicality and preferences such as safety, scheduling and any need for special accommodations. First class air travel and seat upgrades such as Comfort or Economy Plus are not reimbursable. If free seat selection is not available at time of booking, then Reimbursement for seat selection fees up to $50 per leg is allowed. Baggage fees for up to two checked bags are reimbursable. Overweight baggage fees are not allowed.

Employees and students must use Concur or the University’s preferred travel agency to book airfare when arranging travel for themselves, guests, or suppliers.
Guests and suppliers are strongly encouraged to have the University book their travel through Concur or the University’s preferred agency.
Travelers are required to park at airport economy lots. Central garage parking is not permitted.

Airfare Class

Business class is not allowed. Economy upgrades (i.e., Economy Plus, Comfort plus, etc.) are allowed for international flights where the total flight duration one way, excluding layovers, exceeds eight hours.

Sponsored Program Air Travel

Sponsors have specific rules for the reimbursement of airfare, including:

Upgraded class airfare (i.e., Economy Plus, Comfort Plus, etc.) may not be charged to a federal sponsored award even in the case of international flights, and the cost in excess of the basic least expensive airfare, for purposes herein referred to as “coach fare,” must be charged to an account other than the federal grant/contract, except when traveling coach would: (1) require circuitous routing; (2) require travel during unreasonable hours; (3) excessively prolong travel; (4) result in additional costs that would offset the transportation savings; or (5) offer accommodations not adequate for the Traveler’s medical needs. The Traveler is responsible for documenting the foregoing exceptions.

Note that the “Fly America Act,”49 U.S.C. 40118, requires all Travelers to use United States air carriers for all air travel and cargo transportation services supported by Federal funds. One exception to this requirement is transportation provided under a bilateral or multilateral “Open Skies” air transport agreement, to which the United States government and the government of a foreign country are parties, and which the Department of Transportation has determined meets the requirements of the Fly America Act.

Ground Travel

Personal Vehicles

Mileage Reimbursement is based on the standard IRS rate and excludes normal commutes between the Traveler’s home and their Official Duty Station when traveling during the work week.

Travelers will not receive Reimbursement for travel from their home to their Official Duty Stations or commuting expenses between local Storrs Campuses
Travelers will be reimbursed for travel between regional campuses, less their normal commute to their Official Duty Station. This does not include employees that have more than one Official Duty Station e.g., employees that are required to work at UConn and UConn Health.
Tolls and parking fees are reimbursable.

Rental Cars

Employees and students must use Concur or the University’s preferred travel agency to book rental cars when arranging travel for themselves, guests, or suppliers
Guests and suppliers are strongly encouraged to have the University book their travel through Concur or the University’s preferred agency
Travelers must reserve an appropriately sized class of vehicle for the number of passengers.
Prepaid fuel is not reimbursable. Post paid fuel service (i.e., charged after rental) is reimbursable if using the University’s preferred rental car supplier.
Additional insurance and upgrades (e.g., GPS, roadside assistance) are not reimbursable.
- If there are no cars available from UConn’s preferred car rental agency, then additional insurance is reimbursable.

Alternative Transportation

Rideshare services, or public transit are allowable if the cost is the same or less than mileage and parking fees associated with a rental car or personal vehicle.

Livery Service

Livery service is permitted if using University-preferred livery suppliers on flights departing from the following airport locations:

Boston
New York
New Jersey
Bradley International Airport – guests only

Costs charged to a sponsored award must not exceed costs that would have been incurred with the use of a personal vehicle (i.e., mileage and parking).

State-owned Vehicles

If a University workforce member or department has a state-owned or state-funded (i.e., an automobile allowance/stipend) vehicle, the University Workforce member or department must use the vehicle for Business Travel whenever possible.

Rail Travel

Business class is allowed for journeys over four (4) hours excluding layovers.
First-class rail travel is not reimbursable.

Lodging

Lodging expenses cannot exceed the federal per diem lodging rate by more than 50% percent (excluding taxes). Conference hotel rates are allowed to exceed the federal per diem lodging rate by more than fifty percent (excluding taxes) for rooms booked at the conference hotel.

Lodging is limited to one bedroom per Traveler on University business.

