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Review List 1

Assignment of Textbooks and Other Intellectual Property

Title: Assignment of Textbooks and Other Intellectual Property
Policy Owner: Office of the Provost
Applies to: Faculty
Campus Applicability: All Programs at All Campuses
Effective Date: October 29, 2010
For More Information, Contact Office of the Provost
Contact Information: (860) 486-4037
Official Website: http://provost.uconn.edu/

Background and reasons for the Policy:

The Code of Ethics for Public Officials precludes the use of one’s public position for personal financial gain.  This policy is intended to support compliance with the Code.

Purpose of Policy:

To provide guidance on the circumstances under which one may assign a textbook or other intellectual property authored or developed by the professor to a course s/he may teach.

Expected Institutional Outcome:

Compliance with the Code of Ethics

Applicability of Policy:

All Faculty

Policy Statement:

No public official or state employee shall use his/her public office or position or confidential information received through his holding such public office or position to obtain financial gain for himself/herself, his/her spouse, child, child’s spouse, parent, brother or sister or a business with which he/she is associated. Connecticut General Statutes Section 1-84(c) of the Code of Ethics for Public Officials.

In a course taught by a faculty member, the assignment of a required textbook s/he authored or of intellectual property s/he prepared may be interpreted as “obtaining financial gain for himself/herself” unless the faculty member receives prior approval for such use or directs any financial gain to a University of Connecticut student scholarship fund within thirty (30) days of receipt.  If the professor directs any financial gain to a University of Connecticut student scholarship fund, no review is needed.

Responsibilities:

All Faculty are responsible for compliance with this policy.  Deans and Department Heads should work with their faculty to ensure that the implementation guidelines (see below) are enforced.

Policy Implementation Guidelines:

Approval for use of a textbook or other intellectual property authored by the faculty member in a course taught by that individual should be obtained through a departmental or school/college review of the intellectual property in question. The review will address the appropriateness of this specific piece of intellectual property consistent with the guidelines established in Advisory Opinion No. 2001-7.  A small committee of faculty members, not subordinate to the professor, will complete the review, and a determination report will be filed with the Provost’s office.

Failure to comply constitutes a violation of the State ethics code and University policy and is subject to disciplinary procedures of both.

Academic Course Work Taken by Faculty or Non-Teaching Professionals

Title: Academic Course Work Taken by Faculty or Non-Teaching Professionals
Policy Owner: Office of the Provost and Human Resources
Applies to: Faculty, Staff
Campus Applicability: Storrs and Regional Campuses
Effective Date: September 25, 2014
For More Information, Contact Human Resources, Labor Relations
Contact Information: (860) 486-5684
Official Website: https://hr.uconn.edu/employee-relations/

Background and reasons for the Policy:

To provide guidance to faculty and non-teaching professionals on the circumstances under which they may take a course for credit during the employee’s regular work hours.

Purpose of Policy:

To support the University’s need to ensure effective delivery of instructional and other services for which faculty and non-teaching professional staff are hired and to mitigate against conflicts of commitment.

Expected Institutional Outcome:

To support uninterrupted delivery of programs, instruction and services.

Applicability of Policy:

Faculty and Non-Teaching Professionals.

Policy Statement:

No member of the faculty or non-teaching professional staff may take for credit any academic work at this institution or elsewhere during the employee’s normal work time/days, without written approval of his or her Dean or Director. The Dean or Director may consult with Human Resources Labor Relations regarding flexible schedule options.

Responsibilities:

The Provost, Deans and Department Heads and other supervisors have a responsibility to support compliance with this policy by faculty and staff in their units.

Policy History

Supersedes version of policy effective 06/23/2008

Violence in the Workplace Prevention, Policy on

Title: Violence in the Workplace Prevention, Policy on
Policy Owner: Human Resources
Applies to: Faculty, Staff, Others
Campus Applicability: Storrs and Regional Campuses
Effective Date: January 2, 2004
For More Information, Contact Labor Relations
Contact Information: (860) 486-5684
Official Website: https://hr.uconn.edu/labor-relations/

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

Workplace Violence is defined by this executive order as:

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

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

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

The Workplace Violence Prevention Manual:

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

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

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

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

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

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

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

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

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

University Event Ticket Use

Title: University Event Ticket Use
Policy Owner: Office of the President
Applies to: Faculty, Staff
Campus Applicability: All Campuses, except UConn Health
Effective Date: June 22, 2011
For More Information, Contact Office of the President
Contact Information: (860) 486-2337
Official Website: http://president.uconn.edu/

 

Policy Objective:
Certain University employees and senior administrators are provided with University event tickets as part of their employment agreements.  Employees may also be eligible to purchase University event tickets because of their employment.  In general, such tickets are provided or available for purchase as a means to promote and encourage University personnel to participate in various University functions and events. This privilege has been extended with the expectation that such tickets will be for the personal or business-related use of University employees and, while these tickets are the personal property of the individuals receiving them, they are a valuable resource and are not intended as a means for employees to derive additional personal income from third parties.  This does not apply to tickets purchased or obtained by an employee in a manner that is open to the public.

Policy Statement:
Any University Department that provides season tickets to a University employee as part of that employee’s taxable employment compensation must provide the Office of the President with a list of all such employees.  These tickets are for the personal or university business-related use of the employee and may not be exchanged for other consideration.  This prohibits selling, bartering, trading or otherwise transferring tickets to another for anything of value and includes tickets for athletic, cultural and performing arts events.  Employees may not enter into any outside endorsement or consulting agreement that contains a provision or understanding regarding the exchange of event tickets.  Each department shall submit its list to the Office of the President prior to the start of the season and include the name of the employee and the number of tickets provided.

