Student Discipline, Dismissal and Appeal Process from Professional/Clinical Programs, Procedures on

August 27, 2019

Title: Student Discipline, Dismissal and Appeal Process from Professional/Clinical Programs, Procedures on

Procedures Owner: Office of the Provost

Responsible Office: Academic Programs with Professional/Clinical Programs

Effective Date: September 1, 2019

Contact Information: Provost’s Office; 860 486-4037

Official Website: http://www.provost.uconn.edu


Purpose: To define a fair and uniform process for disciplining or dismissing students from professional/clinical programs based on failure to adhere to professional standards of conduct.

Procedures Statement: Each professional school or program maintains its own professional standards of conduct. These standards of conduct are often developed in accordance with stated norms for professional conduct, whether as required by accrediting bodies or otherwise.  Each program’s professional standards of conduct should be clearly stated in the student handbook. A student’s failure to adhere to those standards may result in discipline, including and up to, dismissal from the program.

Applicability:  These procedures apply to each professional school or program at Storrs and Regional Campuses, except those falling under the purview of the Graduate School.  Graduate programs falling under the purview of the Graduate school should follow the Graduate School’s procedures.  See https://grad.uconn.edu/policy/.

ALLEGED VIOLATIONS OF PROFESSIONAL STANDARDS OF CONDUCT

Any student believed to have violated one or more of a program’s professional standards of conduct shall be provided a written description of the alleged violation(s), with a copy to the Dean and program director, or designees. The written notice need only have sufficient detail to inform the student of the alleged violation(s), the provisions of the professional standards believed to have been violated and the potential consequences to the student.[1] Such notice will be made by email to the student’s official University email address and shall be deemed received by the student on the day it was sent.

Any student who has been suspended or removed from a clinical placement as a result of the alleged violation(s) risks being unable to complete the clinical component of their current course within the required timeframe and receiving a failing grade. Such students are strongly encouraged to respond as quickly as possible to ensure a timely resolution, increase the student’s chances for securing an alternative clinical placement and, in turn, complete the clinical component within the required timeframe.

The student shall have five business days to respond in writing to the notice of violation(s) and request a conference to review the alleged violations.

The Program Director or individual in an equivalent position shall conference with the student as soon as is practicable, but not more than ten business days of receipt of the student’s response. A student may, at their own risk, request additional time to schedule a conference.

Failure to Respond or Conference: If the student fails to respond or participate in conference within 15 business days of the notice being received, the Program Director or individual in an equivalent position shall determine and impose disciplinary action without need for a hearing. In such cases, the student has no right to appeal. The 15 business day time limit shall be extended if a request for additional time is granted.

Conference: Program Director will review the professional standards alleged to have been violated with the student and the disciplinary action deemed appropriate to impose in response to the violation(s).  The student may consult with a present support person, but that person may not actively participate in the conference. A student should choose a support person whose schedule allows for their participation in the conference because delays will not be allowed due to the scheduling conflicts of a support person. At the conclusion of the conference, the student shall:

  1. Sign an acknowledgment stating that the student committed the alleged violation(s) and agrees with the imposed disciplinary action. In such cases the discipline shall be imposed without need for a hearing and the student has no right to appeal.

or

  1. Contest the alleged violations and/or associated discipline. In such cases, the Program Director will schedule a hearing as soon as is practicable but not more than ten business days of conferring with the student. The Program Director may extend the time in which to hold a hearing based on extenuating circumstances. The student will be notified of the date, time and location of the hearing via university email.

HEARING

A hearing body shall be assembled by the School, College, Department, or Program, as appropriate. The hearing body shall consist of one or more University employees that were not directly involved in the incident(s) from which the alleged violation(s) arose. In the event that the hearing body consists of more than one employee, a chairperson for the hearing body shall be appointed.

The purpose of the hearing is to allow for a fair and impartial review of the information to determine whether the student has violated one or more of the program’s professional standards of conduct and, if so, the appropriate discipline that should be imposed.  Hearings should be conducted in private. The hearing is not a court proceeding and the hearing body is not bound by rules of evidence.

