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UConn’s NAGPRA Procedure

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University of Connecticut NAGPRA Procedures:

The Provost will designate one or more persons at the University to help administer the University’s compliance obligations under NAGPRA.  That person(s) is referred to as the “NAGPRA Coordinator(s)” for purposes of these procedures. The NAGPRA Coordinator will be responsible for working in close consultation with lineal descendants and Native American and Native Hawaiian organizations in identifying any Native American and Native Hawaiian human remains, funerary objects, sacred objects, and objects of cultural patrimony that are maintained by the University, and on determinations of cultural affiliation and repatriation of Native American and Native Hawaiian human remains, funerary objects, sacred objects, and objects of cultural patrimony, that are part of the University’s collections.

NAGPRA Review Group

The Provost will establish a NAGPRA review group to assist the NAGPRA Coordinator in the administration of the University’s compliance obligations under NAGPRA and to report recommendations on cultural affiliation and repatriation to the Provost.  This review group will be chaired by an appointee designated by the Provost and will include the State Archaeologist, members from the Department of Anthropology and the Connecticut State Museum of Natural History and other offices at the University who maintain human remains, funerary objects, sacred objects, or objects of cultural patrimony.  The representatives of the review committee will be responsible for communicating and involving the departments, museums and other University offices they represent on matters relating to the University’s compliance obligations under NAGPRA.

Use of Human Remains in Teaching and Research

The NAGPRA review group must be notified of any teaching or research being conducted at the University or by faculty or staff from the University that involves the use of Native American or Native Hawaiian human remains.

NAGPRA Collections

The NAGPRA Coordinator will work with the NAGPRA review group and departments, museums and other University offices to help maintain a centralized record of all Native American and Native Hawaiian human remains, funerary objects, sacred objects, and objects of cultural patrimony maintained by the University, such record will include the location(s) of the relevant items and any NAGPRA-related reports or communications relating to such items.

NAGPRA Reporting & Process Initiation

The NAGPRA Coordinator will inform the NAGPRA review group and the Provost upon becoming aware of any Native American and Native Hawaiian human remains and cultural items maintained by the University that were not previously reported under NAGPRA.  The NAGPRA Coordinator will initiate a NAGPRA process for any Native American and Native Hawaiian human remains and cultural items maintained by the University.  This will include consulting with lineal descendants and Native American and Native Hawaiian organizations prior to making any recommendation as to cultural affiliation or repatriation.  The NAGPRA Coordinator must consult with the NAGPRA review group and the Provost’s office prior to completing a summary or inventory under NAGPRA.

Cultural Affiliation Recommendations

The NAGPRA Coordinator will make a proposed recommendation of cultural affiliation, when appropriate, for any Native American and Native Hawaiian human remains, funerary objects, sacred objects, and objects of cultural patrimony maintained by the University to the NAGPRA review group.  The NAGPRA review group will review and evaluate such recommendations.

The chair of the NAGPRA review group will submit a proposed recommendation of cultural affiliation, reflecting the initial recommendation provided by the NAGPRA Coordinator and the comments of the NAGPRA review group, to the Provost.  The Provost is the only University official authorized to make determinations of cultural affiliation under NAGPRA with respect to Native American and Native Hawaiian human remains, funerary objects, sacred objects, and objects of cultural patrimony maintained by the University.

Repatriation Recommendations

The NAGPRA Coordinator will be responsible for identifying appropriate claimant(s) and making a proposed recommendation of repatriation, when appropriate, for any Native American and Native Hawaiian human remains, funerary objects, sacred objects, and objects of cultural patrimony maintained by the University to the NAGPRA review group.  The NAGPRA review group will review and evaluate such recommendations.

The chair of the NAGPRA review group will submit a proposed recommendation of repatriation, reflecting the initial recommendation provided by the NAGPRA Coordinator and the comments of the NAGPRA review group, to the Provost.  The Provost is the only University official authorized to make a recommendation of repatriation under NAGPRA with respect to Native American and Native Hawaiian human remains, funerary objects, sacred objects, and objects of cultural patrimony maintained by the University.