Employees who are eligible to purchase tickets because of their employment, rather than receive them as taxable employment compensation, are similarly prohibited from exchanging such tickets for other consideration.  However, employees who purchase such tickets may sell these tickets for no more than their purchase price.

Notwithstanding the above, personal event tickets may be donated to a charitable organization to be used for fundraising purposes (i.e., auction, raffle, etc.) provided that any donation of athletic event tickets receives the prior review and approval of the NCAA compliance office of the Division of Athletics.

NCAA Rules Committee

Division of Athletics Employees are prohibited by NCAA rules (NCAA Bylaw 13.8.1) from leaving event tickets at will-call or providing tickets directly or indirectly to:

  1. prospective or current student-athletes, their parents, relatives or friends;
  2. high school, two-year college or club coaches, their parents, relatives or friends; or
  3. sports agents, advisors, runners or individuals associated with sports agents or firms.

For further information and the complete text of NCAA Bylaw 13.8.1, please refer to the NCAA Division I Manual.

Outdoor Amplified and Projected Sound Policy

Title: Outdoor Amplified and Projected Sound 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 manage and regulate the use of outdoor Amplified and Projected Sound on University Property to ensure a conducive academic environment.

APPLIES TO

Storrs and Regional campuses, including all students, Workforce Members and visitors.  This policy does not apply to the School of Law.

EXCLUSIONS

This policy does not apply to the use of Amplified and Projected Sound for the following:

University Athletics and Athletic Events: All University Athletics organized/sponsored events and activities, including practices, games, and other athletic activities.

The following University Events: Events and activities sponsored by the Offices of the President, Provost, or Vice President for Student Life and Enrollment, and University-wide Admissions events (i.e., UConn Bound Day, Fall Campus Visit Days, etc.), Student Activities sponsored University-wide events (i.e., WOW, Homecoming, Family Weekend, Winter Weekend, Spring Weekend, etc.) and Student Activities sponsored Outdoor Movies, Convocation, and Commencement activities and events.

The University Marching Band and Athletic Bands: official, organized practices and performances as directed by the band director or their designee.

DEFINITIONS

Amplified and Projected Sound: This refers to any sound that is electronically amplified or projected through the use of equipment such as amplifiers, speakers, DJs, megaphones, or other sound systems. It also includes the use of acoustic instruments like trumpets, trombones, violins, air horns, drums and other similar instruments or items that can produce significant sound levels.

Scheduling Office: A space management office responsible for managing and approving requests for the use of University spaces. The Scheduling Office communicates compliance information, including space-related and activity-related rules, regulations, and requirements, covering local, state, and federal laws, as well as internal policies. This may involve coordination with other University offices, including but not limited to Environmental Health and Safety Services, Facilities Operations (i.e., Landscape and Grounds, electrical services, custodial services, Central Warehouse, etc.), Housing and Residential Life, Parking and Transportation, University Safety (i.e., the Fire Marshal’s Office and the Fire Department, the UConn Police Department, etc.), as well as external entities such as Call Before You Dig (CBYD).

University Property: Any building, space or area under the control of the University of Connecticut at the Storrs & Regional Campuses.

Venue: Any location where an event takes place.

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

1. Outdoor Amplified and Projected Sound Conditions

Amplified and Projected Sound is permitted on campus within specified times and locations to minimize disruption to academic activities, residence halls, and public spaces. The following conditions govern the use of Amplified and Projected Sound.

Subject to the Additional Conditions, Special Permissions and Restrictions below, Amplified and Projected Sound is permitted as follows:

  • Weekdays (Monday through Friday): Amplified and Projected Sound may be permitted between 5 p.m. and 10 p.m.
  • Weekends (Saturdays and Sundays): Amplified and Projected Sound may be permitted between 9 a.m. and 10 p.m. on Saturdays and Sundays.
  • Quiet Hours during Finals: The University observes a traditional period of quiet hours in recognition of the study period in advance of final exams and the exams themselves. This is in effect 24 hours per day each semester, beginning at 11:59 p.m. on the last day of classes through 11:59 p.m. on the last day of finals or Commencement.

2. Additional Conditions:

    • Academic Classes or University Business Disruptions: Amplified and Projected Sound must not be disruptive to or interfere with academic courses or University business.
    • Sound Levels: Sound levels that are disruptive to the education environment, such that they may interfere with classes or other University activity, are prohibited. For example, sound levels must not exceed 85 decibels (dB) at a distance of 50 feet from the source. Requests for sound levels exceeding this limit require additional permissions and must be submitted to the Scheduling Office. Failure to comply with requests to reduce volume that is in excess of the approved limit 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 of Conduct, including the immediate cancellation of the remainder of an ongoing event or gathering.
    • Outdoor Spaces adjacent to Residence Halls:
    • Sunday through Thursday: Amplified and Projected Sound is not permitted.
    • Fridays: Amplified and Projected Sound is permitted from 5 p.m. to 9 p.m.
    • Saturdays: Amplified and Projected Sound is permitted from 9 a.m. to 9 p.m.

3. Special Permissions

    • Event organizers may seek additional permissions for Amplified and Projected Sound from the designated Scheduling Office.
    • Permissions may be granted based on the specific location and the nature of other activities occurring at the same time.

    4. Restrictions

    Permission may be denied by the Scheduling Office based on the impact of Amplified and Projected Sound on nearby activities and events.

    PROCEDURES

    A link containing information on the Scheduling Office will be listed at https://inform.uconn.edu.

