2022-23 Faculty Handbook | University of Bridgeport

Section 1: Welcome to University of Bridgeport| 1

University of Bridgeport is an affirmative action/equal opportunity educator and employer, fully

committed to the goal of providing equal opportunity and full participation in its educational

programs, activities, and employment without discrimination because of race, color, religious creed,

sex, age, national origin, political affiliation, marital status, veteran status, sexual orientation, mental

or physical disability, or any other consideration not directly and substantively related to effective

performance. This policy implements Federal and State laws, regulations, and executive orders.

Revision Date: August 2022

2022-2023 Faculty Handbook

2| University of Bridgeport 2021-2022 Faculty Handbook

Our Faculty Handbook

The University of Bridgeport Faculty Handbook (“Handbook”) is the property of University of Bridgeport (“UB” or the

“University”). It is intended for use by UB’s full-time and part-time faculty members, and to serve as a general overview of

University of Bridgeport’s employment policies and benefits.

This Handbook contains University of Bridgeport’s policies and practices in force at the time of publication. Please read

this Handbook thoroughly because it supersedes all previously issued Handbooks, and any previously issued inconsistent

policy statements.

As an employee, you are responsible for abiding by the University’s rules and policies. Throughout this handbook you may

be referred to as faculty or employee; these terms are used interchangeably. Further, University of Bridgeport reserves

the right to revise, modify, delete and/or add to any and all policies, including but not limited to compensation, work

content, benefits, and employment practices or procedures described in this Handbook at any time, with or without

advance notice, at the University’s sole discretion. Your continued employment after any of these policy changes

indicates your agreement with these policies. Please review this Handbook regularly as policies and procedures may be

refined throughout the year.

This Handbook may not contain all the information you will need during your employment. As such, you may receive

additional information and instructions from the University. If you have any questions regarding this Handbook or any

University policies, please direct your concerns to your supervisor or if he/she is not available, Human Resources.

Employees can expect that University of Bridgeport will:

• Operate an ethical educational institution that adheres to the policies and procedures stated in this Handbook and our

University catalog.

• Provide services to the community through our educational programs.

• Select candidates to join the organization based on his/her skills, training, ability, attitude and character.

• Respect individual rights and treat all employees with courtesy and consideration.

• Communicate to our employees University of Bridgeport’s overall goals and objectives and our progress toward

meeting those objectives.

• Develop competent employees who understand our mission and are committed to achieving our goals.

• Do all these things in a spirit of friendliness and cooperation so that University of Bridgeport will continue to be known

as “a great place to work!”

What University of Bridgeport Expects From You:

Perform all aspects of your role, including:

• Understand your responsibilities and know how to perform them promptly, correctly and in the spirit of friendliness and

cooperation.

• Work cooperatively with your fellow employees and those whom University of Bridgeport serves, as this can affect the

success of your department. In turn, the performance of one department can impact the entire service offered by

University of Bridgeport. Consequently, whatever your position: Perform every task to the best of your ability. The result

will be better performance for the University overall and personal satisfaction for you.

• Grasp every opportunity offered for personal and professional development. This Handbook offers insight on how you

can positively perform to the best of your ability and meet or exceed University of Bridgeport’s expectations.

• Take a proactive role in matters that concern you and impact your life. We are dedicated to making University of

Bridgeport a place where you have direct access to your management team to discuss your concerns or answer your

questions.

• Remember that you help create the healthy, pleasant, and safe working conditions that University of Bridgeport

intends for you. The dignity that you, your fellow employees, and our students hold is important. University of

Bridgeport needs your help in making each working day enjoyable and rewarding.

• Consistently demonstrate your commitment to providing and/or supporting a quality learning experience for our

students and,

Section 1: Welcome to University of Bridgeport

Section 1: Welcome to University of Bridgeport| 3

• Attend Commencement ceremonies.

Academic Freedom

The administration and faculty of University of Bridgeport recognize the importance of academic freedom to the

fulfillment of the institutional mission. Instructors are entitled to freedom in the classroom in discussing subjects relevant

to the courses they are teaching.

As faculty members, you should remember that the public may judge your profession and institution by your statements.

Therefore, besides be careful to exercise appropriate restraint and show respect for the opinion of others, and make it

clear that you are not speaking for University of Bridgeport whenever you make public statements.

Resolving Your Workplace Concerns

All employees are expected to work collaboratively and constructively to resolve concerns by leveraging the Faculty

management team. You should first discuss concerns with the next level of the management team starting with your

direct supervisor. If you still have concerns, you should then speak with the department head, followed by the Vice

President. If you are uncomfortable speaking with your supervisors or believe it is inappropriate to speak with a specific

individual on the management team, you should speak with the next level manager or contact Human Resources.

It is prohibited to bring a guest, whether internal or external, to a scheduled meeting with management or Human

Resources without prior authorization.

We recognize that while meeting with members of your management team, you may wish to take notes to document the

discussion for future reference. That is permissible; however, recording the meeting using audio or video equipment is

strictly prohibited without the express, written, and advance consent from Human Resources.

DEI Statement

University of Bridgeport works towards an inclusive learning environment where all members of the UB community are

treated with respect and dignity. We strive towards universally designed learning environments that are equitable and

inclusive. We work to denounce discrimination of any form and maintain a collaborative community with an awareness of

global perspectives on social justice.

4| University of Bridgeport 2021-2022 Faculty Handbook

Faculty Duties and Responsibilities

This section describes the duties and responsibilities related to faculty teaching, service and leadership. Expectations

vary by rank (you can find more information regarding Promotion in Rank on the Goodwin University Policy webpage on

behalf of the University of Bridgeport).

Teaching

Teaching excellence requires that faculty use models and practices that achieve optimal student learning. Specific duties

related to teaching and student learning include, but are not limited to:

• Being committed to working with students outside of scheduled class time. UB faculty post and maintain a minimum of

six office hours per week. Faculty meet students where they are in a combination of drop-in and by appointment office

hours. These meetings occur virtually or on campus and are listed on the course syllabus and published in the school’s

administrative offices.

• Being available as needed for scheduled meetings. These meetings usually occur Monday through Friday between

8:00 AM and 4:00 PM; however, they may occur at other times as well based on departmental needs.

• Facilitating classroom or online learning based on best practices that promote student learning (e.g., providing prompt

feedback, communicating high expectations, respecting diversity, and using a variety of teaching strategies).

• Updating syllabi according to the master course syllabus, uploading the syllabus to Canvas prior to the class start, and

sending an electronic copy to the department by Census Day.

• Adhering to instructional procedures and deadlines (e.g., comply with attendance reporting on Census Day, use

Canvas and grade book, meet grade deadlines, use UB email to respond to student inquiries promptly, and notifying

the Dean, Program Director, or Administrative Assistant immediately if your class is canceled due to an emergency).

• Attending graduation ceremonies.

• Participating in accreditation and assessment activities.

Service

Service includes all activities that aid the community in addressing societal problems within the University and local,

national, and international communities. Examples of service include:

• Participating in Faculty Senate, departmental meetings and at least one shared governance committee.

• Volunteering at campus events such as participating in orientation, serving as a club advisor, or fund-raising activities.

• Providing academic advisement.

• Serving in a leadership role on local, regional, or national boards, community organizations or professional

associations.

• Serving as a peer reviewer for professional conferences and journals.

• Supporting the University's efforts to develop a culture of philanthropy.

• Participating in special projects as assigned by the Dean.

Scholarship

Scholarship is both the discovery of new knowledge through innovation and research, and the application of that

knowledge across disciplines. Scholarship involves a commitment to learning and developing expertise in one’s career

field. Some examples of scholarly activity include:

• Sharing professional expertise with others (e.g., invited individual or panel presentations).