Native American Graves Protection and Repatriation Act (NAGPRA) Policy

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Title: Native American Graves Protection and Repatriation Act (NAGPRA) Policy
Policy Owner: Office of the Provost
Applies to: Faculty, Staff, Others
Campus Applicability: All campuses, including UConn Health
Effective Date: April 24, 2019
For More Information, Contact University NAGPRA Coordinator
Contact Information: (860) 486-6953
Official Website: https://provost.uconn.edu/

Reason for Policy:

The purpose of this policy is to ensure that Native American and Native Hawaiian human remains and funerary objects, sacred objects, and objects of cultural patrimony are maintained and repatriated by the University in a respectful, dignified and legally compliant manner as required by the Native American Graves Protection and Repatriation Act (“NAGPRA”).  Only items subject to the requirements of NAGPRA are subject to this policy.

Applies to:

Faculty, Staff, Others

Definitions:

This policy references the terms below and uses the definitions that have been assigned to those terms by NAGPRA in 25 U.S.C. §§ 3001–3013 and 43 C.F.R. pt. 10 (as summarized below).

Human remains means physical remains of the body of a person of Native American or Native Hawaiian ancestry.  The University considers human remains to include DNA and other biological derivatives obtained from the body of a person of Native American or Native Hawaiian ancestry.

Funerary objects means items that, as part of the death rite or ceremony of a culture, are reasonably believed to have been placed intentionally at the time of death or later with or near individual human remains.

Sacred objects means items that are specific ceremonial objects needed by traditional Native American religious leaders for the practice of traditional Native American or Native Hawaiian religions by their present-day adherents.

Objects of cultural patrimony means items having ongoing historical, traditional, or cultural importance central to the Native American or Native Hawaiian organization itself, rather than property owned by an individual organization member.

Policy Statement:

The University is committed to working with lineal descendants and Native American and Native Hawaiian organizations, both federally and non-federally recognized, with respect to determinations of cultural affiliation and repatriation of Native American and Native Hawaiian human remains, funerary objects, sacred objects, and objects of cultural patrimony that are part of the University’s collections.  The University is committed to ensuring that all such human remains and cultural items that are part of its collections are appropriately identified and treated with respect during that process.  The University welcomes all Native peoples to campus for NAGPRA consultation.

NAGPRA requires that the University follow a process for reporting information relating to Native American and Native Hawaiian human remains, funerary objects, sacred objects, and objects of cultural patrimony, that are part of the University’s collections.

NAGPRA also requires that the University notify and consult with lineal descendants and Native American and Native Hawaiian organizations on human remains, funerary objects, sacred objects, and objects of cultural patrimony.

All University personnel must assist the University in fulfilling its legal obligations under NAGPRA.  The Provost will be responsible for designating one or more persons at the University to administer the University’s compliance obligations under NAGPRA and for ensuring that the University appropriately maintains and repatriates human remains, funerary objects, sacred objects, and objects of cultural patrimony in the University’s collections.

No one at the University is authorized to acquire for the University or accept on the University’s behalf any Native American and Native Hawaiian human remains, funerary objects, sacred objects, or objects of cultural patrimony without the prior written approval of the Provost or his or her authorized designee.  This includes any acquisition of such items by donation, loan or gift, as well as any acquisition of such items in connection with any teaching, research or other University-related activities.

Procedures:

The Provost’s office will develop procedures to this policy that outline the manner in which the University follows the requirements of NAGPRA with respect to Native American and Native Hawaiian human remains, funerary objects, sacred objects, and objects of cultural patrimony in the University’s collections.

Click here to view procedures for the Native American Graves Protection and Repatriation Act Policy.

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 other applicable University Policies.

Related Information:

For information and resources on NAGPRA including links to the most current versions of the law and regulations visit NPS National NAGPRA website: www.nps.gov/nagpra.

Contact Sarah Sportman, the University’s NAGPRA Coordinator, at sarah.sportman@uconn.edu for additional information. 

Policy History:

Adopted 04/24/2019 [Approved by the President’s Cabinet]

Media and Mass Communication, Policy on

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Title: Policy on Media and Mass Communication
Policy Owner: University Communications
Applies to: Faculty, Staff, and Student Employees
Campus Applicability: All Campuses, including UConn Health
Approval Date: December 19, 2023
Effective Date: December 19, 2023
For More Information, Contact: Vice President for Communications
Contact Information: 860-486-0871
Official Website: https://universitycommunications.uconn.edu/

BACKGROUND

The University of Connecticut (“the University” or “UConn”) needs to be able to communicate accurately, effectively and consistently with a variety of diverse audiences including the media. University Communications is the institution’s primary voice and official liaison to the news media. It is responsible for initiating, developing and maintaining effective, productive and beneficial relations with the news media in communicating University news and in responding to media requests. University Communications is responsible for coordinating and delivering official University comment on all matters regarding the institution internally and through mainstream and social media. This includes both proactive statements, interactions, and responses to requests. University Communications is responsible for disseminating and pitching news stories, responding to media inquiries, arranging interviews and visual productions, and handling requests for distribution of information on behalf of the University’s main campus in Storrs, UConn Health and all campus locations and programs.