The student shall have the right to:

  • Propose witnesses. At least two business days in advance of the hearing, the student should provide the hearing body’s designee with a list of names and a brief summary of the information expected to be presented by each witness. It is the responsibility of the student to notify the witnesses of the date, time and location of the hearing.  The hearing body chair has the discretion to limit the number of witnesses who may appear before the hearing body (for example, due to relevancy, redundancy, etc.), but in exercising that discretion must allow for a fair and impartial review of the allegations.
  • Submit written or other information for the hearing body’s consideration. At least two business days in advance of the hearing, the student should submit to the hearing body’s designee any documentary or other evidence that the student wishes the hearing board to consider. Absent exceptional circumstances, the hearing body will not consider information submitted beyond this deadline.
  • Be notified within two business days of the hearing of the identity of any witnesses who have been called by the hearing body to present information during the hearing.
  • Be provided copies within two business days of the hearing of any written or other information the hearing body intends to consider at the hearing, when such information is known to the hearing body prior to the commencement of the hearing, including any prior conduct history of the student that may be considered for the purpose of determining the appropriate discipline.
  • Be accompanied by a support person. The student may consult the support person, but that person may not actively participate in the hearing. A student should choose a support person whose schedule allows attendance at the scheduled date and time for the hearing because delays will not be allowed due to the scheduling conflicts of a support person.

      After hearing from the witnesses and considering all other information presented to the hearing body, the hearing body shall deliberate.  A decision by the hearing body that a student has violated one or more professional standards must be based on a preponderance of the evidence (i.e. it is more likely than not that the student violated the standard(s)).

      The hearing body shall notify the student in writing of its decision within five business days of the hearing.  The notice shall contain sufficient detail to explain the basis of the hearing body’s decision. In deciding upon discipline, the hearing body may consider prior conduct history of the student. Such notice will be made by email to the student’s official University email address and deemed received by the student on the day it was sent.

      Appeal Procedures

      The decision of the hearing body may be appealed by the student to the program’s Dean or designee. Any such appeal must be made in writing within five business days of the student’s receipt of the written decision. The sole grounds for appeal are:

      • A claim of error in the hearing procedures that substantially affected the decision;
      • A claim of new information material to the matter that was not known and could not reasonably have been known at the time of the hearing;
      • On a claim of substantive error arising from misinterpretation of information presented at the hearing.

      The student’s appeal must identify at least one of the three grounds for review and provide sufficient detail to understand the basis for the request. Mere disagreement with the hearing body’s decision is not sufficient grounds for appeal.

      Within five business days of receipt of the appeal, student will be notified of the decision on the appeal, which may include:

      • Upholding the decision of the hearing body
      • Reversal of the hearing body’s decision
      • Modification of the discipline
      • Remand to the hearing body if the Dean/designee deems necessary to consider new information or to correct an error in the hearing procedure

      The decision of the appellate body is final.

      In addition, students are subject to the Student Code (https://community.uconn.edu/the-student-code-preamble/). Any suspected violations of the Student Code will be reported to the Office of Community Standards.

      Undergraduate students in professional/clinical programs: Undergraduate students dismissed from a clinical or professional program are not necessarily dismissed from the University.

      Post-baccalaureate/certificate programs: Typically, students dismissed from post-baccalaureate (e.g. Certificate) programs that do not fall under the purview of Graduate School are de facto dismissed from the University.

       

      [1] All proceedings and timeframes herein may be suspended at the discretion of the Program Director during the pendency of any investigation or proceeding undertaken by the Office of Community Standards related to the same conduct.  Following resolution of any the student code matter, the Program Director may elect to proceed under these procedures.

      Information and Communication Technology (ICT) Accessibility Policy

      August 2, 2019

      Title: Information and Communication Technology (ICT) Accessibility Policy
      Policy Owner: Information Technology Services
      Applies to: Faculty, Staff, Students
      Campus Applicability: Storrs and Regional Campuses
      Effective Date: July 24, 2019
      For More Information, Contact Information Technology Services-IT Accessibility Coordinator
      Contact Information: itaccessibility@uconn.edu; (860) 486-9193
      Official Website: accessibility.its.uconn.edu

      Background and Reason for the Policy: The University of Connecticut is committed to accessibility of its digital information, communication, content, and technology for people with disabilities, in accordance with federal and state laws including the Americans with Disabilities Act, Section 504 of the Rehabilitation Act of 1973, and the State of Connecticut’s Universal Website Accessibility Policy for State Websites.

      Policy Purpose: The purpose of this policy is to set expectations that digital information, communication, content, and technology be designed, developed, and procured to be accessible to people with disabilities.

      Policy Applicability: This policy extends to the procurement, development, implementation, and ongoing maintenance of the University’s information and communication technologies at Storrs and Regional Campuses.

      Policy Statement: The University of Connecticut is committed to achieving equal opportunity to its educational and administrative services, programs, and activities in accordance with federal and state law.  Providing an accessible information, communication, content, and technology experience for people with disabilities is the responsibility of all University administrators, faculty, staff, students and those who maintain externally facing University websites.

      Procedures: See Procedures (https://accessibility.its.uconn.edu/ict-policy-procedures/).  Any issues or questions should be addressed to ITAccessibility@uconn.edu.

