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Guide to the State Code of Ethics

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Title: Guide to the State Code of Ethics
Policy Owner: Office of University Compliance
Applies to: Faculty, Staff
Campus Applicability: All Campuses
Approval Date: September 25, 2026
Effective Date: October 1, 2026
For More Information, Contact Office of University Compliance
Contact Information: (860) 486-2530 or universitycompliance@uconn.edu
Official Website: https://compliance.uconn.edu

PURPOSE

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

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

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

CONFLICT OF INTEREST

  •  GIFTS: In general, employees are prohibited from accepting gifts, discounts or gratuities of any kind from prohibited donors: (1) doing business with or seeking to do business with the University; (2) directly regulated by the University; (3) known to be a registered lobbyist or a lobbyist’s representative, or; (4) pre-qualified under Conn. Gen. Stat. §4a-100. A list of registered lobbyists can be found on the web site of the Office of State Ethics. Certain items are excluded from the definition of “gift,” including: items offered to the public at large (for example, trinkets provided at an open house), items valued at under $20, food and beverage up to $100 in a calendar year from each donor, a gift provided for a major life event up to $1,500 and training for a product purchased by the University provided such training is offered to all customers of that vendor. “Gifts to the state” are also permitted as long as the gifts facilitate University actions or functions. If an employee is offered a benefit from someone other than the prohibited donors listed above, and the benefit is offered because of the employee’s position at the University, the total value of benefits received from one source in a year must not exceed $100. Additionally, supervisors may only accept gifts valued at no more than $100 from a subordinate; a subordinate may only accept gifts valued at no more than $100 from his/her supervisor. This provision not only applies to direct supervisors and subordinates, but to any individual up or down the chain of command.  Questions regarding specific facts and circumstances surrounding various gift-giving scenarios should be directed to the University’s Ethics Liaison or the Office of State Ethics.
  • OUTSIDE EMPLOYMENT: No employee may accept outside employment that will impair their independence of judgment with regard to their state duties or would encourage the disclosure of confidential information gained in state service. Additionally, although an employee may use their expertise, they may not use their state position to obtain outside employment. An employee is not allowed to use their business address, telephone number, title or status in any way to promote, advertise or solicit personal business. Employees interested in pursuing outside employment may seek and receive written approval from their Supervisor and, if uncertain about the application of the Code, the Ethics Liaison or the Office of State Ethics. For faculty and professional staff, the University of Connecticut By-Laws specifically address consulting, private professional practice, teaching, and other outside employment situations. Faculty and members of the AAUP bargaining unit must adhere to the University’s Faculty Consulting policy as well as the policy on assigning textbooks which they have authored. Union members are referred to contract articles, if such exist, relating to outside employment in their respective collective bargaining agreements. If you are thinking about an opportunity for outside employment, you may also consult with the University’s Ethics Liaison for guidance.
  • FINANCIAL BENEFIT: Employees may not use their official position or confidential information gained in their service for personal financial benefit, or the financial benefit of a family member or a business with which they, or a family member, are associated. Employees are prohibited from using state time, personnel or materials, including telephones, computers, e-mail systems, fax machines, copy machines, state vehicles and any other supplies, for personal, non-state related purposes. It is understood, however, that incidental use of state property for personal use is permissible so long as you reimburse the state for any identifiable charges.
  • CONTRACTS WITH THE STATE: Employees, their immediate family members, and/or a business with which an employee or their family member is associated may not enter into a contract with the state valued at $250 or more, unless the contract has been awarded through an open and public process. The Code permits an exemption for contracts with a public institution of higher education to support a collaboration with such institution to develop and commercialize any invention or discovery. The Office of State Ethics has ruled that immediate family members may not be hired as an independent contractor unless there has been an open and public process.
  • APPEARANCE FEES:  No employee may personally accept any fee or honorarium given in return for a speech or appearance made or article written in the employee’s official capacity.  Employees may, however, direct that the fee or honorarium be deposited in a University account to be used for future University-related business activities.
  • NECESSARY EXPENSES/GIFTS TO THE STATE: payment or reimbursement of expenses to participate in a particular event may be acceptable under certain circumstances and, if received from a non-governmental entity, may also require a disclosure filing with the Office of State Ethics. “Necessary expenses" are limited to: necessary travel expenses, lodging for the nights before, of and after the appearance, speech, or event; meals and any related conference or seminar registration fees. “Gifts to the state” may also be acceptable to attend an event that is relevant to your state duties and do not require “active participation”.

