Students

Student International Travel Policy

Posted on by
Title: Student International Travel Policy
Policy Owner: Office of Global Affairs
Applies to: Students
Campus Applicability: All Campuses except UConn Health
Effective Date: July 23, 2015
For More Information, Contact Assistant Vice President for Global Affairs
Contact Information: 860-486-2908
Official Website:  http://global.uconn.edu/

 

REASON FOR POLICY

Global engagement is one of the four core values of the University of Connecticut, as presented in the University’s 2014 strategic planning document Creating Our Future: UCONN’s Path to Excellence. The University has long supported students as they travel internationally for credit-bearing Education Abroad programs, internships, research, service learning and volunteer opportunities, conferences, registered student organization activities, student groups affiliated with academic departments, and other non-credit-bearing University programs. The purpose of this policy is to facilitate the following objectives:

  1. Ensuring student access to information essential to their travel abroad.
  2. Assessment of any potential risks and appropriate actions to reduce those risks.
  3. University awareness of when and where students are taking advantage of these Education Abroad and related opportunities.

APPLIES TO 

This policy applies to all undergraduate and graduate students at the Storrs and regional campuses including the Law School traveling internationally for university-sponsored or university-related purposes. University-sponsored or university-related purposes include credit-bearing Education Abroad programs, internships, research, service learning and volunteer opportunities, conferences, registered student organization activities, student groups affiliated with academic departments, and other non-credit-bearing University programs. This includes the following:

  •  Any travel in connection with activities for which academic credit is sought, including programs operated through UConn’s Office of Global Affairs: Education Abroad (OGA:EA), travel as part of a formal academic program or course of study, internship credit, and travel for independent study credit (including retroactive requests for academic credit).
  • Any travel for purposes of performance, sporting events, service learning, conferences, meetings, professional development or volunteerism organized by a UConn registered student organization or student group affiliated with an academic department of the University.
  • Any travel for which funding is sought through a University-administered account or a student government-administered account within UConn.
  • Any travel that requires travel approval through UConn Travel Services and/or that requires international health insurance through the University-contracted insurance plan.

This policy does not include student travel through a program that is administered by another organization that has not been vetted and approved by OGA:EA or does not have a formal agreement or exchange program with UConn.

This policy does not apply to students who make the personal decision to travel internationally on a program not affiliated with the University and use their own funds, or other non-University funds, to support this travel. That is personal travel. This policy does not apply to personal travel. Personal travel includes additional independent travel before or after travel for university-sponsored or university-related purposes that is not part of the official university-sponsored or university-related itinerary. University-sponsored international health insurance does not cover personal travel.

This policy does not apply to students of the University of Connecticut Health Center.

POLICY STATEMENT

Any student who travels internationally for university-sponsored or university-related purposes, as defined above, is required to register with the Office of Global Affairs: Education Abroad (OGA:EA).

Registration with the Office of Global Affairs: Education Abroad (OGA:EA)

Specifically, any student who travels internationally for university-sponsored or university-related purposes is required to:

a. University Registration.  Register with the OGA:EA;

b. Health Insurance.  Through the OGA:EA, register for University-contracted (or other suitable) international health insurance coverage;

c. Itinerary and Contacts.  Submit up-to-date itinerary information to the OGA:EA, including personal and emergency contact information (both U.S. and international), host program/entity contact information (as appropriate), travel itineraries and international accommodations;

d. Updated Itinerary Upon Changes.  Promptly provide updated travel itineraries and accommodations to OGA:EA as they develop, especially if/as these change during the course of travel;

e. Contract Requirements.  Read and sign any appropriate contract documents (e.g. the Education Abroad Student Contract) that pertain to the Education Abroad program in which the student is participating;

f. State Department Registration.  Register with the U.S. Department of State’s Smart Traveler Enrollment Program (STEP), http://travel.state.gov/content/passports/english/go/step.html; and

g. State Department Acknowledgement.  Acknowledge, via electronic signature, having researched and read any U.S. Department of State Travel Advisory for the destination country/countries. If the destination country/countries has a travel warning or travel alert and the University has reviewed and granted permission for the student to participate in accordance with the Policy for Education Abroad and Related Activities in Sites with a U.S. Department of State Travel Warning/Travel Alert, the student is required to review and sign the University’s Informed Consent and Release of Liability for Travel Abroad to a Travel Warning/Travel Alert Country in accordance with that applicable policy.