• Conducting scholarly research (e.g., investigating and writing based on scientific inquiry).

• Contributing to scholarly discussions by publishing journal articles, textbooks, or other scholarly writing (e.g., book

reviews).

• Locating grant opportunities and participating in the grant research, implementation, assessment, and reporting

processes.

Section 2: Employment

Section 2: Employment| 5

Employment-at-Will

As a Connecticut-based organization University of Bridgeport recognizes “at-will” employment. This means the

employment relationship may be terminated at any time for any or no reason, with or without cause, and with or without

notice. In addition, this means that University of Bridgeport may alter your position, duties, title, or compensation at any

time for any or no reason, with or without cause, and with or without notice. Nothing in this Handbook or in any other

document or statement, and nothing implied from any course of conduct, shall limit University of Bridgeport’s right or the

employee's right to terminate employment at-will. Only the President of University of Bridgeport is authorized to modify

the at-will employment policy or enter into any agreement contrary to this policy. Any such modification must be (1) in

writing, and (2) signed by the President and the employee to whom it applies.

Equal Employment Opportunities

University of Bridgeport is committed to equal employment opportunity and the University will comply with all federal,

state, and local laws with respect to equal employment opportunity. If you believe you have been discriminated against at

the University, please contact your management team or Human Resources immediately. A timely investigation will be

conducted, and appropriate action taken, as necessary. The University will not retaliate or permit retaliation against any

employee who reports discrimination or participates in an investigation.

Reporting Obligations

In compliance with federal and state requirements, University of Bridgeport’s “responsible employees” or "mandated

reporters" must report all instances of suspected abuse or sexual misconduct. For more information on these

requirements please see Section 6: Campus Environment.

In addition to these reporting obligations all incidents must be documented using the incident report form which can be

found here Maxient Reporting Form

Orientation For New Employees

As a new employee you can expect your supervisor or his/her designee to oversee your initial orientation to the University.

In addition to these efforts, the University offers a formal employee orientation that promotes the University of Bridgeport

culture and expands your knowledge of our programs and services. We will invite you to our orientation program following

your hire date. This program is mandatory for all new employees. The orientation may include:

• Presentation of University of Bridgeport’s mission, values, and culture

• Introductions to the University of Bridgeport leadership team

• Tour of the office / campus and review of the University’s systems

• Review of the University’s general policies and procedures

Pre-employment Documentation

Employment Application and Supporting Documentation: University of Bridgeport relies on the accuracy of information

provided by applicants contained in the employment application and any other information applicants provide throughout

the hiring process and employment. Any misrepresentations, falsifications, or material omissions in any of this

information or data may result in University of Bridgeport excluding the individual from further consideration for

employment or, if the person has been hired, terminating his/her employment.

Transcripts: Applicants for faculty or adjunct positions must provide official transcripts from all institutions of higher

education from which they received a degree or certificate. Transcripts must be received from institutions that were

properly accredited at the time that the degree was received. Employees are responsible for requesting them from all

appropriate institutions, along with any fee required. Official transcripts must be on file within the first semester of your

teaching assignment.

Employee Status Definitions

Full-time Faculty are individuals who are employed at least 35 hours per week. Full-time faculty are eligible to participate

in University of Bridgeport’s benefit programs, subject to the terms, conditions, and limitations of each benefit program.

6| University of Bridgeport 2021-2022 Faculty Handbook

All University of Bridgeport Deans work a minimum of 35 hours weekly. Deans and Program Directors will be treated as

full-time faculty for purposes of paid time off.

Academic Deans and Program Directors are individuals who are employed at least 35 hours per week. Full-time

department chairs are eligible to participate in University of Bridgeport’s benefit programs, subject to the terms,

conditions, and limitations of each benefit program.

Part-time Faculty are individuals who are regularly scheduled for fewer than 35 hours per week.

Adjunct Faculty are individuals who are employed on a semester-basis to teach courses for a specific dollar amount per

course, as outlined in a contract letter from the academic department. Adjunct faculty are ineligible to participate in

University of Bridgeport’s benefit programs, with the exception of the University of Bridgeport tuition remission program,

and those required by federal and state law. Adjuncts will be considered inactive during the semesters in which they are

not teaching.

Professor Emeritus: The President may confer the title of Emeritus upon a retiring professor who has a minimum of

twenty years of full-time service and is recognized for his/her honorable and distinguished contribution to the University

of Bridgeport community. As Professor Emeritus, this individual is expected to continue to participate in the intellectual

and cultural life of the University in a manner that is meaningful to them and be a positive advocate for the

University. While Professor Emeritus is not a paid or benefits-eligible position, the individual may be allowed to enjoy

some employee perks. Please see the Provost/Dean of Faculty or Human Resources, for more information.

Course Release

At the discretion of the Department Dean and the Provost, a faculty member may be granted a reduction in his/her

standard per semester teaching load. A Course Release may be approved for work such as serving as an academic leader

or an academic advisor, or for the completing extra-ordinary projects.

Faculty Ranking

The following positions have been established for full-time ranked faculty: Instructor, Assistant Professor, Associate

Professor, and Professor. Additionally, full-time faculty may be appointed to serve as a Program Director or Department

Chair. To apply for promotion to any of the ranked faculty positions described next, the applicant should refer to

University expectations associated with academic rank and follow the application process that can be found on the

Goodwin University Policy Website on behalf of the University of Bridgeport.

Department Chairs and Program Directors: To be appointed to a position of Department Chair or Program Director, an

individual must have, at minimum, an earned Master’s degree from a regionally accredited institution in an appropriate

academic discipline. All Department Chairs must have a minimum ranking of Associate Professor. All Program Directors

must have a minimum ranking of Assistant Professor.

Instructor: Minimum of a Master’s degree in an appropriate discipline from a regionally accredited institution; used for

Adjunct faculty, part-time Clinical faculty and faculty who do not meet the minimum degree requirement (see “Exception”

policy below).

Assistant Professor: Minimum of a Master’s degree in an appropriate academic discipline from a regionally accredited

institution; active participation at faculty, department, and other governance committee meetings; positive contributions

to University of Bridgeport programs and students; and a commitment to professional development and scholarly activity.

Associate Professor: Minimum of a Master’s degree in an appropriate academic discipline from a regionally accredited

institution; minimum of five years of successful full-time teaching at an institution of higher education, at least three

years of which must be at the Assistant Professor level at University of Bridgeport; active participation in professional and

institutional affairs, as evidenced by a leadership role on faculty, department, and other governance committees, positive

contributions to University of Bridgeport programs and students, and demonstrated scholarly activity. (Note: Successful

teaching is defined as having a strong history of positive teaching evaluations and the absence of any disciplinary action

during the 12 months prior to application).

Professor: Doctoral degree in an appropriate academic discipline from a regionally accredited institution; minimum of ten

years of successful full-time teaching experience at an institution of higher education, at least three years at the rank of

Associate Professor at University of Bridgeport; active participation in professional, community, and institutional affairs;

leadership role on University of Bridgeport governance committees, community service, positive contributions to

Section 2: Employment| 7

University of Bridgeport programs and students, and increased scholarly activity. (Note: Successful teaching is defined

as having a strong history of positive teaching evaluations and the absence of any disciplinary action during the 12

months prior to application).

Application Process: To apply for promotion to any of the above ranked faculty positions, the applicant should refer to

University expectations associated with academic rank and follow the application process which can be found on the

Goodwin University Policy Website on behalf of the University of Bridgeport.