POLITICAL ACTIVITY

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

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

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

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

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

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

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

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

IMPORTANT ETHICS REFERENCE MATERIALS

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

The University’s Ethics Liaison is:

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

The contact information for the Office of State Ethics:

165 Capitol Avenue
Suite 1200
Hartford, CT 06106
Office of State Ethics
Tel: (860) 263-2400
Fax: (860) 263-2402

POLICY HISTORY

Policy created: July 2006
Revisions: October 1, 2026; October 25, 2023; February 26, 2014; July 2009

Credit Hour

Posted on by
Title: Credit Hour
Policy Owner: Office of the Provost
Applies to: Students
Campus Applicability: All Campuses, including UConn Health
Effective Date: August 15, 2012
For More Information, Contact Office of the Provost
Contact Information: (860) 486-4037
Official Website: http://provost.uconn.edu/

The University of Connecticut, as mandated by the U.S. Department of Education and the New England Association of Schools and Colleges, and following Federal regulation, defines a credit hour as an amount of work represented in intended learning outcomes and verified by evidence of student achievement that is an institutional established equivalence that reasonably approximates not less than –

(1) One hour of classroom or direct faculty instruction and a minimum of two hours of out of class student work each week for one semester or the equivalent number of hours of instructional and out of class work for shorter sessions (e.g. summer); or

(2) At least an equivalent amount of work as required in paragraph (1) of this definition for other academic activities as established by the institution including laboratory work, internships, practica, studio work, and other academic work leading to the award of credit hours.

Instruction and out of class work increase commensurately, for courses consisting of two, three, four, five or more credit hours.

 

Policy Created: August 15, 2012 (Approved by President’s Cabinet)

Human Stem Cell Research Approval

Posted on by
Title: Human Stem Cell Research Approval
Policy Owner: 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: https://ovpr.uchc.edu/

REASON FOR POLICY

The purpose of this policy is to ensure that proposals for human embryonic stem cell (hESC) research and selected types of human induced pluripotent stem cell (iPSC) research are approved by the University’s Stem Cell Research Oversight (SCRO) Committee. This policy does not apply to primary cells isolated from human tissues that are not manipulated to become pluripotent.

The role of the SCRO Committee is to ensure that human embryonic stem cell (hESC) and selected types of human induced pluripotent stem cell (iPSC) research at all University of Connecticut campuses is well-justified and that inappropriate and/or unethical research is not conducted. The SCRO Committee facilitates the collaboration between researchers across University campuses by adopting nationally and internationally accepted standards designed to protect the University’s reputation for ethical and responsible research.

The review and approval of hESC research by the SCRO Committee (or its equivalent) is required by Connecticut law. The SCRO Committee review and approval is also required for all proposals funded by the State of Connecticut Regenerative Medicine Research Fund.

APPLIES TO

All University faculty, employees, students, postdoctoral fellows, residents and other trainees, and agents who supervise or conduct research involving hESCs and select types of iPSCs.

DEFINITIONS

Human Embryonic Stem Cell (hESC): Human embryonic stem cells are pluripotent cells that are self-replicating, derived from human embryos, and are capable of developing into cells and tissues of the three primary germ layers. Although human embryonic stem cells may be derived from embryos, such stem cells are not themselves embryos.

Human Induced Pluripotent Stem Cell (iPSC): Human induced stem cells are a type of pluripotent stem cell that have been artificially created by reprogramming non-pluripotent human cells through techniques that do not involve oocytes or embryos, e.g., through inserting genes into a somatic cell.