      Exceptions: Requests for exceptions to this policy must be submitted to the IT Accessibility Coordinator. Individuals requesting an exception must provide a plan that would provide equally effective alternative access, unless such an alternative is not possible due to technological constraints or if the intended purpose of the technology (e.g., virtual reality goggles) at issue does not allow for an alternative

      Policy History:

      Adopted 07/24/2019 [Approved by the President’s Cabinet]

      Leave Benefits for Managerial and Confidential Exempt Employees

      July 23, 2019

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

      PURPOSE

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

      APPLIES TO

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

      POLICY STATEMENT

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

      Vacation

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

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

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

      Holidays

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

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

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

      Personal

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

      Sick[1]

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

      Funeral

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

      Sick Family

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

      Donating Time

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

      Overtime Compensatory Time

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

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

      ENFORCEMENT

      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.

      PROCEDURES/FORMS

      Contact HR regarding the process of donating time.

      POLICY HISTORY

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

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

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

      UConn’s NAGPRA Procedure

      April 24, 2019

      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

      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]

      By-Laws of the Graduate School

      November 21, 2018

      Title: By-Laws of the Graduate School
      Policy Owner: The Graduate School
      Applies to: All Certificate and Graduate Degree Programs
      Campus Applicability: All Campuses
      Effective Date: 11/16/2019
      For More Information, Contact Vice Provost for Graduate Education and Dean of The Graduate School
      Contact Information: graduatedean@uconn.edu
      Official Website: https://grad.uconn.edu

      The Graduate Faculty Council By-Laws, Rules, and Regulations are available for download as a PDF

       

      By-Laws, Rules, and Regulations of the Graduate Faculty Council

      Title: By-Laws, Rules, and Regulations of the Graduate Faculty Council (GFC)
      Policy Owner: The Graduate School
      Applies to: All Certificate and Graduate Degree Programs
      Campus Applicability: All Campuses
      Approval Date: March 1, 2025
      Effective Date: July 7, 2025
      For More Information, Contact: Vice Provost for Graduate Education and Dean of The Graduate School
      Contact Information: graduatedean@uconn.edu
      Official Website: https://grad.uconn.edu

      The Graduate Faculty Council By-Laws, Rules, and Regulations are available for download as a PDF.

      Policy History:

      Revised: 03/01/2025; 03/01/2024; 07/18/2023; 07/15/2022; 06/08/2021; 06/25/2020

      Religious Accommodation Policy

      August 1, 2018

      Title: Religious Accommodation Policy
      Policy Owner: Office of Institutional Equity
      Applies to: Faculty, Staff, Graduate Assistants, Students
      Campus Applicability: All Campuses
      Effective Date: August 1, 2018
      For More Information, Contact Office of Institutional Equity
      Contact Information: Storrs/Regionals: Office of Institutional Equity (OIE) (860) 486-2943 or equity@uconn.edu

      UConn Health: Office of Institutional Equity (OIE) (860) 679-3563 or equity@uconn.edu
      Official Website: http://www.equity.uconn.edu

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

      Reason for Policy

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

      Applies to

      All faculty, staff and students on all Campuses.

      Definitions

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

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

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

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

      Policy Statement

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

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

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

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

      Enforcement

      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.

      Policy History

      Revised 01/24/2019

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

       

      Procedures for Students

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

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

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

      Procedures for Faculty / Course Instructors in Responding to Student Requests

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

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

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

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

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

      Procedures for Faculty and Staff Requesting Religious Accommodation

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

      Contacts:

      Students, Faculty and Staff who have questions or concerns regarding the University of Connecticut Religious Accommodations Policy may contact the Office of Institutional Equity (OIE):

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

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

      Related Policies and Guidance:

      Frequently Asked Questions Regarding Religious Accommodations

      Policy Against Discrimination, Harassment, and Related Interpersonal Violence

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

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

      ClinicalTrials.gov

      May 30, 2018

      Title: ClinicalTrials.gov
      Policy Owner: Research Compliance Services, Office of the Vice President for Research
      Applies to: Employees, Faculty, Students, Other
      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.uchc.edu/

      REASON FOR POLICY

      The purpose of this policy is to ensure investigators at the University comply with the requirements for registering and reporting results of clinical trials at ClinicalTrials.gov.

      The University is committed to the mission of public availability of clinical trial information and to complying with the related requirements of the Food and Drug Administration (FDA), National Institutes of Health (NIH), the Centers for Medicare and Medicaid Services (CMS) and other federal agencies and departments for using ClinicalTrials.gov.  Investigators for certain clinical trials are required to register and report results at ClinicalTrials.gov for certain clinical trials, including those involving the FDA, NIH, and CMS.  The International Committee of Medical Journal Editors (ICMJE) also imposes a similar requirement as a condition for seeking publication in participating journals.