Travelers will not be reimbursed for lodging costs prior to the day of departure or after return. Local Lodging is not allowed, unless it is needed for a conference.

Meals

For individual meals only meal per diem amounts will be reimbursed; actual meal costs will not be reimbursed.

If a meal was provided, the corresponding meal per diem must be deducted by the Traveler.
The first and last days of travel are reimbursed at 75% of the daily meal per diem rate

For business meals, alcohol restrictions and additional requirements, please see the separate Payment of Meals Policy.

Gratuities and Miscellaneous

Gratuities are reimbursable at a rate not to exceed 20% of the cost.

Travelers may receive reimbursement for miscellaneous business services/charges while traveling on University business. E.g., Internet access, use of a computer, and other similar business services.

Single-Day Travel

Travelers are eligible for meal per diems if they are away from their home and Official Duty Station for more than ten hours without an overnight stay. The per diem cannot exceed 75% of the U.S. General Services Administration (GSA) per diem rate in effect for the destination of travel. Such Reimbursements will be treated as taxable income to the University Workforce Member or student.

INTERNATIONAL TRAVEL

Reimbursements for international travel are based on actual exchange rates documented by receipts or credit card statements.

Passport and visa fees are reimbursable when required for Business Travel and when permitted by the funding source as in the case of a sponsored project. Travel Expenses to obtain or renew a passport or to obtain a visa are not reimbursable.

International Medical and Emergency Evacuation Expenses:

Medical and emergency evacuation insurance are covered by the University’s contracted supplier for travel during Business Travel dates. Any additional insurance purchased is not reimbursable.
Costs relating to required vaccinations, prescriptions, medical co-pays for Business Travel are reimbursable.

EXPENSE REPORTING

Expense reports must be submitted within 30 days of the Business Travel end-date using Concur.

Prohibited Business Travel Expenses

The following list is not exhaustive. Consult the Travel and Entertainment Procedures and/or with Travel Services for further information.

Normal commute mileage
Personal items (e.g. toiletries, souvenirs)
Alcohol
Fines (e.g., parking traffic violations)
Expenses paid with credits
Accompanying individuals without a legitimate business purpose
Expenses without documentation, unless below the thresholds above
Trip insurance

EXCEPTIONS TO POLICY

Exceptions to policy must demonstrate cost savings and/or business necessity and be pre-approved by Travel Services, Accounts Payable, or a Senior Institutional Official. Exceptions that involve funding from a federal granting agency must also be approved by Sponsored Program Services.

Extenuating circumstances where an exception to policy occurred during travel and could not have been foreseen must be approved post-trip by Travel Services in Procurement, Accounts Payable, or a Senior Institutional Official.

Individuals who require accommodations for reasons of health or disability may seek reasonable exceptions to this policy through the University’s Department of Human Resources.

ENFORCEMENT

Travelers who do not comply with this policy or its associated procedures may be personally responsible for expenses incurred. Violations of this policy or its associated procedures may also 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.

PROCEDURES/APPENDICES

Travel and Entertainment Procedures
Appendix 1 Roles and Responsibilities

REFERENCES

Export Control and Economic Sanctions Policy
Financial Conflicts of Interest in Research Policy
Fly America Act
Payment of Meals Policy
University’s Export Control website
University Travel Cards | Travel Services

POLICY HISTORY

Policy created:

Revisions:

11/19/2025 (Approved by Senior Policy Council and President)
06/30/2021 (Minor revisions, Approved by Board of Trustees)
4/29/2020 (Approved by Board of Trustees)
12/1/2017 (Approved by Board of Trustees)
7/1/2015 (Approved by Board of Trustees)
11/1/2012 (Approved by Board of Trustees)
3/24/2008 (Approved by Board of Trustees)

Leave Benefits for Managerial and Confidential Exempt Employees

Posted on July 23, 2019February 17, 2026 by

Title:	Leave Benefits for Managerial and Confidential Employees
Policy Owner:	Human Resources
Applies to:	Management and Confidential Staff
Campus Applicability:	All Campuses (Storrs, Regionals, Law), excluding UConn Health
Approval Date	May 10, 2024
Effective Date	July 1, 2024
For More Information Contact	Human Resources
Contact Information:	(860) 486-3034
Official Website	https://www.hr.uconn.edu/

PURPOSE

To establish leave benefits for managerial and confidential exempt employees of the University.