    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: 02/11/2002

    Revisions: 08/20/2024 (Approved by the Senior Policy Council and President)

    Re-Employed Retirees, Policy on

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

    BACKGROUND

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

    GENERAL POLICY

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

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

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

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

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

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

    EXCEPTIONS

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

    Some common exceptions include the following:

    Instructional/Academic/Research Positions

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

    Clinical Positions

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

    Adjunct Faculty

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

    Seasonal Employees

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

    APPROVAL HISTORY

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

    Payment of Meals Policy

    Title: Payment of Meals Policy
    Policy Owner: Accounts Payable, Purchasing, Environmental Health and Safety
    Applies to: Faculty, Staff
    Campus Applicability: Storrs and Regional Campuses
    Effective Date: July 15, 2015
    For More Information, Contact Accounts Payable
    Contact Information: (860) 486-4137
    Official Website: www.accountspayable.uconn.edu

    From time to time, it is necessary to the interests of the University to host or provide meals to guests such as job candidates, visiting scholars or donors. Likewise, a meal may be an essential or important part of an event, such   as a conference or workshop, which is conducted by the University. In cases where the University provides a meal (or reimburses the expense of the meal, as the case may be) to individual(s) who are not travelling on behalf of the University (herein defined broadly as “business meals”), the University will pay or reimburse the business meal under the requirements and procedures under this section.

    As a public agency, the University has an obligation to students, taxpayers and benefactors to use all of its funds as prudently as possible. Therefore, all employees and individuals with authority to request, control or approve University funds, including but not limited to travelers, shall use their best judgment in applying those funds towards business meals only when justified with a business purpose and a clearly identifiable benefit to the University. The act of requesting, using or approving a business meal constitutes an individual’s official determination that, to the best of such individual’s knowledge, the expense was actually incurred, is justified by a business purpose, and serves the best interests of the University.

    The University’s policy of paying or reimbursing for business meals is subject to the following general rules:

    1. University employees are generally responsible for paying for their own meals when they are not traveling.
    2. University funds may not be used for meals at social functions, such as parties or summer outings, attended entirely or primarily by University employees and/or their personal guests.
    3. University funds may not be used to purchase alcoholic beverages.
    4. In most cases, business meals may not be charged to sponsored awards (the responsible OVPR, SPS Grant Manager may provide more information or grant exceptions where appropriate).

    Meals between faculty/staff and students, while allowable when there is a business justification, should be infrequent.  In addition, units may purchase group business meals when a group meal is essential to the effectiveness and efficiency of the meeting. This is especially the case when multiple units are called together for a substantial meeting, or when stopping the meeting to allow employees to leave for a normal meal would be disruptive and inconvenient for the University.

    For the avoidance of doubt, this policy shall extend fully to business meals that are paid for by interdepartmental transactions, such as meals purchased through Dining Services (including Chuck and Augie’s). Business Meals require the documented approval of the Department Head, Director or Dean. The approval request should include the purpose of the meeting or event; a formal written agenda including session times; a list of attendees with their associated departments/entities; and the expected cost of the meal per person.  Set-up and delivery costs associated with the group meal shall not be included in the meal limit calculation.

    For all business meals, including group meals, organizers should limit attendance to essential guests only. Without proper justification on the Business Meal Detail Form, the University will not reimburse expenses for spouses or partners or non-essential guests. Under no circumstances may the cost of the meal for each guest (including taxes and tip) exceed three times the appropriate GSA Per Diem meal amount for the location.

    For the purposes of this policy, business meals shall not include refreshments, such as snacks or nonalcoholic beverages, which are made available to guests outside of the context of a meal. Such refreshments may be provided in appropriate business contexts, provided that the cost of providing refreshments, when combined with any meals served, is less than the applicable GSA meal rate (inclusive of incidental costs, such as set up, delivery, and service charges). For example, refreshments provided before a morning meeting at the Storrs campus cannot exceed the allowed breakfast per diem expense (currently $7 for FY15). Refreshment transactions must also be justified by a business purpose and require the attendee list, total costs, and per person breakdown before the costs may be paid or reimbursed.

    Note that the provisions in this section shall not be construed as to supersede the provisions of any collective bargaining agreement.

    Procedure

    Departments with ability to control or request Foundation funds are encouraged to consider use of these funds as the primary reimbursement method to cover the expense of business meals.

    If Foundation funds are not used, employees may request reimbursement for business meals by attaching the Business Meal Detail Form available at http://travel.uconn.edu/ with the original itemized receipt and proof of payment to the Reimbursement Request. Note that the form requires written approval for the meal from the Department Head, Director, or Dean. The Business Meal Detail Form must also include the date, location, business purpose, names of attendees and their affiliation to the University and the actual cost of the meal per person.

    For authorized business meals at the Nathan Hale Inn and Conference Center, a Meal Charge Ticket allows departments to charge the meal to a KFS account.

    Finally, for reference, the GSA Per Diem tables are available at: http://www.gsa.gov/portal/content/104877.

    Units that want to contract for catering services for a group meal that will cost more than $2,000 should refer to UConn’s Procurement Services for guidance.

    Refer to the Travel and Entertainment Policy – section 5e and complete the Business Meal Form.

    Contracting and Paying for Catering Services For Events Costing Less than $2,000

    University departments are authorized to contract for catering services without first obtaining a purchase order number, provided the total expenditure is less than $2,000. Departments making catering arrangements under this authority are encouraged to obtain a written and signed quotation from the selected vendor. If there is any question about whether the catering services might exceed $2,000, the department should obtain a purchase order number or PCard (PCard cannot be used for dine in options at off campus facilities) before the services are provided.