POLICY STATEMENT

All research projects in the following categories are required to obtain SCRO Committee approval before acquiring cells or cell lines and before commencing research:

  • All research involving hESCs and their derivatives;
  • All stem cell research involving human gametes and human embryos;
  • All stem cell research projects funded by the State of Connecticut, including those that do not use hESCs;
  • All in vitro human iPSC research involving the generation of gametes, embryos, or other types of totipotent cells; and
  • All in vivo research involving implantation of human iPSCs into prenatal animals or into the central nervous system of post-natal animals.

The SCRO Committee supplements but does not replace other University review processes (e.g., reviews by Institutional Animal Care and Use Committees (IACUC), Institutional Review Boards (IRB), Institutional Biological Safety Committees (IBC), etc.) and compliance with applicable legal 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.

ADDITIONAL RESOURCES

Connecticut General Statutes §§ 4-28e and 32-41jj to 32-41mm, inclusive

NIH Stem Cell Information

POLICY HISTORY

Revisions: March 28, 2012; May 25, 2018 (Approved by President’s Cabinet)

Emergency Closing Policy

Posted on by
Title: Emergency Closing Policy
Policy Owner: Office of the President, Office of the Provost, and Human Resources
Applies to: Faculty, Staff, Students, Others
Campus Applicability: All campuses except UConn Health
Approval Date: August 30, 2023
Effective Date: August 31, 2023
For More Information, Contact: Human Resources and Labor Relations
Contact Information: (860) 486-5684 or laborrelations@uconn.edu
(860) 486-3034 or hr@uconn.edu
Official Website: http://www.hr.uconn.edu/

PURPOSE

During inclement weather and other emergency situations at the University of Connecticut, the safety of our students, faculty, and staff is paramount. At the same time, the University has very important research, teaching, service, and outreach missions, and must maintain continuous and effective business operations. With due consideration to safety, the University will remain open and operate normally to the greatest extent possible. Faculty, staff, and students should evaluate their own circumstances carefully, exercise appropriate judgment, and take responsibility for their safety when making decisions during inclement weather.

The purpose of this policy is to provide direction to the University community in the rare circumstances when the University Administration decides to cancel classes; delay opening, release employees early, or close operations at some or all University campuses. This policy also explains how employees will be notified of the University’s decisions and clarifies expectations regarding attendance and performance of job-related duties. The policy applies to the entire University community, including administration, faculty, staff, and students, at all campuses except UConn Health.

POLICY STATEMENT

Decisions to alter the University’s normal operations and schedule for all campuses are made jointly by the President’s Office, Provost’s Office, University Safety, and the Head of Human Resources. Decisions about such alterations are made with full input from University Communications and Facilities Operations and Building Services for all campuses. Careful consideration will be given to the particular conditions and circumstances at each campus, and decisions will account for variations that may exist among the situations at different campuses.

When the University is open and operating normally, all employees are expected to make every effort commensurate with their personal safety to be at work. Individual academic departments and administrative units are not permitted to close and release employees. Those decisions will be made on a university-wide basis. Departments, regional campuses, and units may cancel special events they sponsor at their discretion and are responsible for communicating such cancellations.

If an emergency occurs that may require an adjustment in work schedules for an individual unit or small number of units (such as a power outage or flood in a single building), employees should work from another location if possible. Supervisors must obtain permission from the President’s Office and Provost’s Office as appropriate, before releasing employees from work for more than a short period of time.

Notification

The University will make announcements about closings or delayed openings as soon as feasible, and generally no later than 5 a.m. When conditions change rapidly or unexpectedly, however, the University may need to make or update decisions about classes and business operations on short notice.

The UConnALERT website, alert.uconn.edu, is the definitive source of information about the University’s operating status. All announcements regarding changes to the University’s operating schedule will be posted to this site as soon as decisions are made.