APPLIES TO

This policy applies to managerial and confidential exempt employees, including non-represented faculty with an academic title. Non-represented faculty at the School of Law follow the By-Laws of the University of Connecticut and the Faculty Medical Leave Guidelines and are therefore excluded from all leave and compensatory time provisions of this policy.

POLICY STATEMENT

Vacation, personal, and sick time granted and accrued are prorated based on percentage employed.

Vacation

Each full-time employee shall accrue twenty-two (22) days of paid vacation leave in each calendar year. Vacation is accrued monthly during the time of an appointment. It is expected that vacation will be taken within the year in which it is accrued. It is recognized that circumstances may arise that limit an employee’s ability to use all vacation time in any given year. Employees may carry over vacation days from year-to-year to a maximum of one hundred twenty (120) days, consistent with the State of Connecticut’s vacation accrual cap.

Upon leaving state service or transferring to a position that does not have a vacation leave benefit, an employee shall be paid for their accrued vacation time up to a maximum of sixty (60) days.

Employees are not eligible for vacation accruals when more than 5 days (40 hours) are unpaid leave in a month.

Holidays

Employees receive thirteen (13) paid state holidays. Holidays, which do not conflict with operational needs, as appropriate, may be taken as a day off with pay. Employees required to work on a holiday earn compensatory time for all hours worked. Holiday compensatory time is earned and recorded on an employee’s time and attendance record.

Upon leaving state service or transferring to a position that does not have a compensatory time benefit, an employee shall be paid for their unexpired compensatory holiday time.

Holiday compensatory time must be used by the end of the calendar year following the year in which it was earned. For example, an employee who earns holiday compensatory time for working on a holiday in Year 1 must use that holiday compensatory time before the close of Year 2, the next calendar year.

Personal

Each full-time employee shall be awarded personal leave of three (3) days at the beginning of each fiscal year, July 1. Personal leave is not accrued and must be used in the fiscal year in which it was granted. Personal leave time not used within the fiscal year will be forfeited.

Sick[1]

Employees are granted sick leave of fifteen (15) workdays at the beginning of each fiscal year, July 1. Sick leave is treated “as if accrued,” and is available for use by such employees for personal illness, personal medical appointments, and other provisions outlined within this policy. Any sick leave not utilized in a fiscal year will continue to be available “as if accrued” for use by the employee during their tenure at the University. “As if accrued” sick leave shall not be paid out to an employee upon departure or retirement from the University. Employees may also use “as if accrued” sick leave balances for family medical illness or appointments and funeral leave, consistent with the yearly limits of this policy.

Funeral

Funeral leave of up to five (5) days of sick leave per occurrence may be used for a death in the immediate family. Immediate family means husband, wife, mother, mother-in-law, father, father-in-law, brother, brother-in-law, sister, sister-in-law, child and any relative domiciled in the employee’s household. Funeral leave of up to one (1) day of sick leave per occurrence may be used for a death outside of the immediate family.

Sick Family

Sick leave of up to ten (10) days may be used for the illness of one’s spouse, child, or parent. Child means biological, foster, adopted, or stepchild. Parent means mother, father, mother-in-law, or father-in-law of the employee.

Donating Time

Managerial and confidential employees may donate accrued vacation, personal, or holiday compensatory time to another non-represented managerial or confidential employee who is absent due to a long-term illness or injury. The absent employee must have exhausted all paid leave time and be on leave without pay status to be eligible for such donation.

Overtime Compensatory Time

Confidential employees who are non-exempt, as defined in the Fair Labor Standards Act, earn time-and-a-half compensatory time for working above 40 hours per week. Compensatory time shall be paid in accordance with the applicable provisions of the UCPEA contract.

Confidential employees who are FLSA exempt may earn straight-time compensatory time in special situations that have been explicitly defined and approved in writing by senior leadership. Employees shall be paid for any unused compensatory time on the same schedule as UCPEA.

ENFORCEMENT

PROCEDURES/FORMS

Contact HR regarding the process of donating time.