    There are three alternatives for payments for the catering service:

    1. The vendor will invoice the University for the service. When the invoice is received by the department, a Disbursement Voucher should be prepared made payable to the vendor. The  Disbursement Voucher must contain:
      1. The purpose of the meeting
      2. Date of service
      3. Names of persons who attended and their relationship to the University
      4. The itemized invoice from the vendor attached to the Disbursement Voucher
    2. The preferred method of providing the required information is the Business Meal Detail Form. The host will pay the bill and obtain a receipt. A Disbursement Voucher made payable to the host should be prepared. The  Disbursement Voucher must contain:
      1. The purpose of the meeting
      2. Date of service
      3. Names of persons who attended and their relationship to the University
      4. The itemized invoice from the vendor attached to the Disbursement Voucher

    The preferred method of providing the required information is the Business Meal Detail Form.

    1. The University PCard can be used for “take-out services” for student activities & official business meetings only for events less then $4,999.99

    When reallocating in KFS attach the following:

      1. The purpose of the meeting/formal agenda
      2. Business Meal Pre-Approval Form signed by Department head
      3. Names of persons who attended and their relationship to the University
      4. The itemized receipt from the vendor

    The PCard cannot be used to pay invoices for past events.

    For Events Costing at Least $2,000 but Under $10,000

    Catering services that cost at least $2,000 but fall below the bid threshold of $10,000 must be submitted to Procurement Services on a purchase requisition in advance of the required services. The requisition is required to contain the following before a purchase order will be issued;

      1. The purpose of the meeting/formal agenda
      2. Business Meal Pre-Approval Form signed by Department head
      3. Names of persons who attended and their relationship to the University
      4. A quotation from the vendor

    The vendor will send the invoice with the Purchase Order # on the invoice to the Accounts Payable Office for payment.

    The University PCard can be used for “take-out services” for student activities & official business meetings only for events less than $4,999.99.

    For Events Costing $10,000 to $49,999.99

    State procurement statutes require the University to competitively bid catering services when the cost is $10,000 or more.

    If the department elects to obtain bids on their own, three (3) important points must be followed:

    1. The upfront research/legwork done by the department should eliminate vendors with an undesirable location. A minimum of three (3) written quotes should be solicited from three (3) vendors or three (3) facilities where you would be willing to hold your event.
    2. Your department’s requirements must be issued in writing to the vendors or facilities you are soliciting. It is essential that all vendors are provided the same information/requirements to bid and it is verifiable. Include a response date so you can negate any offers received after that date.
    3. Submit a purchase requisition along with all your supporting documentation as in the under $10,000 procedure. If no other information is needed by Procurement, a purchase order will be issued to the successful vendor.

    Selecting the option most appropriate to accomplishing your objective will expedite the ordering process and reduce the amount of time spent filling out and filing forms.

    If requested by department Procurement Services provides competitive bidding for catering as a service to those departments who wish to use it. To take advantage of this service, contact Procurement Services. The bids will be reviewed with the department prior to the award. A purchase order will be issued to the successful bidder.

    For Events Costing over $50,000

    For catering services and conferences that exceed a cumulative annual cost of $50,000 requires a public competitive bid process. The bid process must be handled in their entirety by the Procurement Services. Contact Procurement Services to discuss the competitive bid process. A purchase order will be issued to the successful bidder

    The vendor will send the invoice with the Purchase Order # to the Accounts Payable Office for payment.

    Public Health Code Requirements for Temporary Food Service Events & Catering

    The Department of Environmental Health & Safety (EH&S) offers information and support to ensure that all food service establishments, including Temporary Food Service Events (TFSE), are held to the same consistent standard, and are operated in a safe and sanitary condition, helping to reduce the risk of a foodborne illness outbreak and ensure a safe food supply on campus.

    All food served to the public (regardless if there is a fee or not) must be approved by EH&S.  Each organization serving food to the public must complete and submit a TFSE application to our office at least ten (10) business days prior to the event.  Good communication is essential for a smooth application process, enabling us to issue a timely approval and help ensure a safe and successful event.  TFSE applications submitted with less than ten (10) business days notice may not be approved and are subject to a late fee.  Upon approval, a permit will be issued which must be placed in an area visible to the public.

    Please note that fully utilizing University Dining Services Catering exempts all organizations from having to submit a TFSE application; however, if they are only used for part of the event (for example, just purchasing food from University Catering), EH&S must receive a TFSE application.  All off-campus caterers must have a valid food license or permit from their local health department and a copy must accompany the TFSE application, if it is not already on file in our office.

    The TFSE application can be submitted on-line at: http://ehsapps.uconn.edu/food/request.php

    Safe food handling educational information and application fee information is available at: https://ehs.uconn.edu/food-safety-and-public-health/ or from the EH&S office located at 3102 Horsebarn Hill Road, Unit 4097, Storrs, Connecticut 06269-4097.  EH&S office hours are Monday-Friday from 8:00 AM to 5:00 PM.

    The TFSE policy is intended to apply to “public” events, including:

    • Events (regardless of whether a fee is charged or not) that are widely advertised and where most anyone can attend, e.g., community picnics, large fundraisers
    • Open houses
    • Any public function that is, essentially, an open event, whereby the public has an expectation that the food is safe and complies with established public health codes.

    The TFSE policy does not apply to “private” events, including:

    • Internal departmental functions, e.g., pot luck lunches/dinners, holiday gatherings, birthday parties, staff meetings
    • Student organization meetings, e.g., pizzas and refreshments ordered during discussions of club business by club members only
    • Typically small, private, gatherings by invitation only, e.g., a dean’s dinner party for potential donors

    Please Note: Prior to the event, each applicant must attend a 30-minute Food Safety training session annually at the Environmental Health & Safety (EH&S) Office or at the Student Union Reservations Office, Room 315 (860) 486-3422. For more information on food safety or the TFSE application process, please contact the EH&S office at (860) 486-3613.