In addition to the UConnALERT website, advisory messages will be issued regarding closings, cancellations, early dismissals, or delays. UConn faculty, staff and students should visit alert.uconn.edu to register for cell phone text alerts, update their contact information, and obtain information related to emergency procedures and campus safety.

Community members may also call the University’s 24-hour emergency closing information number, (860) 486-3768, to check the University’s operating status for all campuses. Second and third shift employees are urged to call this number for information.

Individual units are responsible for communicating decisions about whether any special events they sponsor are postponed or canceled. Community members should contact the sponsoring units directly for information about such events. This applies to athletic events, performances, conferences, lectures, presentations, workshops, and other events hosted by a sub-unit of the University.

Expectations for Employees

This section summarizes the information applicable to:

  • All Employees (except essential/emergency support services staff)
  • Faculty/Class Instructors
  • Essential/Emergency Support Services Staff

All Employees (except essential/emergency support services staff)

When the University is open and operating normally, employees are expected to report to work. During inclement weather, employees are expected to plan accordingly, including accounting for extra time needed to travel to and from work. If an employee decides not to remain at or report to work because of concerns about travelling safely, employees may use vacation, personal, or other accrued time without advance approval. Employees must promptly notify their supervisors in these situations. Employees who anticipate concerns may discuss in advance the possibility of flex time or telecommuting with their supervisors.

When the University directs employees not to report to campus during a closing, delay, or cancellation, employees will not be charged leave unless their time off was already scheduled and approved. If an employee is on a scheduled day off due to sick leave, vacation, personal time, earned time, or leave of absence without pay during an official University closing, delay, or early release, the employee’s time will be charged accordingly.

Since employees who are not on a pre-approved leave during a closing would normally be present at work, employees are expected to be accessible and responsive to their supervisors as needed during their regularly scheduled work hours. Supervisors may require that employees check and respond to email regularly, respond to work calls, or attend virtual meetings, and may expect that assigned work that can be accomplished remotely is completed on time regardless of emergency cancellations. Likewise, supervisors may make reasonable adjustments to be able to continue University business, including holding meetings by teleconference and handling normal business by email, and employees who would normally be present at work may be required to participate.

Faculty/Class Instructors

All faculty at all campuses must abide by the University’s decision to remain open. If the University does not cancel classes, faculty are expected to hold classes as scheduled, except in circumstances when a faculty member determines that they are unable to travel safely to campus. In these exceptional cases, the faculty member must notify their dean and department head and must also notify all students in the class. Faculty must not cancel class prior to the University’s decision about whether the University will alter its normal schedule. Faculty may elect to hold classes virtually using online methods.

Only the instructor of record for a class may decide to cancel a class. Teaching Assistants may not make independent decisions to cancel classes or other activities related to classes; they must consult with the faculty member for the course.

Instructional time that is cancelled is expected to be made up in accordance with the By-Laws, Rules, and Regulations of the University Senate. The University’s academic calendar includes specified “emergency closing make-up dates.” Faculty who plan to use these times to make up class must inform students as soon as possible and reserve a classroom through the Registrar’s Office. Faculty may also make up classes at other times but must be sensitive to students’ availability to attend.

Faculty should respect the decisions of commuting students who decide not to travel to campus, or to leave class early in order to get home safely, and provide options for them to make up missed work. The Dean of Students Office is available to assist faculty and students with concerns about missed work.

Essential/Emergency Support Services Staff

Operations including university safety, residential and dining services, health services, animal care, facility maintenance, information technology services, student support services, transportation, and other important services may be required to continue even in severe weather or during other circumstances that require the University to cease other operations.

The University may designate employees as “Essential” employees (also known as “Emergency Support Services Staff”) if it determines their job functions are necessary or potentially necessary to conduct the University’s business even when the University is not operating normally. Employees designated as essential are typically expected to report to or remain at work when the University has a delayed opening, early release, or closure.