PURPOSE

The purpose of this policy is to gather the University’s existing policies regarding institutional and employee communication via mainstream and social media outlets and platforms into one accessible statement while reaffirming the University’s continuing commitment to the principles of academic freedom.  It incorporates policies on three distinct but related situations:

  1. Official University Position Statements or Responses
  2. Mass Communications Associated with News or Events
  3. Requests to Faculty Regarding Subject Matter Expertise
  4. Personal Speech

APPLIES TO

This policy applies to all University employees including administration, faculty, staff and student employees, employees at all campuses including the University’s main campus in Storrs, UConn Health, the regional campuses, and the School of Law. It applies to all employees in all programs wherever located. The policy applies to employees when they are acting in their capacity as employees of the University, including when they are asked questions.

POLICY STATEMENT

  1. Official University Position Statements or Responses

All inquiries seeking an official University response or a statement on behalf of the University should be directed to the University spokesperson within University Communications. All inquiries seeking an official response or statement specific to UConn Health and its clinical and academic areas should be directed to the UConn Health spokesperson.

Authorization to speak on behalf of the University may only be given by the President or the Vice President for Communications. No organizational unit, faculty, or staff member may make official position statements on behalf of the University without consultation with, and express authorization from, the President or University Communications. This includes posting of such statements on University-administered and branded website and social media platforms.

University Communications will coordinate any University responses with appropriate members of the University and UConn Health communities, and should be consulted on any potential statements or responses being considered by an organizational unit.

Any employee who has not been authorized by the President or University Communications to speak to the media in the context of his or her role as a University employee must direct inquiries from the media about the official University comment on all matters regarding the institution to the University spokesperson.

No employee is authorized to speak “off the record” on behalf of the University to media on any matter pertaining to the University.

University employees must adhere to relevant UConn policies as well as all federal, state and local laws and policies regarding the release of information about activities of the University, or its employees, students, volunteers, patients or research subjects, including those that apply to privacy and patient confidentiality such as HIPAA and FERPA.

  1. Mass Communications Associated with News or Events

The University will only on rare occasions send leadership mass emails and social media messages about news and events in the nation and world. Those rare occasions will include external tragedies or sensitive issues that have become dominant challenges in the daily lives of our communities at large.

Tragedies or concerns that affect individuals or groups unfortunately occur with great frequency. A practice of emailing after every major news issue or event is not practical. Selecting some issues or events and not others is exclusionary and lacks consistency. In addition, mass email is a poor vehicle for processing complex and painful topics, and university stakeholders have different perspectives about how tragedies and impacts to people should be described.

A singular mass message provides only one-way communication to thousands of individuals and is a poor replacement for other modes of communication that allow for better engagement for understanding, empathy and support for those impacted. Such messages also can be seen as lacking action or sincerity, and frequent messages about national and global tragedies can heighten fears or mental stress. They also can de-sensitize audiences to such messages from leadership, or even polarize the community.

Decisions and authorization on sending mass communications regarding such subjects ultimately rest with the President and/or the Vice President for Communications. Guidelines and best practices for engaging the campus community in these situations can be found here.

  1. Requests to Faculty and Staff Regarding Subject Matter Expertise 

UConn is proud of its faculty and staff, and their expertise and scholarship in a vast array of subjects and disciplines. Many senior administrators and staff also have expertise. Individual faculty, administrators and staff experts are encouraged to provide subject-specific commentary based on their scholarship in their academic concentration or their expertise in their professional field. This includes athletic coaches and staff on matters related to university athletic contests and team- or program-related matters.

When professional staff are contacted by the media for any reason, they are expected to notify University Communications. Faculty who are contacted by media for their scholarly expertise may notify Communications of the contact as a courtesy if they chose to. University Communications facilitates accurate, ethical and timely news coverage of significant programs and the achievements of faculty, administrators, staff, students and alumni. University Communications is available at all times to consult with administrators, faculty and staff about the most effective ways to work with the media.