    Insurance Requirements for Catering Contracts

    All caterers serving at official University events are required to present evidence that they have both liability insurance and workers’ compensation insurance. A Certificate of Insurance is required from the [Vendor/Contractor]. Such certificate shall be issued by an insurance company with a general policyholder’s rating of not less than A- and a financial rating of not less than Class VIII as rated in the most current available A.M. Best Insurance Reports, and licensed to do business in the State of Connecticut.  The Certificate of Insurance shall name the University of Connecticut, State of Connecticut, its boards, commissions, agents and employees as an Additional Insured, and must be submitted to the Department owning the event/service prior to the catered event. Minimum acceptable coverage will include the following:

    General Liability, including Contractual Liability, Products Liability, Broad Form Property Damage: $1,000,000 per occurrence/$2,000,000 aggregate

    Automobile Liability: Any Auto $1,000,000 combined single limit

    Excess Liability: Umbrella $1,000,000

    Since the Procurement Services may not write purchase orders for catering services valued at less than $2,000, it will be the ordering department’s responsibility to ensure that the necessary documents are submitted and meet the above criteria. Any questions regarding insurance requirements for catering services should be directed to the Procurement Services at extension 6-4992.

    Some small, specialty caterers may be unable to meet the one million dollar requirement. In such cases a waiver may be granted on a case-by-case basis, provided the total contract cost is less than $2,000. In such instances, the department wishing to utilize the catering services should submit to Procurement Services a letter explaining the unique capabilities of the selected firm, and a copy of the insurance certificate describing the amount of coverage available. Requests to hire uninsured caterers will not be approved. Any actions of uninsured caterers, which result in personal injury and/or property damage, i.e., food poisoning, scalding, spillage, or vehicular mishaps could potentially create a liability for the University.  It is the intent of this insurance requirement to mitigate the University’s liability exposure.

    Exemption of Connecticut Sales Tax

    Departments may be asked by the vendor to provide a Cert 112 or Cert 123 prior to the event in order to provide an exempt status for Connecticut Sales Tax. A Cert 112 provides exemption for a single event whereas a Cert 123 provides a blanket exemption for a year. If this is not filed prior to the event, the department is obligated to pay the Connecticut sales tax. Contact Procurement Services to inquire about particular vendors.

     

    Non-Retaliation Policy

    Title: Non-Retaliation Policy
    Policy Owner: Office of the President
    Applies to: University Workforce Members, Students, Affiliated Persons
    Campus Applicability: All UConn Campuses
    Approval Date: November 19, 2025
    Effective Date: November 19, 2025
    For More Information, Contact Office of University Compliance
    Contact Information: universitycompliance@uconn.edu
    Official Website: https://compliance.uconn.edu

    PURPOSE

    To demonstrate the University of Connecticut’s responsibility and commitment to protecting individuals within the University Community from Retaliation. The University encourages community members to report suspected violations of University policy or applicable laws and reporters must be able to do so without the fear of Retaliation.

    POLICY STATEMENT

    The University strictly prohibits any form of Retaliation against individuals who engage in a Protected Activity as defined within this policy.

    This policy does not extend protection to those who knowingly submit a Bad Faith Report.

    DEFINITIONS

    Retaliation: Any materially Adverse Action taken or threatened against an individual because of their actual or suspected participation in a Protected Activity or any action taken to discourage or prevent an individual from engaging in a Protected Activity.

    Adverse Action: Any harmful or punitive measure intended to negatively impact an individual’s employment or academic standing, or an individual’s participation in University activities. Examples may include, but are not limited to:

    • termination, demotion, or interference with or denial of promotion or advancement opportunities (whether employment or academic);
    • reduction in grades or academic standing;
    • denial or removal of co-authorship on a publication;
    • poor performance evaluation or disciplinary action without substantiation;
    • exclusion from University programs or activities;
    • decisions related to the terms and conditions of employment or education that create a material disadvantage;
    • physical threats or destruction of personal or University property;
    • any form of harassment, intimidation, or discrimination including humiliation, derogatory or insulting remarks, or social isolation, whether direct or indirect.

    Good Faith Report: A report made with an honest and reasonable belief that a violation of University policy or applicable law may have occurred, regardless of whether it is ultimately substantiated.

    Bad Faith Report: A report made that is knowingly false or that is made with malicious intent.

    Protected Activity: A report made in good faith whether internally or externally; inquiring about suspected  violation of policy or applicable law; opposing or refusing to engage in actual or perceived violations of policy or applicable law; assisting others in making a good faith report; and/or participating in an investigation, review, or proceeding related to such reports.

    REPORTING PROCESS

    If an individual believes they have been subjected to Retaliation, they should contact the office to which their initial complaint was filed or any of the following University offices:

    Storrs & Regional Campuses UConn Health
    The Office of University Compliance
    28 Professional Park, Unit 5084
    Storrs, CT  06269-5084
    Telephone: (860) 486-2530
    Reportline: 1-888-685-2637 or compliance.uconn.edu/reporting-concerns/
    Website: compliance.uconn.edu
    The Office of University Compliance
    Administrative Services Building
    263 Farmington Avenue
    Farmington, CT 06030-5329
    Telephone: (860) 486-2530
    Reportline: 1-888-685-2637 or compliance.uconn.edu/reporting-concerns/
    Website: compliance.uconn.edu
    The Office of Inclusion and Civil Rights (OICR)
    241 Glenbrook Road
    Wood Hall, Unit 4175
    Storrs, CT  06269-4175
    Telephone: (860) 486-2943
    Email: equity@uconn.edu
    OICR’s Discrimination Complaint Procedures: equity.uconn.edu/policiesprocedures/
    The Office of Inclusion and Civil Rights (OICR)
    Munson Building
    263 Farmington Avenue
    Farmington, CT 06030-5130
    Telephone: (860) 679-3563
    Email: equity@uconn.edu
    OICR’s Discrimination Complaint Procedures: equity.uconn.edu/policiesprocedures/
     Labor Relations
    9 Walters Avenue, Unit 5075
    Storrs, CT  06269-5075
    Telephone: (860) 486-5684
    Website: hr.uconn.edu/labor-relations/ 
    Labor Relations
    Munson Building
    263 Farmington Avenue
    Farmington, CT 06030-4035
    Telephone: 860-679-8067
    Website: health.uconn.edu/human-resources/services/employee-labor-relations/