Individual Departments determine which, if any, of their employees are essential. Further, Departments may require all essential employees to report during any closure. Alternatively, Departments may develop a procedure that limits the number of essential employees required to report based on the nature or duration of the closure, the nature of the functions the Department performs, and the level of staffing needed. This approach is typically implemented through an “on call” notification system or a rotating assignment.

Departments are responsible for notifying essential employees annually of their designation. Employees hired into positions that are essential are first notified of their designation at the time of hire. In addition, the business needs of the University may change in ways that require other employees to be deemed essential even if they were not designated so at hire. In such cases, the Department will notify affected employees at the time of their designation. By October 1st of each year, Departments with essential employees must provide a list of these employees to Human Resources and Labor Relations.

Unless provided in the applicable collective bargaining agreement or authorized by the Governor, the University is prohibited from awarding compensatory time or extra compensation to essential employees for working during their regularly scheduled hours when the University has a delay, early release, or is closed.

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.

RELATED PROCEDURES AND POLICIES

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

Requirements with respect to instructional time and making up time are defined in the By-Laws, Rules, and Regulations of the Senate (http://policy.uconn.edu/2011/05/19/by-laws-rules-and-regulations-of-the-university-senate/) and the University’s Credit Hour Policy (http://policy.uconn.edu/2012/08/22/credit-hour).

POLICY HISTORY

Policy adopted: October, 2012

Revisions:

November 26, 2014
August 27, 2015
August 30, 2023 (Approved by the Senior Policy Council and the President)
July 12, 2024 (Editorial revisions by University Compliance)

 

Acceptance and Disposal of Textbook Donations, Policy on

Posted on by
Title: Acceptance and Disposal of Textbook Donations, Policy on
Policy Owner: Office of the Provost
Applies to: Faculty, Staff
Campus Applicability: All University Campuses, including UConn Health
Effective Date: October 12, 2011
For More Information, Contact Office of the Provost
Contact Information: (860) 486-4037
Official Website: http://provost.uconn.edu

Introduction:
It is understood that from time to time the publishers of academic textbooks and related materials may provide free copies to faculty or staff for their use. Under State of Connecticut and University of Connecticut ethics policies, these free materials may not be accepted as personal property and should instead be accepted as property of the University. The eventual disposal of free textbooks and related materials is subject to University policy.

Purpose:
The purpose of this policy is to delineate the appropriate acceptance and eventual disposal of gift textbooks and related materials.

Scope:
This policy applies to all faculty and staff of the University of Connecticut and the University of Connecticut Health Center.

Definitions:
 Prohibited Donor: Registered lobbyists or a lobbyist’s representative; Individuals or entities doing business with or seeking to do business with the University; or Contractors pre-qualified by the Connecticut Department of Administrative Services.

Published: the reproduction of a textbook or related materials through print, digital, or other media, including but not limited to, standard printed texts and e-books.

Related materials: documents or other media used to supplement or in any other way support a textbook in the teaching and study of a subject.

Textbook: a book published and used in the teaching and study of a subject.

Policy:
Under State of Connecticut and University of Connecticut ethics rules, faculty and staff are prohibited from personally accepting a free textbook or related academic materials from prohibited donors if the value of the item(s)  is more than $10.00.  Most publishers offering free textbooks would fall under the definition of a prohibited donor.

As permitted under state and University rules, a free textbook or related academic materials valued at more than $10.00 may be accepted as property of the University.

When a free textbook and/or related academic materials are deemed out-of-date or are otherwise no longer in active use, they may not be removed from the University for personal use. These items may be donated with the approval of the appropriate Dean or through the University Libraries “Disposal of Materials Policy” by donating them to the Library.