Any questions that fall outside of a faculty member’s academic interest or expertise should involve consultation with the University spokesperson, who can be a resource in these instances. Questions also may be referred to the University spokesperson for direct handling. Inquiries seeking an official University comment must be directed to the University spokesperson.

If a faculty or staff member is unsure of whether a question or request for comment from the media concerns the faculty or staff member’s area of expertise or seeks an official University position, University Communications must be consulted.

  1. Personal Speech

Nothing in this policy is intended to restrict the freedom of faculty and staff members to engage in their scholarly activities or their personal involvement in community activities. Nothing in this policy is intended to affect individual employees’ rights to express personal opinions on University or non-University actions and policies. Nothing in this policy is intended to restrict faculty or staff members from commenting on matters of public concern implicating an employer’s official dishonesty, deliberately unconstitutional action, other serious wrongdoing or threats to health and safety. When speaking or writing as a citizen, an employee should be accurate, should exercise appropriate restraint, should show respect for the opinions of others, should not use University media or information technology (email) platforms, and should make every effort to indicate that he/she does not speak for the institution.

The University reaffirms its continuing commitment to the principles of academic freedom and its protections as set forth in Article XIV of the Laws and By-Laws of the University of Connecticut and the right to freedom of speech protected by the United States and Connecticut Constitutions.

ENFORCEMENT

Violations of this policy may result in appropriate disciplinary measures in accordance with University Bylaws, General Rules of Conduct for All University Employees, Office of Student Financial Aid Services – Student Employment Guide, applicable collective bargaining agreements, and any other applicable University policies and procedures.

POLICY HISTORY

Policy created: 05/05/2017 (Approved by the President’s Cabinet)
Revisions: 12/19/2023 (Approved by Senior Policy Council and the President); non-substantive revision 01/17/2025

      Vendor Code of Conduct

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      Title: Vendor Code of Conduct
      Policy Owner: President’s Committee on Corporate Social Responsibility
      Applies to: Others
      Campus Applicability:  Storrs, and Regional Campuses
      Effective Date: January 9, 2013
      For More Information, Contact Director of Contracting and Compliance
      Contact Information: (860) 486-5898
      Official Website: http://www.csr.uconn.edu/

      The University of Connecticut (“UConn”) has a longstanding commitment to the protection and advancement of socially responsible practices that reflect respect for fundamental human rights and the dignity of all people. UConn strives to promote basic human rights and appropriate labor standards for all people throughout its supply chain. Promoting these values in concrete practice is the central charge of the President’s Committee on Corporate Social Responsibility (http://csr.uconn.edu/).

      UConn is also committed to  building a safe, healthy and sustainable environment through the conservation of natural resources, increasing its use of environmentally responsible products, materials and services (including renewable resources), and preventing pollution and minimizing waste through reduction, reuse and recycling. UConn is proactive about purchasing products that have these environmental attributes or meet recognized environmental standards, when practicable, and buying from entities committed to the support of campus sustainability goals.  The University seeks to partner and contract with vendors that demonstrate a similar commitment to these values. Selected vendors may be required to provide a comprehensive summary report of their corporate social and environmental practices.

      Principal Expectations

      The principal expectations set forth below reflect the minimal standards UConn’s vendors are required to meet.

      Nondiscrimination. It is expected that vendors will not discriminate in hiring, employment, salary, benefits, advancement, discipline, termination or retirement on the basis of race, color, religion, gender, nationality, ethnicity, alienage, age, disability or marital status, and will comply with all federal nondiscrimination laws and state nondiscrimination laws[1], including Chapter 814c of the Connecticut General Statutes (Human Rights and Opportunities), as applicable, and further will provide equal employment opportunity irrespective of such characteristics, including complying, if applicable, with Federal Executive Order 1124b, and the Rehabilitation Act of 1973.

      Freedom of Association and Collective Bargaining. It is expected that vendors will respect their employees’ rights of free association and collective bargaining, including, if applicable, complying with the National Labor Relations Act, and, if applicable, Chapters 561 and 562 of the Connecticut General Statutes (Labor Relations Act, Labor Disputes) and Chapters 67 and 68 of the Connecticut General Statutes (State Personnel Act, Collective Bargaining for State Employees).