Exceptions to Faculty Rank (Additional Faculty Rank Policies)

1. Minimum Degree Requirement

At times, a search for new faculty members does not generate candidates with the above degrees to fill positions that

require highly specialized skills. For example, certain fields, including the creative arts and computer specialties do

not always have highly defined or prevalent Master's degree tracks. In such cases, the Vice President of Academic

Affairs, based on the recommendation of the Department Chair, will review candidates to determine if they have

appropriate alternatives to Master's degrees.

If a candidate is selected who does not possess a Master’s degree, the academic Chair must work with University of

Bridgeport’s Office of Institutional Effectiveness to complete a Faculty Waiver form. This form will be sent to the State

of Connecticut Office of Higher Education; upon approval by the Office of Higher Education, the new faculty member

can begin teaching. The faculty member may not begin teaching before approval is received by the Office of Higher

Education.

The individual may be required to complete a Master's program within a specified period of time in order to meet job

and/or program requirements. The individual will be notified in writing if this requirement pertains to them.

2. Hiring a Faculty Member with Advanced Rank

In rare cases, the University may hire a new faculty member at the rank of Associate Professor when there is

demonstrated teaching, scholarship, and leadership experience elsewhere.

Multi-Year Letters of Agreements for Full-Time Faculty

University of Bridgeport strives to attract and retain faculty of the highest excellence. To that end, Deans may offer a

three-year commitment to eligible full-time faculty. A multi-year agreement is subject to continued, satisfactory

performance. A multi-year agreement is not intended to create an expectation of tenure, permanent employment, or

continued multi-year agreements. For more information about the university's academic policies and procedures for Multi-

Year Letters of Agreements please visit the Goodwin University policy page on behalf of the University of Bridgeport.

Multi-

Year Contracts

Employment Files

Employee files can be accessed online through your Paycom self-service account. For employment information,

paychecks, and W2 forms to be delivered to you expediently, your employment file must contain an accurate record of

your current home address and telephone number or another number where you can be reached. This information can be

updated at any time through your Paycom employee self-service account. It is also important that the university has the

same information for the person to contact on your behalf in case of emergency. The university will not be held

responsible for not having current address and phone number information.

Compliance with Disability Laws

University of Bridgeport complies with applicable federal and state laws that protect individuals from discrimination based

on disability, including the Americans with Disabilities Act (ADA), and will not discriminate against any qualified applicant

or faculty member with respect to any terms, privileges, or conditions of employment because he or she has a physical or

mental disability. University of Bridgeport will provide reasonable accommodations in appropriate

circumstances. Employees who require reasonable accommodations or would like to discuss reasonable

accommodations should contact Human Resources.

Similarly, students enjoy the same protections under the American with Disabilities Act. Students who require

accommodations work with the office of accessibility in the student affairs division. Any faculty or staff member who

8| University of Bridgeport 2021-2022 Faculty Handbook

receives notification of a student requiring an accommodation from the accessibility office is required to comply in

accordance with ADA. Questions about implementation of the accommodations should be directed to the accessibility

coordinator.

Introductory Period

The first 60 days of your employment with University of Bridgeport is considered an introductory period. During this time,

you are expected to become familiar with your job responsibilities, become acquainted with fellow faculty and staff, and

determine whether you are satisfied with your employment. During the introductory period, your supervisor will monitor

your performance closely to ensure that performance expectations are being met. After the introductory period, University

of Bridgeport will continue your employment unless you fail to reasonably meet the performance expectations outlined in

your employment letter or demonstrate that you are a poor fit for the University of Bridgeport community.

Employment References and Verification

On occasion, University of Bridgeport’s Human Resources department may receive requests for employment references

and will only verify dates of employment and position(s) held. All requests for employment verification should be sent to

Human Resources. Additional information, including salary, may be provided if Human Resources is presented with a

signed release from the employee or former employee that meets Human Resources’ approval.

Section 3: Workplace Expectations, Pay & Conditions of Employment| 9

Emergency Notification

Emergency Response

The University’s Emergency Plan includes information about Emergency Planning Members, Emergency types and

actions to be taken; campus parameters; shelter-in-place and evacuation guidelines; emergency notifications and

timely warning policies and MOUs. University Building Managers are responsible for assisting Campus Security in

an evacuation drill for their specific building. The University conducts emergency response exercises annually, and

tests of the emergency notification systems on campus are also conducted. These tests are designed to assess and

evaluate the emergency plans and capabilities of the institution.

Campus Security Directors and supervisors have received training in Incident Command and Responding to Critical

Incidents on Campus. When a serious incident occurs that causes an immediate threat to the campus, the first

responders to the scene are usually the Campus Security Staff, local police and/or the local fire department, and they

typically respond and work together to manage the incident. Depending on the nature of the incident, other public

safety departments and other local or federal agencies could also be involved in responding to the incident.

General information about the emergency response and evacuation procedures for University of Bridgeport is

publicized each year as part of the institution’s Clery Act compliance efforts. Detailed information about and

updates to the Emergency Plan are available on the University of Bridgeport portal. The Emergency Plan is also

distributed to the local Emergency Operation Center (EOC) and local first responders.

All members of the University of Bridgeport Community are notified on an annual basis that they are required to

notify the Campus Security Department of any situation or incident on campus that involves a significant emergency

or dangerous situation that may involve an immediate or ongoing threat to the health and safety of students and/or

employees on campus. Campus Security has the responsibility of responding to, and summoning the necessary

resources, to mitigate, investigate, and document any situation that may cause a significant emergency or dangerous

situation. In addition, the local Police Department has a responsibility to respond to such incidents to determine if

the situation does in fact, pose a threat to the community. If that is the case, Federal Law requires that the institution

immediately notify the campus community or the appropriate segments of the community that may be affected by

the situation.

Notification to the University of Bridgeport Community about an Immediate Threat

Emergency Notification System

If Campus Security confirms that there is an emergency or dangerous situation that poses an immediate threat to the

health or safety of some or all members of the University of Bridgeport Community, University Administrators will

collaborate to determine the content of the message and will use some or all of the systems described below to

communicate the threat to the University of Bridgeport Community or to the appropriate segment of the community,

if the threat is limited to a particular building or segment of the population. University Administration will, without

delay, and taking into account the safety of the community, determine the content of the notification and initiate the

notification system, unless issuing a notification, will, in the judgment of the first responders (including, but not

limited to: local police or fire), compromise the efforts to assist a victim or to contain, respond to, or otherwise

mitigate the emergency.

In the event of a serious incident that poses an immediate threat to members of the University of Bridgeport

community, the University utilizes an electronic broadcast system through LiveSafe. LiveSafe will allow the

University of Bridgeport to transmit messages to users via text message/email/push notifications, informing them of

an event that may have a direct impact on health or safety.

Other methods of communication include network emails, and emergency messages that will be placed on the

Section 3: Workplace Expectations, Pay & Conditions of

Employment

10| University of Bridgeport 2021-2022 Faculty Handbook

University of Bridgeport website at http://www.bridgeport.edu and the University of Bridgeport portal.

Some or all of these methods of communication may be activated in the event of an immediate threat to the

University of Bridgeport community. The University will continue to post updates during a critical incident on the

University of Bridgeport web site and portal.

The University publicizes emergency response and evacuation procedures on at least an annual basis in a manner

designed to reach students and staff, including but not limited to: the distribution of and training in a lock-down,

shelter-in place and evacuation. The university tests the emergency response and evacuation procedures on at least

an annual basis.

Telephone Directory

Campus Security Emergency 203-576-4911

Campus Security Information 203-576-4913

University Information 203-576-4000

Severe Weather

Employees should assume the University of Bridgeport will be open during scheduled business hours. In the event of a

weather-related delay and/or closure, there are various ways in which UB notifies the community. The University of

Bridgeport will endeavor to update the community in a timely fashion. As part of our ongoing commitment to providing

excellent communication with our faculty, staff and students, we have added an additional option for weather alerts: NBC

Connecticut School Closing alerts sent via text or email.