Conduct while Traveling for University-Sponsored or University-Related Purposes

While away from campus, students are required to honor the University’s Responsibilities of Community Life: The Student Code, as well as any appropriate contract documents (e.g. the Education Abroad Student Contract) that pertain to the UConn international program in which they are participating. Students must further adhere to the codes of conduct established by faculty directors, hosting entities/institutions, and/or professional practice applicable to the UConn international program in which they are participating. Students traveling internationally are subject to all local laws and to discipline under The Student Code.

ENFORCEMENT

Violations of this policy may result in disciplinary measures in accordance with the University of Connecticut Responsibilities of Community Life: The Student Code.

The University reserves the right to deny academic credit, funding or reimbursement for any student international travel that is inconsistent with published policies and practices.

RELATED POLICY

See also:

Export Control and Economic Sanctions Policy

Policy for Education Abroad and Related Activities in Sites with a U.S. Department of State Travel Warning/Travel Alert

Travel & Entertainment Policy

Policy History

Adopted: July 23, 2015 [Approved by the President’s Cabinet]

Conduct History Review Committee (CHRC) Policy

Posted on by

 

Title: Conduct History Review Committee (CHRC) Policy
Policy Owner: Undergraduate Admissions and Graduate School
Applies to: Undergraduate and Graduate Applicants and Student Populations
Campus Applicability: All campuses except UConn Health and the School of Law
Effective Date: August 24, 2022
For More Information, Contact: Undergraduate Admissions or Graduate School
Contact Information: Undergraduate Admissions: beahusky@uconn.edu
Graduate School: gradschool@uconn.edu
Official Website: https://uconn.edu

PURPOSE

The University of Connecticut is committed to providing a safe environment for its students and employees. To promote this environment, all applicants for admission or readmission to the University are required to indicate whether they have been subject to disciplinary action for academic or behavioral misconduct prior to enrollment.

POLICY STATEMENT

To ensure that applicants, admitted students indicating the assignment of disciplinary action subsequent to application, former students applying for readmission to the University, or any students whose prior conduct is discovered after application submission (hereinafter “applicants”) receive a fair evaluation, the appropriate admission authority (i.e., The Graduate School, Undergraduate Admissions, Dean of Students) will refer such applicants to the Conduct History Review Committee (CHRC), which will undertake a thorough and holistic review of the conduct identified by the applicant in the context of their application for admission.

If the applicant is otherwise identified as a viable candidate for admission by the respective office, the CHRC review of this history may result in denying the applicant admission or enrollment to the University. Alternatively, it may permit enrollment subject to certain conditions (e.g., restricting access to on-campus housing or requiring participation in counseling services), or allowing enrollment without any restrictions.

ENFORCEMENT

Violations of this policy may result in appropriate disciplinary measures in accordance with University By-Laws and the University of Connecticut Student Code.

PROCEDURES

For more information about CHRC, including process and procedure, please go to https://admissions.uconn.edu/chrc-policy/.

POLICY HISTORY

Policy created: June 26, 2015 [Approved by leadership in Enrollment Management, Student Life, and Graduate School]

Revisions: Effective August 24, 2022 [Approved by the President’s Senior Policy Council August 15, 2022]

 

Familial Relationships and Teaching, Policy on

Posted on by
Title: Policy on Familial Relationships and Teaching [1]
Policy Owner: Office of the Provost
Applies to: Faculty, Instructors, Students
Campus Applicability: All Programs at all campuses, except UConn Health
Effective Date:  May 15, 2015
For More Information, Contact Office of the Provost
Contact Information: (860) 486-4037
Official Website:  http://provost.uconn.edu/

 

Scope

This policy governs conflicts of interest in teaching that may arise due to familial relationships among members of the University community.

Definitions

Familial Relationships is defined as a relative: spouse, child, step-child, child’s spouse, parent, brother, sister, brother-in-law, sister-in-law, dependent relative or a relative domiciled in the employee’s household.