      Labor Standard Regarding Wages, Hours, Leaves and Child Labor. It is expected that vendors will respect their employees’ rights regarding minimum and prevailing wages, payment of wages, maximum hours and overtime, legally mandated family, child birth and medical leaves, and return to work thereafter, and limitations on child labor, including, if applicable, the rights set forth in the Federal Fair Labor Standards Act, the Federal Family and Medical Leave Act, the Federal Davis-Bacon Act and Chapters 557 and 558 of the Connecticut General Statutes (Employment Regulation, Wages).

      Health and Safety. It is expected that vendors will provide safe and healthful working and training environments in order to prevent accidents and injury to health, including reproductive health, arising out of or related to or occurring during the course of the work vendors perform or resulting from the operation of vendors’ facilities. Accordingly, it is expected that vendors and their subcontractors will perform work pursuant to UConn contracts in compliance with, as applicable, the Federal Occupational Safety and Health Act and Chapter 571 of the Connecticut General Statutes (Occupational Safety and Health Act).

      Forced Labor. It is expected that vendors will not use or purchase supplies or materials that are produced using any illegal form of forced labor.

      Harassment or Abuse. It is expected that vendors will treat all employees with dignity and respect, and that no employee will be subjected to any physical, sexual, psychological or verbal abuse or harassment.  It is further expected that vendors will not use or tolerate the use of any form of corporal punishment.

      Environmental Compliance. It is expected that vendors will comply with all applicable federal and state environmental laws and Executive Orders, including but not limited to Titles 22a and 25 of the Connecticut General Statutes (Environmental Protection and Water Resources protection) and Executive Order 14 (concerning safe cleaning products and services). UConn expects vendors will employ environmentally responsible practices in the provision of their products and services.

      Preferential Standards

      The preferential standards set forth below reflect UConn’s core values. UConn will seek to uphold these values by considering them as relevant factors in selecting vendors.

      Living Wages. UConn recognizes and affirms that reasonable living wages are vital to ensuring that the essential needs of employees and their families can be met, and that such needs include basic food, shelter, clothing, health care, education and transportation.  UConn seeks to do business with vendors that provide living wages so as to meet these basic needs, and further recognizes that compensation may need to be periodically adjusted to ensure maintenance of such living wages.  Vendors are encouraged to demonstrate that they pay such living wages.

      International Human Rights. For UConn, respect for human rights is a core value.  UConn seeks to do business with vendors who do not contribute to or benefit from systemic violations of recognized international human rights and labor standards, as exemplified by the Universal Declaration of Human Rights.

      Foreign Law. UConn encourages vendors and vendors’ suppliers operating under foreign law to comply with those foreign laws that address the subject matters of this code, provided such foreign laws are consistent with this code. Vendors and their suppliers operating under foreign law are similarly encouraged to comply with the provisions of this code to the extent they can do so without violating the foreign law(s) they operate under.

      Environmental Sustainability. UConn will prefer products and services that conserve resources, save energy and use safer chemicals, such as recycled, recyclable, reusable, energy efficient, carbon-neutral, organic, biodegradable or plant-based, in addition to products that are durable and easily reparable, and that meet relevant certification standards above and beyond those required by law. While UConn is not legally bound to comply with Connecticut General Statutes 4a-67a through 4a-67h concerning environmental sustainability standards in purchasing, it will nevertheless consider vendors’ ability to meet those standards in rendering its purchasing decisions. Vendors are encouraged to demonstrate their commitment to environmental sustainability.

      Compliance Procedures

      Anyone who believes a vendor doing business with UConn has not complied or is not complying with this code may contact the University’s REPORTLINE at 1-888-685-2637 or https://uconncares.alertline.com/gcs/welcome.  The REPORTLINE is operated by a private (non-University) company. No effort is made to identify the person reporting and no trace of the call is performed. Information received is given to the Office of Audit, Compliance and Ethics, who will evaluate the concerns raised and, if necessary, refer the matter to the most appropriate University office for review.

      The Office of University Compliance has the authority to investigate such matters, and if warranted, recommend remedial action to the UConn administration.

      [1] Wherever this code refers to compliance with federal or state laws, that term includes compliance with any regulations duly promulgated pursuant to such laws.

      Policy Created: January 7, 2013 (Approved by the President’s Cabinet)

      Revised: July 14, 2015

      Non-Retaliation Policy

      Posted on by
      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)