Students

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

Title: By-Laws, Rules, and Regulations of the University Senate
Policy Owner: University Senate
Applies to: Faculty, Staff, Students, Others
Campus Applicability:  All University Campuses, except UConn Health
Effective Date: May 1, 2023
For More Information, Contact University Senate Office
Contact Information: (860) 486-2236
Official Website: http://www.senate.uconn.edu/

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

Driving and Motor Vehicle Policies

Title: Fleet Services Manual
Policy Owner: Transportation Services
Applies to: Faculty, Staff, Students, Others
Campus Applicability: Storrs and Regional Campuses
Effective Date: October 9, 2017
For More Information, Contact Transportation Services
Contact Information: (860) 486-6685
Official Website: http://transpo.uconn.edu/

Purpose

The University of Connecticut (UConn) Fleet Services relies on the operation of UConn-owned motor vehicles to conduct official business.  UConn Fleet Services is committed to minimizing transportation costs, reducing risk, safeguarding personnel, protecting and maintaining property, and clarifying acceptable use This policy manual was developed to support these commitments.

The full Fleet Services Manual is available via PDF.

Animal Use in Research, Teaching and Testing

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

REASON FOR POLICY

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

APPLIES TO

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

DEFINITIONS

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

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

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

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

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

POLICY STATEMENT

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

ENFORCEMENT

Violations of this policy may result in appropriate disciplinary measures in accordance with University By-Laws, General Rules of Conduct for All University Employees, applicable collective bargaining agreements, the University of Connecticut Student Code, and other relevant University Policies.

ADDITIONAL RESOURCES

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

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

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

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

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

POLICY HISTORY

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

Reviewed: 02/16/2011

Affirmative Action & Equal Employment Opportunity, Policy Statement:

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

 

Equal Employment Opportunity

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

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

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

Affirmative Action

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

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

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

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

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

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

Procedure

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

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

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

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

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

Accountability

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

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

Radenka Maric

President