An overview of the different modes of communication are listed below, along with directions for signing up for the alerts.

• NBC CT School Closings: Register for alerts by visiting http://www.nbcconnecticut.com/weather/school-closings .

Click on the link to sign up for school closing alerts and follow the prompts for registering.

• UB Emergency Notification Phone Line: Dial (203) 576-4159.

• Website: Go to www.bridgeport.edu

to see weather-related messages in the banner across the homepage.

• Portal: www.bridgeport.edu

click on “login,” then “My UB Portal.” Look for updates under “Announcements.”

If the University is closed due to inclement weather staff and faculty members that have the ability to work remotely

should do so.

Extreme weather conditions may require University of Bridgeport to close either before the workday begins or during the

course of the day. Any changes to the severe weather notification process will be communicated to all employees as

needed.

Children in the Classroom

Faculty may not bring their children into the classroom under any circumstance.

Wage and Hour Compliance

University of Bridgeport complies with all federal and state wage and hour laws. It is essential that non-exempt employees

and their supervisors consistently record all timesheet activity in a timely manner. Failure to do so, will be addressed as

performance issue and may result in disciplinary action, up to and including termination. Any employees who are unsure

of whether they are exempt or non-exempt should see their direct supervisor.

Non-exempt employees are expected to:

• Record their time worked each day in their web timesheets.

Section 3: Workplace Expectations, Pay & Conditions of Employment| 11

• Take at least a thirty-minute unpaid break on any day where they work more than seven and one-half hours. They may

not skip over or "override" this break. In addition, this unpaid break may not be taken in the first or last two hours of

their workday. Please note that University of Bridgeport does not formally offer two paid 15-minute breaks, however

your supervisor may allow such breaks based on department needs.

• Timesheets must be completed no later than noon on the Monday preceding a pay day. In unusual circumstances

(e.g., holidays) employees may be required to complete them sooner. Failure to do so may result in a delay of

processing your paycheck.

• Inform your supervisor prior to working overtime hours, or as soon as practically possible.

Exempt staff members must record their absences by requesting time off in the payroll system prior to taking the time or

as soon as practically possible.

Supervisors are expected to:

• Review and approve individual timesheets (no batch approvals). Correct any errors or missed punches prior to

approval. All approvals must be completed no later than noon on the Monday preceding a pay day. In unusual

circumstances supervisors may be required to approve timesheets sooner, this may include holidays or weekends.

• If a supervisor is unable to access the payroll system, they must contact their direct supervisor to approve in their

absence.

• Accurately record administrative hours when necessary and see payroll/HR for guidance if needed.

• Immediately notify payroll/HR, via email, of any use of bereavement time or jury duty for a member of your team.

Work Hours and Attendance

Regular attendance and punctuality are critical to your success and University of Bridgeport’s ability to provide the

necessary service level for student success and effective operations. Failure to maintain satisfactory attendance

including, adhering to regular work schedules, may lead to disciplinary action, up to and including termination.

Absence

Other than for absences due to leaves of absence under FMLA or for approved disability leave for employees who are not

eligible for FMLA, employees are expected to be at work and perform their responsibilities while having excellent

attendance. Leaves of absence for personal reasons may be approved in advance by the Provost and Human Resources

for certain limited circumstances.

When scheduled on site you are expected to report to work on each scheduled day, arrive on time and work the entire

scheduled shift. When scheduled to work remotely you are expected to log into your computer at your stated start time,

be reachable and work the entire scheduled shift.

In the event of illness or an emergency, you are expected to inform your direct supervisor at least one hour before the

normal start of your workday. Failure to do so or repeated patterns of this behavior may result in serious consequences

up to and including termination of employment. If you are absent for three consecutive working days without notice given

to your supervisor it will result in immediate termination.

In this instance, you are expected to make a reasonable attempt to speak with your supervisor to discuss outstanding

work due that day and communicate when you are expected to return to work. Reasonable attempts include calling

during business hours and providing a phone number where you can be reached if leaving a voice-mail or other type of

message. Any other forms of contact, such as emails, text messages, or messages conveyed through co-workers, must be

in addition to the phone call to your manager. Employees who do not call or who are excessively tardy or absent will be

subject to disciplinary action.

Third Party Involvement

University of Bridgeport will not discuss employment issues or concerns with a third-party, including parents/guardians of

employees under the age of 18. If you become incapacitated and unable to communicate via phone or email, University

of Bridgeport may reach out to your Spouse, Parent/Guardian, family member or friend, if necessary, to fulfill its

obligations to you. As soon as you can communicate again, all issues will then be addressed by you. If an employee

wishes to have another party join a meeting, please see Human Resources.

12| University of Bridgeport 2021-2022 Faculty Handbook

Professional Conduct

Prohibited conduct: You are expected to always demonstrate professional conduct while at work. We ask for your full

cooperation in keeping University of Bridgeport a civil and positive workplace. In addition to all other policies stated in this

Handbook, the following is a non-exhaustive list of examples of prohibited conduct:

• Fraternizing inappropriately with students

• Removing any property of the University from the premises without proper authorization, or engaging or participating in

theft or dishonesty; damaging or destroying University property, or the property of any University employee, vendor,

student, or sub-contractor; failing to report damaged property, no matter how slight

• Being insubordinate, threatening, intimidating, disrespectful, or assaulting a manager/supervisor, coworker, student,

visitor, or member of the public

• Fighting

• Using profane, abusive, or threatening language toward coworkers, students, visitors, or members of the public

• Endangering the health, safety, and/or welfare of others

• Failing to maintain satisfactory work performance

• Sleeping, loafing, or otherwise abusing time during assigned working hours

• Performing unauthorized personal work while working for University of Bridgeport or using University of Bridgeport

resources

• Engaging in rude, obnoxious, malicious, or unprofessional behavior toward coworkers, students, visitors, or members

of the public

• Smoking in unauthorized areas

• Using any items on University of Bridgeport property that violate federal fire code, including but not limited to candles,

portable space heaters, etc.

Performance Management

University of Bridgeport is strongly committed to excellence and depends upon its employees to uphold the highest

professional standards. The University strives for an environment of trust, unquestioned integrity, and genuine concern

for the welfare of its employees and its students.

All employees should expect to receive timely performance feedback, coaching and development from their management

team to support the achievement of satisfactory work performance. Part-time faculty and adjuncts are evaluated formally

at least once a year, preferably during the first semester. The annual performance review process is an important aspect

of this effort, and provides employees with the following:

• An opportunity to conduct a self-review of their individual work performance.

• Classroom or Online Observation(s), if applicable

• A written review containing constructive feedback regarding their supervisor’s assessment of their

performance for the previous year

• A formal discussion of the employee’s performance, including dialogue about successes, opportunities, goals,

and professional development plans for the upcoming year

• An opportunity to provide feedback about their direct leader’s supervisory effectiveness, which is factored into

the supervisor’s own performance assessment.

If an employee’s performance or behavior fails to meet desired expectations despite these efforts, the employee could

experience disciplinary action that may include verbal warning, written/final warning, or termination of employment.

During instances where an employee’s performance or behavior is deemed egregious enough to create an unacceptable

level of risk for the University’s students, employees, physical facilities or finances, the University reserves the right to

take an immediate disciplinary action such as termination of employment. See section on Professional Conduct for more

information.

Section 3: Workplace Expectations, Pay & Conditions of Employment| 13

Payroll

You will be paid biweekly on Friday, one week in arrears. Unless other arrangements are made, all paychecks are mailed

to your home address, unless you have chosen direct depsoti. You are responsible for making certain that Human

Resources has your correct current home address. It is your responsibility to update your personal contact information,

including your address, through your Paycom online account.