Members of the University Community shall include any University faculty member, staff member, or student.

Policy Obligations

The following principles should guide members of the University community when a conflict of interest may arise due to a familial relationship in teaching.

  1. Members of the University community are prohibited from teaching (or enrolling in) a course when the instructor and a student have a familial relationship.
  2. When multiple sections of a course are offered, students must enroll in a section that is not taught by a relative.
  3. If a course, and concurrent and future sections of a course, is only taught by the familial relation, a management plan shall be developed and approved before the course begins. The management plan must ensure that the instructor will not directly or solely grade or review the student’s academic progress. In general, an independent grader or second reviewer will be identified to grade or review the student’s academic progress. The management plan must also assure that the student is treated equitably with regard to assignments and other course activities (i.e. participation, workload, deadlines, scope of assignments, etc.). The instructor and student shall develop the management plan in consultation with the instructor’s department head or supervisor. The Dean and Vice Provost for Academic Affairs must review and approve the management plan prior to the first day of classes.

[1] Some content used here relies on the University of Minnesota’s “Nepotism and Personal Relationships” (http://regents.umn.edu/sites/regents.umn.edu/files/policies/Nepotism%26Personal.pdf).

University Logo and Wordmark Policy

Posted on by
Title: University Logo and Wordmark Policy
Policy Owner: University Communications
Applies to: All Employees, Students, Others
Campus Applicability: All Campuses, including UConn Health
Effective Date: February 1, 2015
For More Information, Contact Associate Director of Branding and Visual Identity
Contact Information: 860-486-0488
Official Website: http://brand.uconn.edu/

1/15/15

The UConn wordmark is the core element in the visual identity system. It is the official logo of the University, and is what is most strongly associated with the UConn brand. In order to be effective, all logo treatments must be consistent and accurate, and as such, coordinated through University Communications.

Custom marks are available for schools, colleges, departments, and University-affiliated groups to distinctly identify themselves, while maintaining a cohesive University brand identity. All primary and established wordmarks can be downloaded from brand.uconn.edu. Additional standards regarding wordmarks and logos can also be found at brand.uconn.edu. Standards related to UConn Health branding can be found at brand.uchc.edu.

Official UConn Wordmark

  • An official UConn wordmark must be used as the primary identifier for University entities. These include the primary, established, and personalized wordmarks. These wordmarks cannot be altered or replicated.
    • The primary wordmark is the logo that includes UCONN with or without “University of Connecticut.” The horizontal or vertical arrangements are acceptable.
    • Established wordmarks have been created for each school, college, and regional campus.
    • For UConn entities that do not have an established wordmark, a personalized wordmark is appropriate. This mark allows for one or two levels of information hierarchy. University Communications can provide   guidance on layouts that best suits individual needs.
  • Student organizations should refer to Student Organization Use of University Wordmarks and Logos for standards specific to their needs.

Secondary Logos

Secondary logos are marks that are separate from the official UConn wordmark established and enforced by the University brand standards.

Secondary logos are only considered for consortiums, retail establishments, departmental initiatives, or Centers that are not exclusively part of the University, such as the Korey Stringer Institute.

For UConn entities that do not fit fully into these specific categories, the UConn wordmark must be used as the primary identifying mark. Complementary artwork is permissible. Complementary artwork cannot include the name of the UConn entity, to avoid appearing like a logo.

Anniversaries, events, or campaigns can use badges to mark the event, but must not use the UConn wordmark as part of the graphic.

The development of all secondary logos is at the review and approval of University Communications. For full brand standards, visit brand.uconn.edu.