POLICY HISTORY

Policy Created: 06/25/2019 (Approved by HR Governance Group)

Revisions: 05/10/2024 (Senior Policy Council)

[1] The use of Sick leave and the “as if accrued” sick leave balances may be altered beyond the scope and provisions of this policy in accordance with the University’s interpretation of the Family and Medical Leave Act.

Religious Accommodation Policy

Posted on August 1, 2018February 17, 2026 by Laurie Neal

Title:	Religious Accommodation Policy
Policy Owner:	Office for Inclusion and Civil Rights
Applies to:	Faculty, Staff, Graduate Assistants, Students
Campus Applicability:	All Campuses
Effective Date:	August 1, 2018
For More Information, Contact	Office for Inclusion and Civil Rights
Contact Information:	Storrs/Regionals: Office for Inclusion and Civil Rights (OICR) (860) 486-2943 or equity@uconn.edu UConn Health: Office for Inclusion and Civil Rights (OICR) (860) 679-3563 or equity@uconn.edu
Official Website:	http://www.equity.uconn.edu

A printer friendly copy of this policy is available at: https://policy.uconn.edu/wp-content/uploads/sites/3519/2018/09/2018-08-01-Religious-Accommodation-Policy-Printable-Copy.pdf

Reason for Policy

The purpose of this policy is to set forth the University’s processes for responding to requests from students and employees for religious accommodations. This policy is in accordance with relevant laws and regulations regarding religious beliefs.

Applies to

All faculty, staff and students on all Campuses.

Definitions

Essential Function: A fundamental job duty of an employment position for staff and faculty, or a fundamental academic element of a course or program of study for a student.

Religious Accommodation: A reasonable change in the work or academic environment that enables a student or employee to practice or otherwise observe a sincerely held religious practice or belief without undue hardship on the University. A religious accommodation may include, but is not limited to: time for prayer during a work day; the ability to attend religious events or observe a religious holiday; or any necessary modification to University policy, procedure or other requirement for a student’s or employee’s (or prospective employee’s) religious beliefs, observance or practice; provided such accommodation is reasonable and does not cause undue hardship.

Religious Practice or Belief: A sincerely held practice or observance that includes moral or ethical beliefs as to what is right and wrong, most commonly in the context of the cause, nature and purpose of the universe. Religion includes not only traditional, organized religions, but also religious beliefs that are new, uncommon, not part of a formal religious institution or sect, or only subscribed to by a small number of people. Social, political, or economic philosophies, as well as mere personal preferences, are not considered to be religious beliefs.

Undue Hardship: More than a minimal burden on the operation of the University. For example, an accommodation may be considered an undue hardship if it would interfere with the safe or efficient operation of the workplace or learning environment and/or would result in the inability of the employee or student to perform an essential function of the position or course of study. The University will not be required to violate a seniority system; cause a lack of necessary staffing; jeopardize security or health; or expend more than a minimal amount. The determination of undue hardship is dependent on the facts of each individual situation, and will be made on a case-by-case basis.

Policy Statement

The University of Connecticut is committed to providing welcoming and inclusive learning and workplace environments. As part of this commitment, the University will make good faith efforts to provide reasonable religious accommodations to faculty, staff and students whose sincerely held religious practices or beliefs conflict with a University policy, procedure, or other academic or employment requirement, unless such an accommodation would create an undue hardship.

Consistent with state law, any student who is unable to attend classes on a particular day or days or at a particular time of day because of the tenets of a sincerely held religious practice or belief may be excused from any academic activities on such particular day or days or at such particular time of day.[1] Additionally, it shall be the responsibility of course instructors to make available to each student who is absent from academic activities because of a sincerely held religious practice or belief an equivalent opportunity to make up any examination, study or work requirements which has been missed because of such absence.

In keeping with the University’s commitment to building and maintaining a welcoming and inclusive work environment, the University will consider religious accommodations requests by employees, including faculty and staff, based on the totality of the circumstances.

The University of Connecticut prohibits discrimination, harassment, and retaliation on the basis of religion. For more information, refer to the University Policy Against Discrimination, Harassment and Related Interpersonal Violence.