You are expected to accurately record your time worked and properly request PTO through Paycom. A payroll discrepancy

should be brought to the attention of Human Resources immediately so that correction can be made as quickly as

possible. If a payroll error is made where you are overpaid, it is your responsibility to return the unearned funds to the

University immediately, in the form of a bank check.

Direct Deposit and Paychecks

Direct Deposit: You may choose to have a portion, or all of your paycheck directly deposited into a bank or credit union

account. You can update or make changes to your direct deposit accounts at any time through your Paycom employee

self-service account.

Paychecks: If you should lose a manual check or incorrectly document direct deposit account information, and funds

need to be voided or reversed, a fee will be deducted from your next scheduled pay to cover the cost incurred by the

University.

Protection of Personal Information

University of Bridgeport is committed to maintaining the privacy and security of its employees’ personal information,

including but not limited to social security numbers, driver's license numbers, state identification card numbers, account

numbers, credit or debit card numbers, passport numbers, alien registration numbers, and health insurance identification

numbers. To this end, UB will protect the confidentiality of, prohibit the improper disclosure of, and limit access to such

information as required by federal and state law. Employees with access to documents containing such personal

information are required to destroy, erase, or make unreadable this information prior to disposal. Any employee found in

violation of this policy will be subject to discipline, up to and including termination.

14| University of Bridgeport 2021-2022 Faculty Handbook

Benefits

University of Bridgeport offers all eligible full-time employees the option of participating in our health, welfare, and

retirement programs. Part time employees and adjuncts may be eligible to participate in our medical and retirement plan

in accordance with federal and state law. If you elect to enroll in any of the University’s benefit programs, coverage begins

the first of the month following the completion of 60-days of employment. Employees are encouraged to refer to the

individual plan documents on our website and other communication materials regarding plan coverage, eligibility,

required contributions and other pertinent plan information.

Elective Benefits

Employees are offered two primary opportunities to enroll in University of Bridgeport's health, welfare, and retirement

benefit programs at the time of employment and at annual benefits open enrollment. Additional enrollment opportunities

for the retirement plan also occur at the beginning of each quarter. Open enrollment periods are communicated through

e-mail and the University's management team. You may address enrollment or benefit inquiries to Human Resources.

In addition to the open enrollment periods, other life events that may trigger a change in your health and welfare benefit

status are:

• The birth or adoption of a child

• A child who is no longer a dependent

• A change in your spouse’s benefits

• Marriage or divorce

• Death of a dependent

• Exceeding 1000 working hours in a calendar year

University of Bridgeport reserves the right to change any aspects of the elective benefit programs it offers to staff at any

time for any reason at its sole discretion.

Mandatory Benefits

The University makes contributions for and makes deductions from employees’ pay for social security. It also provides

coverage for injuries and illnesses that arise in the course of employment under the Connecticut Workers’ Compensation

law. For more information on how to report a work-related injury please see Section 7: Injuries in the workplace.

Continuation of Group Medical Insurance (COBRA)

Upon employment termination, benefits coverage will end on the last day of the month in which the termination occurs.

Eligible participants may continue or convert the group insurance plan in accordance with the terms of the policy and/or

law.

The Federal Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) provides eligible staff and dependents the

opportunity to continue health insurance coverage under University of Bridgeport's health plan when a "qualifying event"

results in the loss of eligibility. Some common qualifying events are:

• Resignation

• Employment termination

• Death of a staff member

• Reduction or increase in a staff member’s hours (including a leave of absence)

• Staff member’s divorce or legal separation

• Dependent child no longer meeting eligibility requirements

Section 4: Employee Benefits & Services

Section 4: Employee Benefits & Services| 15

You must notify Human Resources of any changes in dependent status (loss of student status or divorce/legal

separation) within 60 days of the event or the right of continuation of coverage may be lost. Under COBRA continuation

coverage, the staff or beneficiary pays 100% of the coverage cost for University of Bridgeport's group rates.

Paid Time Off

University of Bridgeport recognizes that everyone needs to balance the time and energy we commit to our jobs and other

parts of our lives. The University believes that you can provide the best service to our students when you take care of

yourselves. To give you time to enjoy your other interests, University of Bridgeport provides you with paid time off benefits.

We encourage you to use your time off benefits, with advance planning to avoid disrupting or delaying the completion of

work. Full-time faculty members are eligible for annual scheduled time off, sick, holiday, bereavement, and personal time.

Annual Scheduled Time Off

Every year, full-time faculty members are scheduled for four weeks of paid time off that correspond with the end of each

semester. These weeks typically occur as follows: one week at the conclusion of the spring semester, one week at the

conclusion of the summer semester, and two weeks at the conclusion of the fall semester. This paid time off is not

accrued, cannot be exchanged for cash, will not be paid out in the event of employment termination, and cannot be rolled

over into the next calendar year.

Deans and Program Directors must take the week between Christmas and New Year’s Day as one vacation week,

however, the additional three weeks may be taken at times other than the scheduled University breaks, with the approval

of their immediate supervisor and the Dean of Faculty. This time must be tracked within the department and will not be

reflected in the HR time and attendance system.

Sick Days

Eligible full-time faculty earn sick days at the rate of 1.166 hours per month commencing the first day of employment to

an annual maximum of two (2) days.

At the end of the calendar year, faculty may roll over all earned sick time into the following calendar year.

Personal Days

Eligible full-time faculty earn personal days at the rate of 2.33 hours per month commencing on the first day of

employment to an annual maximum of four (4) personal days. If possible, personal days must be approved one week in

advance with the faculty’s immediate supervisor.

While we do encourage faculty to take paid time off, faculty may elect to carry up to one week (five days) of personal time

into the following year in anticipation of personal needs for the next year.

At the end of the calendar year, faculty may elect to roll-over up to one week of personal time into the following calendar

year. Any unused personal days in excess of 5 days will be paid out at the rate of $100/day.

Holidays

The following holidays, which occur during the semester, are considered paid holidays for full-time faculty and no classes

will be held:

• Martin Luther King Day

• Presidents’ Day

• Good Friday

• Memorial Day

• Independence Day

• Labor Day

• Indigenous Peoples' Day

• Veterans Day

• Thanksgiving Day

• Day following Thanksgiving

16| University of Bridgeport 2021-2022 Faculty Handbook

If one of the above holidays falls on a Saturday, it will be observed on the preceding Friday. If the holiday falls on a

Sunday, it will be observed on the following Monday.

In addition to paid holidays, faculty is urged to recognize that there are various other holidays that our students may

observe due to their cultural or religious backgrounds. Please make every effort to reasonably accommodate these dates

by avoiding exams and other key dates during these times.

Bereavement Days

University of Bridgeport allows up to five (5) days, as needed, of paid leave upon the passing of an immediate family

member such as a spouse, parent, or child. Up to two (2) days of paid leave are allowed for the passing of other close

family members such as a sibling, grandparent, mother-in law, or father-in-law. Other needs for paid leave due to

bereavement can be met with the use of personal time, with supervisor approval. Please notify your supervisor

immediately after learning that you need this leave. If you determine that additional time off is needed due to extenuating

circumstances (e.g., travel), personal time off may be taken with management approval.

Jury Duty

If you should be called to serve on a jury, notify your supervisor within 24 hours after receiving your jury duty notice.

Please provide Human Resources with a copy of your jury summons notice prior to your scheduled appearance date. The

University will pay you your regular salary for the first five (5) days of jury duty, provided you submit proof of attendance to

the University. Thereafter, the state will pay you jury duty pay.