    ADDITIONAL RESOURCES

    In addition to the resources above, the following offices may be helpful to University workforce members and students who believe they are experiencing retaliation.

    Employee Assistance Program
    Website: https://hr.uconn.edu/employee-assistance-program/

    University Ombuds
    Website: https://ombuds.uconn.edu/

    Dean of Students Office
    Website: https://dos.uconn.edu/

    UConn Cultural Centers
    Website: https://studentactivities.uconn.edu/cultural/

    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 and/or Rules of Conduct, applicable collective bargaining agreements, the University of Connecticut Student Code, or resident/fellow codes of conduct.

    POLICY HISTORY

    Policy Created: 9/22/2009

    Policy Revised:
    10/22/2012 (No substantive revisions)
    05/03/2021 (Approved by President’s Cabinet)
    11/19/2025 (Approved by the Senior Policy Council and President)

    Human Subjects Research

    Title: Human Subjects Research
    Policy Owner: Office of the Vice President for Research
    Applies to: Employees, Faculty, Students, Others
    Campus Applicability: All Campuses
    Effective Date: May 25, 2018
    For More Information, Contact Office of the Vice President for Research
    Contact Information: (860) 486-3001
    Official Website: http://research.uconn.edu/

    REASON FOR POLICY

    The University of Connecticut is committed to ensuring the safety, rights and welfare of all participants involved in human subjects research conducted at or by the University of Connecticut on all its campuses, including UConn Health (the “University”). This policy establishes that whenever the University engages in human research it will be guided by the ethical principles of the Belmont Report and will comply with applicable legal requirements. It is the responsibility of all components of the human research protection program to work collaboratively to ensure research with human subjects is conducted in accordance with such ethical principles and legal requirements.

    APPLIES TO

    All University faculty, employees, students, postdoctoral fellows, residents and other trainees, and agents who supervise or conduct human subject research.  Such research includes, but is not limited to, obtaining data through intervention or interaction with individuals, using identifiable private information or identifiable biospecimens from living individuals and using human tissue to evaluate the safety or effectiveness of an investigational device.

    DEFINITIONS

    Human Research Protection Program (“HRPP”):  The University’s comprehensive system designed to ensure that the University meets ethical principles and legal requirements for the protection of the safety, rights and welfare of human participants in research.  The HRPP encompasses all University-associated individuals and units responsible for the conduct and oversight of research involving human participants.

    Human Subject or Human Participant:

    • A living individual about whom an investigator (whether professional or student) conducting research obtains data through intervention or interaction with the individual, or identifiable private information. [45 CFR 102(f)]
    • An individual who is or becomes a participant in research, either as a recipient of the test article or as a control. Such subject may be either a healthy individual or a patient. For research that evaluates the safety or effectiveness of a device, the definition also includes a human on whose specimen an investigational device is used. Such subject may be in normal health or may have a medical condition or disease. [21 CFR 56.102(e); 21 CFR 812.3(p)]
    • Any other individual meeting the legal requirements of a human subject or human participant in research.

    Institutional Official (“IO”): The individual appointed by the President of the University who is legally authorized to act for and on behalf of the University in matters related to human subject research and the protection of human research participants. The IO oversees the HRPP and is responsible for ensuring that it functions effectively and that the University provides appropriate resources and support to comply with applicable legal requirements governing human subject research.

    Institutional Review Board (“IRB”): A multidisciplinary group whose membership meets applicable legal requirements, which reviews, approves, and oversees all University research involving human subjects. An integral component of the HRPP, the IRB review ensures the protection of the safety, rights and welfare of human subjects and that applicable legal requirements are met.

    Research:

    • A systematic investigation, including research development, testing and evaluation, designed to develop or contribute to generalizable knowledge. [45 CFR 102(d)]
    • A clinical investigation, meaning any experiment that involves a test article and one or more human subjects, and that either must meet the requirements for prior submission to the Food and Drug Administration (“FDA”) under section 505(i) or 520(g) of the Federal Food, Drug, and Cosmetic Act, as amended (the “Act”), or need not meet the requirements for prior submission to the FDA under these sections of the Act, but the results of which are intended to be later submitted to, or held for inspection by, the FDA as part of an application for a research or marketing permit. [21 CFR 102(c)]
    • Any other activities meeting the legal requirements of research involving human subjects or human participants.

    POLICY STATEMENT

    The University will designate one or more IRBs for the review of research involving human participants.

    The IO is delegated the authority to develop policies and procedures, and to implement a program to ensure the safety, rights and welfare of human participants in research that is legally compliant.

    All human subjects research, regardless of sponsorship or funding, must be reviewed and approved by a University designated IRB before research begins unless specifically exempted from review by policy or procedure.