Enforcement

Policy History

Revised 01/24/2019

Adopted 08/01/2018 [Approved by the Board of Trustees]

Procedures for Students

The University grants students excused absences from class or other organized academic activities for observance of a sincerely held religious practice or belief as a religious accommodation, unless the accommodation would create an undue hardship.

Students whose religious holidays are not recognized by the University’s calendar should provide the instructor or academic activity organizer with the dates they will be absent in advance of the absence.

Students requesting a religious accommodation should make the request directly to their instructor with as much notice as possible. Students anticipating an absence or missed coursework due to a sincerely held religious practice or belief should use best efforts to inform their instructor in writing no later than the third week of class, or one week before the absence if a conflict occurs during the first three weeks of class. Being absent from class or other educational responsibilities does not excuse students from keeping up with any information shared or expectations set during the missed class(es). Students are responsible for obtaining the materials and information provided during any class(es) missed. The student can work with the instructor to determine a schedule for making up missed work.

Procedures for Faculty / Course Instructors in Responding to Student Requests

Course instructors are strongly encouraged to make reasonable accommodations in response to student requests to complete work missed by absence resulting from observation of religious holidays. Such accommodations should be made in ways that do not dilute or preclude the requirements or learning outcomes for the course.

Course instructors should bear in mind that religion is a deeply personal and private matter and should make every attempt to respect the privacy of the student when making accommodations (for example, it is not appropriate to announce to the class that a student is doing a presentation or making up an exam at a later date because of their religious observance). Course instructors should not ask a student for proof that their religious practices or beliefs are sincerely held or for determining a religious accommodation.

Examples of religious accommodations include: rescheduling of an exam or giving a make-up exam for the student in question; altering the time of a student’s presentation; allowing extra-credit assignments to substitute for missed class work or arranging for an increased flexibility in assignment due dates; and releasing a graduate assistant from teaching or research responsibilities on a given day.

The student should be given the opportunity to complete appropriate make-up work that is equivalent and intrinsically no more difficult than the original exam or assignment. Students who receive an exemption on religious grounds cannot be penalized for failing to attend class on the days exempted. The instructor may, however, appropriately respond if the student fails to satisfactorily complete any alternative assignment or examination.

If there are concerns about the requested accommodation, the instructor should consult their department head (or dean in non-departmentalized schools) for assistance and determination of whether a reasonable accommodation can be provided. If an agreement cannot be reached after consulting with the department head (or dean in non-departmentalized schools), the department head will advise the dean and refer the matter to the provost or designee, who will make the final determination following consultation with the Office of the General Counsel.

Procedures for Faculty and Staff Requesting Religious Accommodation

Employees requesting a religious accommodation should make the request directly to their supervisor with as much notice as possible. Employees may be required to use accrued time (vacation or personal) as part of the religious accommodation. If the supervisor determines that the request may pose an undue hardship for the department and/or interfere with the employee’s essential job functions, or if the supervisor otherwise has questions or concerns about the accommodation request, the supervisor should contact the Department of Human Resources at 860-486-3034 or hr@uconn.edu (Storrs and Regionals); 860-679-2426 (UConn Health).

Contacts:

Students, Faculty and Staff who have questions or concerns regarding the University of Connecticut Religious Accommodations Policy may contact the Office for Inclusion and Civil Rights (OICR):

Storrs and Regionals: equity@uconn.edu or (860) 486-2943

UConn Health: equity@uconn.edu or (860) 679-3563

Related Policies and Guidance:

Frequently Asked Questions Regarding Religious Accommodations

Policy Against Discrimination, Harassment, and Related Interpersonal Violence

[1] Connecticut General Statutes, section 10a-50 provides in relevant part:

Absence of students due to religious beliefs. Any student in an institution of higher education who is unable [due to religious beliefs] to attend classes on a particular day or days or at a particular time of day shall be excused from any examination or any study or work assignments on such particular day or days or at such particular time of day. It shall be the responsibility of the faculty and of the administrative officials of each institution of higher education to make available to each student who is absent from school because of such reason an equivalent opportunity to make up any examination, study or work requirements which he has missed because of such absence on any particular day or days or at any particular time of day. No special fees of any kind shall be charged to the student for making available to such student such equivalent opportunity. No adverse or prejudicial effects shall result to any student because of his availing himself of the provisions of this section.

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Transportation

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