Court Appearances

If a faculty member receives a subpoena or is required to appear in court other than on direct University business, the

time must be taken as earned personal time

Professional Development

Employees are encouraged to seek out, and participate in, professional development activities each year. Professional

development is intended to strengthen an employee’s skills and attributes in his/her current position, prepare for a future

position, or further develop areas of expertise. The University may sponsor a professional development activity, up to a

certain dollar amount, based on funding availability and strategic priorities.

Employees can participate in a wide variety of professional development activities, including but not limited to: presenting

at a professional workshop or conference; attending a professional workshop or conference; pursing an academic degree

or professional credential; taking an online training course; reading books and or articles; contributing to a key work

project; and participating in coaching from a supervisor, organizational leader or mentor.

Participation in professional development activities is a factor considered in the employee’s annual performance

assessment. Employees should submit a summary of their professional development activities during the year to his/her

supervisor as part of the annual performance review. Copies will be provided to Human Resources for placement in the

employee’s employment file.

All professional development activities that are scheduled to occur during work time and/or sponsored by the

University must be approved in advance by the management team. Faculty members are responsible for arranging for

and providing class coverage and communicating the details of the arrangement to the Dean well in advance of the

scheduled event.

With prior management approval, the University will cover the cost of professional development activities as well as

reimburse for appropriate expenses as determined by the nature and extent of the meeting or workshop.

Section 4: Employee Benefits & Services| 17

Education Assistance

University of Bridgeport encourages employees to continue their education. For more information about eligibility and

approval, please contact Human Resources.

Tuition Scholarships and Remission Programs: University of Bridgeport participates in several higher education

consortium programs designed to benefit employees and their dependents. Full-time employees with at least 6 months of

service are granted tuition remission at any of the member schools.

Our current programs include:

• Tuition remission with Goodwin University for both undergrad and graduate programs (for more information

regarding this benefit please visit):

o www.goodwin.edu/files/pdfs/policies/tuition-remission-policy.pdf

(Undergrad Programs)

o www.goodwin.edu/files/pdfs/policies/tuition-scholarship-masters-policy.pdf (Graduate Programs)

• The Council of Independent Colleges

• The Tuition Exchange Program http://www.tuitionexchange.org/

For additional information, please contact Human Resources.

Employee Assistance Program (EAP)

University of Bridgeport provides an Employee Assistance Plan (EAP) to all full-time employees who may need extra

support in dealing with life’s challenges. To achieve a positive work/life balance the EAP program provides support in

dealing with a variety of topics, such as:

• Legal Consultation: Receive a 30-minute free consultation and up to a 25 percent discount on select fees.

• Parenting: Receive guidance on child development, sibling rivalry, separation anxiety and much more.

• Senior Care: Learn about challenges and solutions associated with caring for an aging loved one.

• Temporary back-up care: Don’t let an unplanned event get the best of you, find back-up childcare.

For more information on the University’s Employee Assistance Plan, please see Human Resources.

18| University of Bridgeport 2021-2022 Faculty Handbook

Leave of Absence

University of Bridgeport permits a leave of absence in certain circumstances to enable all full-time employees to meet

personal and professional obligations, or to address medical issues as appropriate. All leaves of absence must be

approved in accordance with this policy, and you are required to comply with expectations related to documentation and

communication with Human Resources and your management team before and during any leave of absence.

Salary Continuation:

• Paid Time Off: employees must use the first 70 hours of PTO to cover their time out except for five days, which must

remain available for their return to work. If the employee is not yet eligible for benefits, this option is not available.

• Short-term disability (STD): subject to approval by short-term disability provider. In accordance with their policy, two

weeks of PTO must be taken before STD can be used. STD pays 60% of salary. For more information on this option,

please see "Disability" section below.

• Under no circumstances may an employee be granted a "work-at-home" arrangement while on medical leave. If your

medical condition prohibits you from reporting to work and performing your duties as expected, you must use one of

the options noted above to receive salary continuation.

How Disability Works

University of Bridgeport provides short-term and long-term disability to all full-time employees as part of its standard

benefits package, as a means of continuing salary during a medical illness. However, if you live in the state of

Connecticut, you must first apply for benefits through the CT Paid Leave Program. Please consult with Human Resources

for the appropriate paperwork if you will be out more than two weeks due to an illness or medical procedure. During this

time, you must communicate with your supervisor and Human Resources in a proactive manner regarding when you

expect to return to work, including any changes to this information. In addition, you are responsible for ensuring that your

physician provides the required documentation to Human Resources and the disability insurance carrier as quickly as

possible. This will enable the disability insurance carrier to make a timely decision about the status of the disability claim

and minimize the disruption of work at the University. During your disability period, you will be responsible for paying your

portion of any medical, dental or vision benefits to the University.

Once the approved disability period ends, you must return to work the next business day. If a disability claim is denied,

you must return to work immediately (e.g., the next business day after being notified) or promptly begin the process for

appealing the decision, if appropriate. If you do not comply with these expectations, or fail to return to work promptly, the

University reserves the right to presume that you are resigning from your position at the University.

If you choose to not apply for disability, then your absence will be regarded as a request for a personal leave of absence,

and subject to the approval process noted below under Personal Leave of Absence.

Military Leave

University of Bridgeport grants an unpaid leave of absence to employees who participate in US Armed Forces Reserve or

National Guard training programs and/or active military duty, in accordance with the provisions of the Universal Military

Training and Service Act and the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA).

Employees must keep their supervisors fully informed of pending military service, military address while on active service

and a return-to-work-from-duty date.

For military leave when the employee is called to active military duty, they must submit copies of the military orders to

their supervisor as soon as practicable. The employee will then be granted a military leave for the period of military

service, in accordance with applicable federal and state laws. An employee who is a Reservist or member of the National

Guard will be granted time off without pay for required military training. Reinstatement after military leave or completed

training is determined in accordance with applicable federal and state laws. Benefits can be earned during this leave

period.

Section 5: Leave of Absence and Employment Separation

Section 5: Leave of Absence and Employment Separation| 19

Leave for Witnesses/Victims of Crime and Victims of Family Violence

In appropriate circumstances, University of Bridgeport will grant an unpaid leave of absence for witnesses and victims of

crime and victims of family violence. Employees may use available PTO if their supervisor approves. For more information

about the leave available for these circumstances, please contact Human Resources.

Faculty Scholarly Leave (Sabbatical)

University of Bridgeport is committed to teaching excellence and encourages the pursuit of scholarship, research, and

other creative endeavors that maintain and enhance the intellectual quality of the faculty. A faculty member with the rank

of Associate or Full Professor may apply for a one-semester sabbatical at full pay. The sabbatical activity must clearly

contribute to the University's mission, goals, and purposes, and should be consistent with teaching mission of the

University. The application process is competitive. See the “Sabbatical” policy on the Policies page of the Goodwin

University website on behalf of the University of Bridgeport or contact your Dean for more information.

Employment Separation

Voluntary Separation: We ask that you provide your supervisors with as much advance notice in writing as possible. The

resignation letter should include the date of the notice, as well as the date of your last day at work, and the reason(s) for

separation. Once your resignation letter is submitted, all future vacation and/or personal time off requests will not be

honored except for a documented illness. Failure to provide sufficient notice results in significant problems for students

and the University. Whenever practicable, please try to time your departure to coincide with the conclusion of a University

of Bridgeport semester.

On or before the date of separation, you must return all University of Bridgeport property. The last day worked cannot be a

vacation, personal or sick day (except for documented illness). Upon termination, you are paid through the last day

worked and for any unused accrued PTO. All final wages and payments will be paid in your final paycheck in accordance

with the University’s next scheduled pay cycle. Prior to the date of separation, you are also responsible for paying back

any loans or other advancements you may have had with the University.

University of Bridgeport reserves the right to accelerate any notice period and make your resignation effective

immediately, if necessary.