      APPLIES TO

      All University faculty, employees, students, postdoctoral fellows, residents and other trainees, and agents who supervise or conduct clinical trials needing to be registered at ClinicalTrials.gov.

      POLICY STATEMENT

      It is the responsibility of the Principal Investigator (or other equivalent individual) supervising or conducting a clinical trial that must be registered at ClinicalTrials.gov to ensure that the registration, results reporting, related consent form and other applicable requirements are met with the required timeframes.  Any failure to fulfill these requirements may result in limitations on publications or grant submissions or other sanctions.

      The University’s Protocol Registration and Results System (PRS) Administrator within Research Compliance Services is available to provide assistance in navigating the PRS system, administering requests by ClinicalTrials.gov, and with compliance questions related to these requirements.

      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.

      Authority

      42 CFR part 11 (FDA)

      NIH Policy on the Dissemination of NIH-Funded Clinical Trial Information (NIH)

      Medicare Clinical Trial Policies (CMS)

      Clinical Trials (ICMJE)

      POLICY HISTORY

      Adopted: 5/25/2018 (Approved by President’s Cabinet)

      Purchasing through Collaboration Contracts

      January 5, 2018

      Title: Purchasing through Collaboration Contracts
      Policy Owner: Procurement Services
      Applies to: Faculty and Staff
      Campus Applicability: All campuses, including UConn Health
      Effective Date: November 1, 2017
      For More Information, Contact AVP & Chief Procurement Officer
      Contact Information: (860) 486-2619
      Official Website: https://procurement.uconn.edu/

      REASON FOR POLICY

      Most of UConn’s purchases are made simply to acquire good or services.  But in some instances purchases are made in the context of a broader collaboration with another higher education institution, a nonprofit organization, or an industry partner. This Policy is established pursuant to Section 2(b)(1)(C) and Section 3 of Public Act 17-130, which authorizes UConn to develop policies for purchases that are made as part of a Collaboration Contract (defined below).

      The purpose of this Policy is to establish a framework for procedures pursuant to which UConn can enter into Collaboration Contracts.  Collaboration Contracts assist UConn in pursuing its teaching, research, clinical, public service, and economic development missions. Those missions are vital to discovery, innovation, and job creation in the State of Connecticut. Making purchases effectively and prudently in the context of Collaboration Contracts will help UConn to fulfill its missions. It will also help UConn more successfully compete with other institutions for Collaboration Contracts.

      APPLIES TO

      Faculty and staff on all campuses, including UConn Health.

      DEFINITIONS

      “Collaboration Contracts” are contracts described in Section 2(b)(1)(C) of Public Act 17-130, which are contracts in which the other party agrees to provide UConn with at least two of the following: (i) philanthropic support, (ii) sponsored research, (iii) research collaborations, (iv) employment opportunities for students, or (v) some other substantial value to UConn or the state.

      “Collaborator” is UConn’s counterparty under a Collaboration Contract.

      “Purchase” is the purchase of equipment, supplies, or services, or the lease of personal property.

      “Simplified Acquisition Threshold” is a threshold set by the Federal Government for purchasing goods and services in a simplified manner that, as stated in Section 13.002 of the Federal Acquisition Regulations, “[p]romote[s] efficiency and economy in contracting” and “avoid[s] unnecessary burdens.” The Simplified Acquisition Threshold is set in Subpart 2.1 of the Federal Acquisition Regulations and is currently $150,000.

      POLICY STATEMENT

      1. The President or the President’s designee shall adopt procedures for entering into Collaboration Contracts, including identifying Collaborators. Such procedures shall be consistent with this Policy.
      2. UConn shall enter into Collaboration Contracts and make Purchases from Collaborators in a manner consistent with applicable law, provided that the following shall be exempt from CGS §10a-151b(b) and regulations adopted pursuant to CGS §4e-47:
        1. Purchases through a Collaboration Contract under which both (i) the Collaborator’s contributions have substantial market value and (ii) such market value, plus any other benefits the Collaboration Contract will provide UConn, is expected to exceed UConn’s expenditures.
        2. Purchases up to the Simplified Acquisition Threshold. UConn shall request quotations from at least three prospective vendors before making such purchases.
      3. The procedures adopted pursuant this Policy shall include a method for reporting any contract exempted under Paragraph B of this Policy that is entered into or amended. As required by Section 3(b) of Public Act 17-130, not later than January 1, 2018, and annually thereafter, such report shall be submitted to the joint standing committees of the General Assembly having cognizance of matters relating to higher education and government administration.

      ENFORCEMENT

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

      PROCEDURES/FORMS

      Procurement- Sourcing Procedure 3.1

      POLICY HISTORY

      Approved by the Board of Trustees, November 1, 2017