Trademarks

UConn’s Office of Trademark Licensing and Branding ensures correct and legal use of UConn trademarks on any product sold to the general public or to campus departments and organizations. UConn trademarks include the UConn wordmark, the University oakleaf, the University seal, the Husky Dog and phrases such as Students Today, Huskies Forever. Trademark and licensing approval is required for includes usage in the areas of Traditional Retail Merchandise, use by Campus Departments and Student Organizations, use by Affiliated Organizations (e.g., UConn Co-op, UConn Foundation, UConn Alumni Association) and use by Non-UConn organizations (e.g., alumni clubs, booster clubs, approved corporate use). The Office of Trademark Licensing and Branding provides approval for all trademark usage and may be contacted at licensing@uconn.edu

Timecard Submission Requirements and Deadlines

Posted on by
Title: Timecard Submission Requirements and Deadlines
Policy Owner: Payroll Department
Applies to: All Employees
Campus Applicability:  UConn Storrs and Regional Campuses
Effective Date: August 19, 2014
For More Information, Contact Payroll Department
Contact Information: (860) 486-2423
Official Website: http://www.payroll.uconn.edu/

 

REASON FOR POLICY

The purpose of this policy is to ensure the timely and accurate completion and approval of time and attendance records.

APPLIES TO

This policy applies to all employees at the University of Connecticut, Storrs and Regional Campuses required to complete biweekly time and attendance records.  This includes all members of the classified bargaining units; all members of the University of Connecticut Professional Employee’s Association (UCPEA); all Management and Confidential staff; student employees; and certain special payroll appointees.

This policy also applies to University employees who have been granted signatory authority to approve time and attendance records.

DEFINITION

A time and attendance record is a true and accurate statement of time worked and time taken.  These records must be completed in accordance with the Fair Labor Standards Act, collective bargaining agreements, State regulations and University policies.  By submitting and/or approving a time and attendance record, employees and their supervisors are attesting to the accuracy of the time reported.  An approved time and attendance record also authorizes the expenditure of funds in accordance with time reported.

POLICY STATEMENT

Employees are required to submit biweekly time and attendance records for the purposes of calculating payments, and managing accruals and other entitlements.  In the event that an employee is unable to complete his/her time and attendance record (or is not included in the self-service population) it is the supervisor’s responsibility to complete it on their employee’s behalf.

All time and attendance records must be submitted and approved by the deadlines posted on the Payroll website.  Changes to the biweekly submission and approval deadline due to holidays, severe weather events and unforeseen circumstances will be communicated to the University community in as timely a manner as possible.

Corrections to previously reported time must be submitted as soon as the discovery is made.

Access to the time and attendance systems is administered by the Payroll Department, subject to the established guidelines on the Payroll website and consistent with the security policy administered by University Information Technology Services.  Under no circumstances should a login ID and password be shared.

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 Conduct Code.

PROCEDURES/FORMS

Time and attendance procedures for employees and supervisors are posted on the Payroll Department website at www.payroll.uconn.edu.

 

Paycheck Distribution

Posted on by
Title: Paycheck Distribution
Policy Owner: Payroll Department and the Office of Faculty and Staff Labor Relations
Applies to: All Employees
Campus Applicability: UConn Storrs and Regional Campuses
Effective Date: August 19, 2014
For More Information, Contact Payroll Department
Contact Information: (860) 486-2423
Official Website: www.payroll.uconn.edu

 
REASON FOR POLICY

The purpose of this policy is to ensure the appropriate handling, and timely distribution, of paychecks to University employees.

APPLIES TO

This policy applies to all employees at the University of Connecticut, Storrs and Regional Campuses, as well as department liaisons responsible for claiming and distributing biweekly paychecks.

DEFINITION

Pay periods occur in two week cycles that begin on the Friday of a pay week and end on the Thursday of the following pay week.  There is a two week interval between the date of a check and the period for which employees are paid, with the exception of Graduate Assistants who are paid ‘to-date’ (see Graduate Assistant Pay Schedule Policy).  Biweekly paychecks are collated and distributed based on the ‘section number’ assigned to a department by Payroll.  Employees who have elected to utilize direct deposit do not receive a paper advice of deposit.  All employees are able to access their paystub information via ‘ePay’ on the State’s Core-CT portal.

POLICY STATEMENT

Distribution at the Storrs Campus: Designated department liaisons on the Storrs Campus must retrieve paychecks at the Payroll Department Main Office between 12:00 p.m. and 3:00 p.m. on alternating Thursdays.  At the time of pickup, the ‘Payroll Authorization Check Card’ (issued by the Payroll Department) must be presented.  Checks that are not claimed at the Payroll Department Main Office will be delivered to departments on Friday via intercampus mail.