Policy History

Effective October 2011 (Approved by the President’s Cabinet)

Use of Students in Outside Employment

Posted on by
Title: Use of Students in Outside Employment
Policy Owner: Office of University Compliance
Applies to: All Employees
Campus Applicability: All UConn Campuses
Approval Date: March 19, 2026
Effective Date: April 1, 2026
For More Information, Contact Office of University Compliance
Contact Information: (860) 486-2530 or universitycompliance@uconn.edu
Official Website: https://compliance.uconn.edu/

BACKGROUND

Involvement of students in the outside professional activities of employees may, under certain conditions, offer the potential for substantial benefits to the education of our students. While these relationships may have educational value for the student, they also have the potential for conflicts of interest. The Code of Ethics for Public Officials precludes public employees from accepting other employment which may impair the employee’s independence of judgment or otherwise create a conflict of interest.

PURPOSE

To define requirements for University employees who seek to hire or engage in a business relationship with students for activities external to the University, including both for profit and not for profit activities.

APPLIES TO

All employees

DEFINITIONS

Business Relationship: A formal association between two or more parties based on mutual economic or organizational interests that include, but are not limited to, equity ownership, voting rights or membership in an LLC. This also includes interests in any company that participates in the University’s Technology Incubation Program (TIP).

POLICY STATEMENT

Potential conflicts of interest may occur when a University employee hires or enters into a business relationship with a student in any non-University activity. Therefore, employees who wish to employ or enter into a business relationship with students in any non-University activity must obtain written approval from their Department Head/Dean/Director prior to entering into the arrangement. Employees who wish to employ or enter into a business relationship with a student who they advise or supervise in their University role must receive additional approval from the next level of management above their Department Head/Dean/Director to manage the inherent power difference present in such an arrangement.

Faculty members who wish to hire a student and who teach a course in which the student is enrolled, serve as a member of the student’s thesis or dissertation committee, or serve as the student’s advisor or director of the student’s thesis or dissertation research, must also receive written approval from the Dean of the Graduate School (for graduate students) or the Vice Provost for Academic Affairs (for undergraduate students).  Faculty members in these cases are not permitted to enter into a business relationship with a student until after the student has graduated or has otherwise left the University.

Until such time as the employment or business relationship ceases, for the protection of students who may participate in research involving a faculty member’s business or whose work on a thesis or dissertation draws from the faculty member’s business data or research, the student shall have a second (joint or primary) advisor who is not affiliated in any way with the outside employment.

The University requires that the university employee who hires a student for a non-University activity execute a written Employment Agreement with the student and which includes a specific scope of work or job description, the rate of compensation, and the expected hours of work.  The scope of work in the business or startup should be different from and have no overlap with the student’s thesis or course-based project work.

The student’s external engagement as an employee should not interfere with the student’s class time and participation in university course work or delay his/her completion of degree. Students must be provided with information about their rights under this policy at the beginning of their employment or business relationship.  In addition, the employed student must receive a fair market value rate of pay.

Students have the option to discontinue their employment or business relationship at any point with no repercussion, with a recommended best practice of providing appropriate advanced notice. The university employee may not retaliate against a student for the student’s decision to depart from employment or business relationship. Students who feel they have been aggrieved or otherwise have concerns that arise during their term of employment or beyond employment after they may decide to leave may go to the Provost to address their issue. The issues should be documented and substantiated with evidence.  When addressing potential issues regarding the non-University employment of students, or student-employee business relationships, the Provost will consult with the Dean of the Graduate School (for graduate students) or the Vice Provost for Academic Affairs (for undergraduate students).

ENFORCEMENT

Violations of this policy and any related procedures 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

Approval Form for Employee and Student Business Relationships
Use of Students in Outside Employment Letter Template

REFERENCES

Intellectual Property and Commercialization Policy

POLICY HISTORY

Policy created: 03/01/2004

Revisions:
06/23/2008
12/16/2014
07/13/2015
03/19/2026 (Approved by the University Senior Policy Council, President, and State of Connecticut Citizens Ethics Advisory Board)

 

 

University Library Copyright Policies

Posted on by
Title: University Library Copyright Policies
Policy Owner: University Library Copyright Project Team
Applies to: Faculty, Staff, Others
Campus Applicability: Storrs and Regional Campuses
Effective Date: May 29, 2007
For More Information, Contact University Libraries
Contact Information: 860-486-2518
Official Website: http://lib.uconn.edu/

Background and Reasons for the Policy

The University of Connecticut Libraries provide high quality collections and information services in support of the University’s research and educational missions. In its endeavors, the University Libraries are committed to compliance with intellectual property law and the preservation of the rights of copyright owners and users of copyrighted materials. The University Libraries also seek to ensure that members of the university community know their rights and responsibilities under the provisions of the U.S. copyright law (17 U.S.C. Section 107), and are able to apply them regarding their use of copyrighted works.