    Designated IRBs are granted the authority to:

    • Approve, require modifications to secure approval, or disapprove research involving human subjects;
    • Suspend or terminate approval of research not being conducted in accordance with the IRB’s requirements or that has been associated with unexpected serious harm to human subjects;
    • Take actions determined necessary to ensure legal compliance and adherence to University policy, and to mitigate issues associated with unanticipated problems or risks to human participants and others;
    • Observe, or have a third party observe, the consent process or conduct of the research; and
    • Conduct continuing review of research annually or at intervals appropriate to the degree of risk.

    University personnel may not approve research involving human participants if it has not been approved by a University designated IRB.  Research that has been approved by a designated IRB may be subject to further review and approval or disapproval.

    Research Subject to the Common Rule. Human subject research that is conducted or supported by any federal department or agency that has adopted the Federal Policy for the Protection of Human Subjects, known as the Common Rule, will comply with the requirements set forth in the Health & Human Services Regulations at 45 CFR part 46 (including subparts A, B, C and D), unless the research is otherwise exempt from these requirements.  Relevant HRPP and IRB policies and other applicable legal requirements of the department or agency conducting or supporting the research may also apply.

    Research Subject to FDA Regulation. Clinical investigations regulated by the FDA under section 505(i) or 520(g) of the Act (21 U. S.C. § 355(i)) will comply with the applicable FDA regulations. These regulations include, but are not limited to: Protection of Human Subjects (21 CFR part 50), Institutional Review Boards (21 CFR part 56), Investigational New Drug Application (21 CFR part 312), Applications for FDA Approval to Market a New Drug (21 CFR part 314) and Investigational Device Exemptions (21 CFR part 812).  Relevant HRPP and IRB policies may also apply.

    Other Research. For all other research involving human participants, the University applies the policies of the HRPP, which are guided in their development and implementation by the Health & Human Services Regulations at 45 CFR part 46 (including four subparts) and the International Conference on Harmonization Good Clinical Practice Consolidated Guidelines.

    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 applicable University Policies.

    ADDITIONAL RESOURCES

    45 CFR part 46 (including subparts A, B, C and D)

    21 CFR part 50

    21 CFR part 56

    21 CFR part 312

    21 CFR part 314

    21 CFR part 812

    ICH GCP (E6)

    Belmont Report: Ethical Principles and Guidelines for the Protection of Human Subjects of Research (1979)

    POLICY HISTORY

    Revisions: 2/16/2011; 5/25/2018 (Approved by President’s Cabinet)

    Guide to the State Code of Ethics

    Title: Guide to the State Code of Ethics
    Policy Owner: Office of University Compliance
    Applies to: Faculty, Staff
    Campus Applicability: All Campuses
    Approval Date: October 25, 2023
    Effective Date: October 25, 2023
    For More Information, Contact Office of University Compliance
    Contact Information: (860) 486-2530 or universitycompliance@uconn.edu
    Official Website: https://compliance.uconn.edu

    PURPOSE

    Pursuant to state law, the University is required to adopt in cooperation with the Office of State Ethics, an ethics statement as it relates to the mission of the University. The Code of Ethics for Public Officials (the Code) sets forth principles of ethical conduct that all state employees, including employees of the University, must observe. All employees of the University are expected to become familiar with the Code and comply with all its provisions. This statement is intended to be a general guide to assist you in determining what conduct is prohibited so that it may be avoided. It is not intended to supersede the Code. Please note that under state statute, compliance with the Code is the responsibility of the employee, not the University.

    The Office of State Ethics has jurisdiction to interpret and enforce the Code. Violations may result in a formal complaint proceeding filed against the employee and sanctions of up to $10,000 per violation. The entire Code and regulations, as well as a summary of these rules, may be found at the Office of State Ethics website. For formal and informal interpretations of the Code of Ethics, employees should contact the Office of State Ethics.   In addition, the University must designate an Ethics Liaison as an information resource regarding compliance. An employee who has a question or is unsure about the provisions of this policy, or who would like assistance in contacting the Office of State Ethics, should contact the University’s Ethics Liaison.

    The following general provisions of the Code are applicable to all employees of the University of Connecticut:

    CONFLICT OF INTEREST

    •  GIFTS:  In general, employees are prohibited from accepting gifts, discounts or gratuities of any kind from prohibited donors: (1) doing business with or seeking to do business with the University; (2) directly regulated by the University; (3)  known to be a registered lobbyist or a lobbyist’s representative, or; (4) pre-qualified under Conn. Gen. Stat. §4a-100.  A list of registered lobbyists can be found on the web site of the Office of State Ethics.  Certain items are excluded from the definition of “gift,” including: items offered to the public at large (for example, trinkets provided at an open house), items valued at under $10, food and beverage up to $50 in a calendar year from each donor and training for a product purchased by the University provided such training is offered to all customers of that vendor.  “Gifts to the state” are also permitted as long as the gifts facilitate University actions or functions.  If an employee is offered a benefit from someone other than the prohibited donors listed above, and the benefit is offered because of the employee’s position at the University, the total value of benefits received from one source in a year must not exceed $100.  Additionally, supervisors may only accept gifts valued at no more than $100 from a subordinate; a subordinate may only accept gifts valued at no more than $100 from their supervisor.  This provision not only applies to direct supervisors and subordinates, but to any individual up or down the chain of command.  Questions regarding specific facts and circumstances surrounding various gift-giving scenarios should be directed to the University’s Ethics Liaison or the Office of State Ethics.
    • OUTSIDE EMPLOYMENT:  No employee may accept outside employment that will impair their independence of judgment with regard to their state duties or would encourage the disclosure of confidential information gained in state service. Additionally, although an employee may use their expertise, they may not use their state position to obtain outside employment. An employee is not allowed to use their business address, telephone number, title or status in any way to promote, advertise or solicit personal business.  Employees interested in pursuing outside employment may seek and receive written approval from their Supervisor and, if uncertain about the application of the Code, the Ethics Liaison or the Office of State Ethics. For faculty and professional staff, the University of Connecticut By-Laws specifically address consulting, private professional practice, teaching, and other outside employment situations. Faculty and members of the AAUP bargaining unit must adhere to the University’s Faculty Consulting policy as well as the policy on assigning textbooks which they have authored. Union members are referred to contract articles, if such exist, relating to outside employment in their respective collective bargaining agreements. If you are thinking about an opportunity for outside employment, you may also consult with the University’s Ethics Liaison for guidance.
    • FINANCIAL BENEFIT:  Employees may not use their official position or confidential information gained in their service for personal financial benefit, or the financial benefit of a family member or a business with which they, or a family member, are associated.  Employees are prohibited from using state time, personnel or materials, including telephones, computers, e-mail systems, fax machines, copy machines, state vehicles and any other supplies, for personal, non-state related purposes.  It is understood, however, that incidental use of state property for personal use is permissible so long as you reimburse the state for any identifiable charges.
    • CONTRACTS WITH THE STATE:  Employees, their immediate family members, and/or a business with which an employee or their family member is associated may not enter into a contract with the state valued at $100 or more, unless the contract has been awarded through an open and public process. The Code permits an exemption for contracts with a public institution of higher education to support a collaboration with such institution to develop and commercialize any invention or discovery.  The Office of State Ethics has ruled that immediate family members may not be hired as an independent contractor unless there has been an open and public process.
    • APPEARANCE FEES:  No employee may personally accept any fee or honorarium given in return for a speech or appearance made or article written in the employee’s official capacity.  Employees may, however, direct that the fee or honorarium be deposited in a University account to be used for future University-related business activities.
    • NECESSARY EXPENSES/GIFTS TO THE STATE: payment or reimbursement of expenses to participate in a particular event may be acceptable under certain circumstances and, if received from a non-governmental entity, may also require a disclosure filing with the Office of State Ethics. “Necessary expenses" are limited to: necessary travel expenses, lodging for the nights before, of and after the appearance, speech, or event; meals and any related conference or seminar registration fees. “Gifts to the state” may also be acceptable to attend an event that is relevant to your state duties and do not require “active participation”.

    POLITICAL ACTIVITY

    1. Employees are not prohibited from seeking political office as long as it is not done on State time or with State equipment. However, any State employee who is elected to state political office may not be employed by two branches of state government simultaneously. Therefore, any employee who accepts an elective state office must resign or take a leave of absence from his/her position with the University. Consult the University By-Laws and inform your supervisor prior to participating in a political campaign.
    2. No employee of the University will engage in partisan political activities while on state time. Additionally, no employee will use state materials or equipment for the purpose of influencing a political election of any sort.

    MISCELLANEOUS: POST-EMPLOYMENT (REVOLVING DOOR) AND VENDOR NOTIFICATION

    The State Code of Ethics contains several provisions regarding post-state employment. Prior to leaving employment with the University, all employees should review the applicable rules and, if necessary, seek guidance from the Ethics Liaison or The Office of State Ethics.

    • You may never use confidential information for financial gain for yourself or any other person. This is a lifetime prohibition. “Confidential Information” is any information not generally available to the public.  The information may be in any form (written, photographic, recorded, computerized, etc.) including orally transmitted information, e.g., conversations, negotiations, etc.
    • You may not represent anyone concerning any particular matter in which you personally and substantially participated while in state service in which the state has a substantial interest.
    • You may not, for one year, represent anyone before your former agency for compensation
    • If you participated substantially in the negotiation or award of a state contract valued at $50,000 or more, you may not accept employment with a party to the contract for one year after leaving state service, if you resign within one year after the contract was signed.

    No official or employee shall counsel, authorize or otherwise sanction action that violates any provision of the Code of Ethics.

    The provisions of this document shall apply to all employees of the University of Connecticut. All current and future employees of the University shall be supplied with a copy of this document, and it shall be the responsibility of each employee to be familiar with these provisions and to comply with them. It is strongly suggested that employees avoid those situations which may give the appearance of being a conflict of interest. When in doubt or unsure about these provisions, an employee should contact either his or her supervisor, department head, or the University’s Ethics Liaison. Ultimately, The Office of State Ethics is the authority that determines what conduct constitutes an ethics violation under the law. Therefore, you are strongly encouraged to discuss any situation which may pose a conflict of interest or other ethics problem with the Office’s staff attorneys.

    The University will notify vendors/contractors doing business with it of these provisions through its procurement officers. A summary of the State Code of Ethics as it applies to vendors will also be provided. Copies of this policy will be provided upon request.

    Please note: Violations of the Code of Ethics may subject an employee to sanctions from agencies or systems external to the University. Whether this occurs or not, the University retains the right to independently review and respond administratively to violations. The conduct of the review and response will be in accordance with contractual and regulatory guidelines.

    IMPORTANT ETHICS REFERENCE MATERIALS

    It is strongly recommended that every employee read and review the following ethics materials:

    The University’s Ethics Liaison is:

    Kimberly Fearney, Associate Vice President and Chief Compliance Officer
    Office of University Compliance
    28 Professional Park Road (Unit 5084)
    Storrs, CT 06268
    Telephone Number: (860) 486-2530
    Email: Kim.Fearney@uconn.edu

    The contact information for the Office of State Ethics:

    20 Trinity Street
    Hartford, CT 06106
    Office of State Ethics
    Tel: (860) 263-2400
    Fax: (860) 263-2402

    POLICY HISTORY

    Policy created: July 2006
    Revisions: October 25, 2023; February 26, 2014; July 2009