Involuntary Separation: Human Resources reviews and approves all involuntary terminations. All University of Bridgeport

property must be returned to the employee's supervisor or Human Resources at the time of termination. The

University later sends you any relevant benefit paperwork including 401K, Life Insurance, COBRA within the required

amount of time after the termination date.

University of Bridgeport provides you with a written notice describing rights granted under COBRA when you become

eligible for coverage under the University’s health insurance plan. The notice contains important information about your

rights and obligations. You are required to sign off whether you want to continue coverage or not.

Keys: Direct supervisors will submit a key request form to the AVP of Facilities for new employees to be issued keys if

deemed necessary. Upon separation from the University, employees must return all issued keys to Human Resources

prior to the final paycheck being issued. If the employee changes department/position, all unneeded keys must be

returned to Human Resources.

Breaks in service: If you resign from University of Bridgeport for a period of time and come back to work as an employee,

your service time will be reduced by the time you are away. Prior service will be counted towards your overall service

regarding benefit eligibility and service awards. In the event that an adjunct does not teach for three consecutive

semesters, they will automatically be terminated in our payroll system. If an adjunct is hired to teach in the future, they

must meet with Human Resources to go through the rehire process.

Exit Interviews: Separated employees will meet with Human Resources for an exit interview, on or before their last day of

work. The purpose of conducting exit interviews is to identify the reason(s) for the resignation. This practice allows the

University to monitor and track employees’ feedback, analyze trends within specific departments and improve our

recruitment strategies. However, it is important to note that significant problems in the workplace should be brought

forward immediately and should not wait until you've made the decision to leave.

20| University of Bridgeport 2021-2022 Faculty Handbook

Family Medical Leave Act (FMLA)

Federal and State FMLA: The Federal Family and Medical Leave Act (“FMLA”) and the Connecticut Family and Medical

Leave Act (“CFMLA”) require certain employers to provide family and medical leaves of absence for eligible employees.

Either or both laws may apply to a particular leave. Where both laws apply, the leave provided by each must be taken

concurrently. Under the FMLA, eligible employees who qualify for family or medical leave are entitled to leave for up to

twelve (12) weeks in any twelve (12) month period, and under the CFMLA, eligible employees who qualify for family or

medical leave are entitled to twelve (12) weeks in any twenty-four (24) month period. Please contact Human Resources

to determine your eligibility for FMLA and CFMLA leave.

Below is an outline highlighting the differences between CT Paid Leave and CT FMLA.

CT Paid Leave (CTPL)

•Covers a percentage of your salary

•Must apply through the state, employer gets employment verification

•Leave can be taken either intermittent or continual

•Can be paid up to 12 weeks of reduced wages

•Maximum weekly amount for 2022 is $840

•No job protection

•Must meet qualifying circumstances

•Can only be used 1x during 12 months

CT Family and Medical Leave (CTFMLA)

•Is not a paid leave; no salary is covered

•Must apply through your employer

•Leave can be taken either intermittent or continual

•Must meet qualifying circumstances

•Offers 12 weeks of job protection on a rolling calendar basis

The Leave Policy: The University’s current leave policy goes beyond what is required by state and federal law. UB allows

eligible employees who qualify for family or medical leave to take up to twelve (12) weeks in any twelve (12) month

period. Eligible employees who qualify for family or medical leave under the military caregiver provisions relating to

members of the U.S. Armed Forces may request up to twenty-six (26) weeks in a single twelve (12) month period within

five (5) years after the member of the U.S. Armed Forces leaves military service.

Notice of Leave: You should give the University as much notice of the need for a leave as is practicable. Where the need

for leave is foreseeable, the University must receive at least 30 days' advance notice of the need for the leave, when

possible. Where the need for leave is not foreseeable, you must notify the University within two (2) business days after

learning of your need for leave, except in extraordinary circumstances.

Required Use of Paid Leave: Family/medical leave is unpaid leave. Any accrued paid vacation, medical/sick leave, and

short-or-long term disability, workers’ compensation, or other paid personal leave will be used concurrent with unpaid

family/medical leave. The use of paid time for unpaid family/medical leave time does not extend the length of the leave

provided by the law.

The End of Your Leave: At the end of your leave, you will be returned to work to your former position or one with similar

pay and status in accordance with state and federal laws. If you are medically unable to perform your original job upon

the expiration of your leave entitlement, you may be transferred to work suitable to your physical condition, if such work is

Section 5: Leave of Absence and Employment Separation| 21

available. If your leave extends beyond the amount of time available under the policy, you may be returned to your former

or a like position if one exists; however, the University cannot guarantee reinstatement.

For additional information regarding the University's FMLA policy, including your eligibility for leave and the paperwork

required for such leave, please contact Human Resources.

Personal Leave of Absence

In the event that you wish to take a leave of absence and your circumstance does not qualify for coverage under any of

the previously mentioned leaves of absence, you may request permission, in writing, from your management team. The

letter must be addressed to your manager, specify the reason for the leave, and indicate the start and end dates of the

requested leave. Your manager will review the request with the VP, Provost, and Human Resources to determine the

decision. Please note that approval of such requests is extremely rare, may affect your eligibility for benefits, and will not

guarantee reinstatement of your position upon return.

Death

In the event of your death, your survivors or estate will, in accordance with applicable University policies, be paid:

• Wages earned to the date of death

• Payment for unused paid time off earned to the date of death

• Any other monies not listed above but otherwise properly owed to you, such as 401(k), life insurance, or expenses

submitted for reimbursement

22| University of Bridgeport 2021-2022 Faculty Handbook

Employee Reporting Obligations

In order to maintain a safe educational environment, it is essential that all faculty and staff not only conduct themselves

in a manner that does not infringe upon the rights of others, but that they actively contribute to ensuring a safe learning

and working environment by promptly reporting all instances of discrimination, harassment, sexual misconduct, and/or

retaliation, all instances of child abuse, and all instance of Clery-reportable crimes of which they become aware. Failure to

report instances of sexual misconduct, child abuse, and Clery-reportable crimes of which you become aware may result in

disciplinary action. These reporting obligations are each explained below.

In compliance with Title IX, University of Bridgeport’s “responsible employees” must report all instances of alleged

discrimination, harassment, sexual misconduct, and/or retaliation to the Title IX and Equity Coordinator. Since all

University of Bridgeport employees interact with students in some capacity, all employees of University of Bridgeport are

“responsible employees” for purposes of reporting instances of discrimination, harassment, sexual misconduct, and/or

retaliation. If an employee becomes aware of an instance of discrimination, harassment, sexual misconduct, and/or

retaliation, it must be reported to the Title IX and Equity Coordinator immediately so that it can be investigated. This may

be done by submitting a Discrimination, Harassment, Sexual Misconduct, and Retaliation Report Form on the University's

website or by contacting the Title IX and Equity Coordinator directly at csimon@bridgeport.edu or (203)576-4534.

Before a victim reveals any information to a responsible employee, the employee should ensure that the victim

understands the employee’s reporting obligations and that while the employee will keep the victim’s information private,

the employee cannot keep it completely confidential since the employee must notify the Title IX Coordinator. The only

completely confidential resource on campus is the Therapist in the Counseling Center.

University of Bridgeport also frequently serves students under the age of 18, especially through the Early College

Programs. University of Bridgeport employees are “mandated reporters” who are required to report or cause a report to

be made when, in the ordinary course of their employment or profession, they have reasonable cause to suspect or

believe that a child under the age of 18 has been abused, neglected or is placed in imminent risk of serious harm.

Therefore, all faculty and staff who suspect or have knowledge of an instance of child abuse must report it immediately to

the Title IX Coordinator so that a report can be made to the Department of Children and Families (DCF).