Distribution to the Regional Campuses: Representatives from the regional campuses are not required to retrieve paychecks at the Payroll Department Main Office on the Storrs Campus.  Paychecks will be delivered to the regional campuses via mail delivery service or courier.

Section Number Assignment: Departments are assigned unique section numbers for ease of distribution, and employee checks are coded accordingly.  At the discretion of the Payroll Department and under limited circumstances, new section numbers will be created.

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 Conduct Code

PROCEDURES/FORMS

Departments are responsible for distributing paychecks to their employees.  Although departments may have their own internal distribution protocol, Payroll has established the following requirements:

  • Every attempt must be made to distribute checks to employees on the day they are picked up (Storrs Campus) or received (Regional Campuses).
  • Paychecks must be secured at all times.  Departments may not distribute paychecks by placing them in open mail slots in unprotected, public areas.
  • Employees must not cash or deposit checks until 3:00 p.m. on pay Thursday (the start of the next banking day).
  • Departments must not hold checks for more than one (1) pay cycle.  Unclaimed checks must be mailed to the employee or returned to the Payroll Department, unless prior alternative arrangements have been made with the employee.
  • Departments may not open employees’ paychecks since they contain personal and sensitive information.

Notification to departments and/or employees will be sent via email (or other appropriate media) in the event that a check distribution date must be changed due to a holiday or inclement weather.

Paid Sick Leave for Student Employees

Posted on by
Title: Paid Sick Leave for Student Employees
Policy Owner: Payroll Department and the Office of Faculty and Staff Labor Relations
Applies to: Student Employees
Campus Applicability:  Storrs and Regional Campuses
Effective Date: August 19, 2014
For More Information, Contact Payroll Department
Contact Information: (860) 486-2423
Official Website: www.payroll.uconn.edu

 

REASON FOR POLICY

The purpose of this policy is to comply with CT Public Act 11-52 (CGS 31-57r through 31-57w), and administer paid sick leave for student employees.

APPLIES TO

This policy applies to Student Labor and Federal Work Study employees at the University of Connecticut, Storrs and Regional Campuses, as well as University departments who hire student employees.

DEFINITION

A “student employee” is defined as a student employed on the Student Labor and/or Student Work Study payroll.  The University considers student employees as meeting the definition of a service worker under CT Public Act 11-52 (CGS 31-57r through 31-57w): http://www.ctdol.state.ct.us/wgwkstnd/SickLeaveLaw.htm

POLICY STATEMENT

 

Accrual of Paid Sick Leave:

Student Employees of the University of Connecticut begin to accrue paid sick time beginning January 1, 2012 or upon hire, whichever is later, under the following terms and conditions:

  1. Student Employees accrue one hour of paid time for every forty (40) hours actually worked.
  2. The maximum accrual of sick time hours is forty (40) hours per calendar year.
  3. Student Employees may carry over a maximum of 40 hours of unused sick time from one calendar year into the next but the employee shall not be able to use more than the forty (40) hours in one (1) calendar year.
  4. Under no circumstances are Student Employees entitled to any payout for accumulated but unused sick leave.

 

Use of Paid Sick Leave:

Student employees shall be entitled to the use of accrued paid sick leave upon the completion of their 680th hour of employment with the University measured from January 1, 2012 or from their date of hire if hired after January 1, 2012.

Sick leave must be taken in one (1) hour increments.

A maximum of forty (40) hours of sick leave may be used each calendar year.

Sick leave may only be used in lieu of previously scheduled hours.

Pay Rate for Sick Leave:

Sick leave will be paid at the Student Employee’s normal hourly rate at the time the leave is taken.