Purpose of the Policy

These policies define the parameters of service provided by the University of Connecticut Libraries with regard to compliance with U.S. copyright law, the doctrine of fair use, and related exceptions in the law for library services.

Expected Institutional Outcomes

These policies provide basic information and guidance regarding the use of copyrighted material by University of Connecticut Libraries staff and users of library services. They answer many common questions regarding the use of copyrighted materials and provide contacts and resources for more information.

Policy Statement

These policies are maintained and updated on the University of Connecticut Libraries web site at http://www.lib.uconn.edu/copyright/.

 

Drafted by the Copyright Project Team 2/19/07 at the suggestion of:

  • Denielle M. Burl, Esq., University Legal Specialist; and
  • Rachel Rubin, Director of Compliance, Office of Audit, Compliance & Ethics

Reporting Name and Address Changes

Posted on by
Title: Reporting Name and Address Changes
Policy Owner: Registrar’s Office
Applies to: Students
Campus Applicability:  Storrs and Regional Campuses
Effective Date:  November 1, 2002
For More Information, Contact Office of the Registrar
Contact Information:  (860) 486-3331
Official Website: http://registrar.uconn.edu/

Undergraduate students must report any change of name and commuting or permanent address at the time such change occurs to the Office of the Registrar. Name changes require official documentation. Changes made by the Registrar’s staff will update the information that appears on the University websites Directory of students’ names and addresses.

Please contact the Registrar’s Office at 486-3331 with any questions.

Full-Time and Part-Time Registration

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Title: Full-Time and Part-Time Registration
Policy Owner: University Senate
Applies to: Students
Campus Applicability: Storrs and Regional Campuses
Effective Date: November 1, 2002
For More Information, Contact Office of the Registrar
Contact Information: (860) 486-3331
Official Website: http://registrar.uconn.edu/

Full-time students are those who register for at least 12 credits and continue to carry at least 12 credits through the end of the semester.

Courses with restricted credits (see Credit Restrictions) have all credits counted in computing the Semester Credit Load, but only unrestricted credits count toward the degree. Unresolved marks from a previous semester and/or courses currently being audited are not counted in computing the Semester Credit Load.

Part-time students are those enrolled for fewer than 12 credits. Enrolling for fewer than 12 credits requires the written approval of the student?s academic dean. Part-time students must have the permission of the Dean of Students to participate in any extra-curricular activity involving intercollegiate competition. Students considering taking fewer than 12 credits should consult their advisor and read carefully the rules governing scholastic probation and dismissal, financial aid and housing. They also should ask if their part-time status will affect their social security, insurance or other related matters.  Please contact the Registrar’s Office at 486-3331 with any questions.

See By-Laws, Rules, and Regulations of the University Senate II.B5.

Family & Medical Leave Act (FMLA)

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Title: Family & Medical Leave Act (FMLA)
Policy Owner: Human Resources
Applies to: Faculty, Staff
Campus Applicability: Statewide Policy
Effective Date: July 7, 2009
For More Information, Contact Human Resources
Contact Information: (860) 486-3034
Official Website: https://hr.uconn.edu/leaves-of-absence/

 

The University adheres to the statewide Family and Medical Leave Policy through the Department of Administrative Services:

Statewide Family and Medical Leave Policy: FMLA Statewide Policy (PDF)

For more information, visit the FMLA website:  UConn HR FMLA