Reasons for Use of Paid Sick Leave:

Student Employees may only use accrued paid sick leave for the following reasons:

  1. To treat the employee’s own illness, injury or health condition; for the medical diagnosis, care or treatment of the employee’s own mental illness or physical illness, injury or health condition; or for preventative medical care for the employee.
  2. For the treatment of the employee’s child’s or spouse’s illness, injury or health condition; the medical diagnosis, care or treatment of an employee’s child’s or spouse’s mental or physical illness, injury or health condition; or preventative medical care for the employee’s child or spouse.
  3. For the employee’s treatment or services related to the employee’s status as a victim in a family violence or sexual assault incident, for the medical care or psychological or other counseling for physical or psychological injury or disability; to obtain services from a victim services organization; to relocate due to such family violence or sexual assault; to participate in any civil or criminal proceedings related to or resulting from such family violence or sexual assault.

Notice:

If the reason for the sick leave is foreseeable, the Student Employee must provide at least seven (7) days advance notice to their supervisor,or if the leave is not foreseeable, the Student Employee must provide as much notice as is practicable.

Documentation:

Documentation signed by a health care provider indicating the need for the number of days taken may be required by the Student Employee’s supervisor for leaves of three (3) or more consecutive days.

 

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 Conduct Code.

PROCEDURES/FORMS

Resources to assist hiring departments in administering this policy can be found on the Payroll Department website at https://payroll.uconn.edu/student-sick-time/.

Workers’ Compensation Light Duty Policy

Posted on by
Title: Workers’ Compensation Light Duty Policy
Policy Owner: Payroll Department
Applies to: All University Employees
Campus Applicability: Storrs and Regional Campuses (see details below)
Effective Date: August 19, 2014
For More Information, Contact Payroll
Contact Information: (860) 486-2423
Official Website: http://www.payroll.uconn.edu/

REASON FOR POLICY

The University strives to provide a safe and healthy work environment and is committed to returning employees to work, as appropriate, from a work-related injury or illness.  Administering a policy on light duty provides benefits to both the injured worker and the University.  Statistically, employers that facilitate return to work programs have a higher percentage of injured workers achieving full recovery over employers who fail to provide such programs.  Additionally, employers that utilize such initiatives have lower direct costs associated with workers’ compensation than those who do not.

APPLIES TO

This policy applies to all permanent and temporary employees at the University of Connecticut, Storrs and Regional Campuses who are paid salary or wages by the State of Connecticut are covered by the State’s Workers’ Compensation Program, and are eligible to participate in the light duty program.  This includes faculty, staff, student labor, work study, special payroll, and graduate assistants provided that the injury occurred while performing a function related to their employment with the University.

DEFINITIONS

Injured Worker:  An employee who initiates a workers’ compensation claim pursuant to the State of Connecticut and the University of Connecticut’s injury reporting requirements.
Temporary Modified/Restricted Duty:  A work capacity given to an injured worker by their treating physician stating that the employee is not capable of performing their regular job duties, but is capable of working in a modified or restricted capacity within their normal job classification.
Regular Duty:  A work capacity given to an injured worker by their treating physician stating that the injured worker is capable of returning to work without restrictions or modifications to their normal job classification.

POLICY STATEMENT

The University of Connecticut provides a light duty program for all employees who sustain a workplace injury or illness.  The University will provide modified or light duty assignments, as available, to an employee with an approved workers’ compensation claim, once they have been released to temporary modified/restricted work by a licensed medical professional.  Placement into a light duty position is on a temporary basis and should never become permanent.  Light duty is not guaranteed and may be modified, or ended, at any time, even if the employee’s physician has not released him/her to regular duty.  Employees who are working a light duty assignment will be held to the same standards of accountability for performance and conduct standards as an employee on regular duty.  An employee working on a light duty assignment is to abide by the restrictions imposed by their treating physician and should not exceed those restrictions until released by the doctor.  It is also the employee’s responsibility to immediately inform their supervisor and the Workers’ Compensation Administrator of any changes made to their work capacity while working a light duty assignment.

If a light duty assignment is offered by the University, an employee’s refusal to accept the offer of light duty may affect the employee’s right to workers’ compensation benefits and will be determined by the third party administrator.

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 Conduct Code.

PROCEDURES/FORMS

An injured employee should immediately notify their supervisor and the Workers’ Compensation Administrator once their treating physician has released them to any type of modified or restricted work.  The employee must also provide the Workers’ Compensation Administrator with a signed, written copy of the modifications/restrictions given to them by the treating physician.  The Workers’ Compensation Administrator will coordinate with the employee’s supervisor to determine if a light duty assignment is available.  If such a position exists, the employee will be contacted and expected to return to work on the next scheduled business day.  Under no such circumstance should an employee work outside their prescribed restrictions until cleared to do so by their treating physician.  Supervisors should monitor the tasks being completed by an employee working temporary modified/restricted duty to ensure that the employee is working within their prescribed restrictions.

If a light duty assignment is not available, the employee will be continued on their workers’ compensation leave.  Should a light duty assignment become available prior to a change in the employee’s work capacity, the employee will be notified by either their supervisor or the Workers’ Compensation Administrator, and would be expected to return to work on the next business day.  An employee with a light duty work capacity that cannot be accommodated may be required to do job searches at the discretion of the third party administrator, in order to continue to receive payment.

Returned Check Policy

Posted on by
Title: Returned Check Policy
Policy Owner: Office of the Bursar
Applies to: Faculty and Staff
Campus Applicability: UConn Storrs and Regional Campuses
Effective Date: August 19, 2014
For More Information, Contact Office of the Bursar
Contact Information: (860) 486-4830
Official Website: http://bursar.uconn.edu/

PURPOSE

The purpose of this policy is to ensure compliance with state guidelines on processing and accounting for returned checks. (State of CT Accounting Manual, Receipts, Section 4.1).

APPLIES TO

This policy applies to all departments receiving checks on behalf of the University as well as all customers and students paying the University for goods and/or services.

POLICY STATEMENT

Checks deposited by the University and then returned by the bank for insufficient funds or any other reason are the responsibility of the depositing department to recover any money still owed to the University.  The department or student is charged back, including any bank fees as applicable.

ENFORCEMENT

The Office of the Bursar charges customers/students a $25 fee for a check returned by the bank for any reason.  The Office of the Bursar will notify students with multiple returned checks that check payments will no longer be accepted and all future payments must be made in the form of money order, certified or cashier’s check or Western Union wire payment.  For non-student returned checks, it is the department’s responsibility to pursue collection of the funds and fees with the customer, and the individual department has the discretion to accept future checks.

PROCEDURES/FORMS

The Office of the Bursar Cash Operations unit is notified by the bank if a check is returned to the University. Cash Operations sends the notification to the appropriate depositing department. It is the department’s responsibility to then submit the appropriate entry in the general ledger system to reflect the returned payment. Cash Operations approves the entry based on the debit to the University’s bank account.

POLICY HISTORY

Revisions:  Reviewed; Procedures updated, January 24, 2022

Environmental Policy Statement

Posted on by
Title: Environmental Policy Statement
Policy Owner: Office of Sustainability
Applies to: Faculty, Staff, Students, Senior Administrators
Campus Applicability:  Storrs based system
Effective Date: January 2007
For More Information, Contact Office of Sustainability
Contact Information: (860) 486-8741
Official Website: http://ecohusky.uconn.edu

In fulfilling its mission as Connecticut’s land grant, public research university and its corresponding obligation to protect and preserve natural resources for an environmentally sustainable future, the University of Connecticut commits to the following principles of environmental leadership:

Performance: The University will institutionalize best practices, comply with environmental laws, regulations and standards, and continually monitor, report on and improve its environmental performance.

Responsible management and growth: The University will endeavor to design, construct and maintain its buildings, infrastructure and grounds in a manner that ensures environmental sustainability and protects public health and safety.

Outreach: The University will promote environmental stewardship in Connecticut and embrace environmental initiatives in partnership with its surrounding communities.

Academics: The University will advance understanding of the environment through its curriculum, research and other academic programs, and will employ an ethic of environmental stewardship in all intellectual pursuits.

Conservation: The University will conserve natural resources, increase its use of environmentally sustainable products, materials and services, including renewable resources, and prevent pollution and minimize wastes through reduction, reuse and recycling.

Teamwork: The University will encourage teamwork and provide groups and individuals with support, guidance and recognition for achieving shared environmental goals.
Adopted April 22, 2004 (rev. Jan. 2007)