Lastly, in compliance with the Clery Act, all University of Bridgeport employees are “Campus Security Authorities” (CSAs)

who must report all crimes that occur on campus to Campus Security. CSAs are responsible for reporting instances of

certain crimes (murder/non-negligent manslaughter, negligent manslaughter, sex offenses, robbery, aggravated assault,

burglary, motor vehicle theft, arson, weapon law violation, drug abuse violation, liquor law violation, domestic violence,

dating violence, and stalking) that are reported to them by any person (faculty, staff, student, or non-affiliated person).

Campus Security can be reached by dialing 4911 from any internal phone and (203) 576-4911 from a non-campus

phone.

Complaints and Reporting

Unlawful harassment and discrimination, sexual or otherwise, serves no legitimate purpose and disrupts the workplace

and morale. University of Bridgeport takes allegations of harassment and discrimination seriously and will actively

investigate all allegations and complaints.

Reporting: If an employee believes that they are being harassed by another employee, student, vendor or visitor of the

University, they are strongly encouraged to notify their direct supervisor, Vice President, or Human Resources. Employees

may also consider informing the individual that their behavior is unwelcome, but the employee is not required to do so.

Although University of Bridgeport has chosen not to impose a time frame for reporting harassment complaints, prompt

reporting is strongly encouraged. It allows for rapid response and resolution of objectionable behavior or conditions both

for the complaining employee and any other affected employees. Any supervisor who is aware of possible sexual and/or

other harassment involving any employee or student must immediately bring it to the attention of the Title IX and Equity

Coordinator and also their Vice President and/or Human Resources.

Section 6: Campus Environment

Section 6: Campus Environment| 23

As an academic institution all employees are considered "responsible parties" under Title IX regulations; therefore, all

employees regardless of supervisory status are required to report allegations of sexual harassment involving a student to

the Title IX coordinator even if the employee themselves is not directly involved. Please see the Title IX section of the

handbook for more information.

No Retaliation: Retaliation against employees for making a good faith report or complaint of harassment or

discrimination, or for cooperating in an investigation of such a complaint, is unlawful and will not be tolerated. Any form

of retaliation is strictly forbidden and constitutes grounds for discipline.

The Investigation: Goodwin University takes all complaints of harassment and discrimination seriously, and all such

complaints will be promptly and thoroughly investigated.

Corrective Action: If an investigation confirms that harassment or discrimination has occurred, Goodwin University will

take corrective action, including discipline up to and including immediate termination of employment.

Review: If either party directly involved in any investigation is dissatisfied with the outcome or the resolution, that

individual should submit a written request to the Provost/Dean of Faculty to have the decision reconsidered.

University of Bridgeport recognizes that this policy may not address every set of circumstances which may arise in the

workplace related to harassment and discrimination. It does, however, provide reasonable guidelines which will probably

cover most situations. If unanticipated situations arise, contact Human Resources immediately.

Drug and Alcohol Policy

DRUG AND ALCOHOL POLICY/ DRUG-FREE SCHOOLS AND COMMUNITIES ACT

University of Bridgeport is dedicated to providing quality educational services to its students and a quality work

environment for its employees. In keeping with this commitment, University of Bridgeport maintains a campus free from

drug and alcohol abuse. Any violation of this policy will warrant disciplinary actions up to and including dismissal or

termination and may result in local, state, and/or federal criminal charges.

The Drug Free Schools and Communities Act Amendment of 1989 (Public Law 101-226) requires that all institutions of

higher education implement a program that prevents the use of illegal drugs and the abuse of alcohol by students and

employees. University of Bridgeport’s abuse prevention policy is as follows:

1. Standards of Conduct

All students and employees are prohibited from the unlawful possession, manufacture, use, or distribution of illegal drugs

and alcohol on University of Bridgeport’s campus and parking lots, or as part of any of the school’s activities, including

field trips and any other off-campus activities sponsored by University of Bridgeport. Students and employees are also

prohibited from being under the influence of illegal drugs or alcohol while on University of Bridgeport’s campus, parking

lots, or as part of any school-sponsored activities.

For information regarding the University's drug testing policy and procedure for employees please see the Human

Resources Department.

Statement on Medical Marijuana

University of Bridgeport receives federal funding through Title IV. As a condition of accepting this money, UB is required to

certify that it complies with the Drug-Free Schools and Communities Act. The federal government regulates drugs through

the Controlled Substances Act, which does not recognize the difference between medical and recreational use of

marijuana. Thus, to comply with the Federal Drug Free School and Communities Act and avoid losing federal funding,

University of Bridgeport prohibits all marijuana use, including medical marijuana, and students and employees may be

sanctioned for its use. Therefore, marijuana prescribed for medical purposes is prohibited at University of Bridgeport even

though Connecticut’s state law permits its use.

2. Legal Sanctions

Students and employees are subject to disciplinary sanctions under University of Bridgeport’s policies on drug and

alcohol use, and subject to criminal penalties under both state and federal law.

24| University of Bridgeport 2021-2022 Faculty Handbook

All drugs are controlled by Federal Law. (Most drug offenses are prosecuted under state law, which may be more severe.)

I. FEDERAL LAWS

A. DRUGS

FEDERAL PENALTIES AND SANCTIONS FOR ILLEGAL POSSESSION OF A CONTROLLED SUBSTANCE

1. Penalty for Simple Possession (see 21 U.S.C. 844[A])

• FIRST CONVICTION: Up to one year imprisonment and fined at least $1,000 but not more than $100,000 or both.

• AFTER 1 PRIOR DRUG CONVICTION: At least 15 days in prison, not to exceed two years, and fined at least $2,500 but

not more than $250,000 or both.

• AFTER 2 OR MORE PRIOR DRUG CONVICTIONS: At least 90 days in prison, not to exceed three years and fined at least

$5,000 but not more than $250,000 or both.

• SPECIAL SENTENCING PROVISIONS FOR POSSESSION OF CRACK COCAINE: Mandatory at least five years in prison, not

to exceed 20 years and fined up to $250,000 or both, if:

a. First conviction and the amount of crack possessed exceeds five grams;

b. Second crack conviction and the amount of crack possessed exceeds three grams;

c. Third or subsequent crack conviction and the amount of crack possessed exceeds one gram.

2. Criminal Forfeitures (see 21 U.S.C. 853[a][2] and 881[a][7])

Forfeiture of personal and real property used to possess or to facilitate possession of a controlled substance if that

offense is punishable by more than one-year imprisonment. (See special sentencing provisions regarding crack.)

3. Forfeitures (see 21 U.S.C. 881[a][4]) Forfeiture of vehicles, boats, aircraft, or any other conveyance used to transport

or conceal a controlled substance.

4. Civil Penalties for Possession of Small Amounts of Certain Controlled Substances (see 21 U.S.C. 844a) Civil fine up to

$10,000 (pending adoption of final regulations).

5. Denial of Federal Benefits to Drug Traffickers and Possessors (see 21 U.S.C. 853a) Denial of federal benefits, such as

student loans, grants, contracts, and professional and commercial licenses up to one year for first offense, up to five

years for second and subsequent offenses.

6. Firearm Forfeiture (see 18 U.S.C. 922[g]) Ineligible to receive or purchase a firearm.

7. Miscellaneous Revocation of Certain Federal Licenses and Benefits, e.g., pilot licenses, public housing tenancy, etc.,

are vested within the authorities of individual federal agencies.

8. Federal Trafficking Penalties

Drug Enforcement Administration, U.S. Department of Justice. (2017). Drugs of abuse: A DEA resource guide. Retrieved

from https://www.dea.gov/sites/default/files/drug_of_abuse.pdf

II. STATE LAWS

A. DRUGS

1. Penalties for Illegal Manufacture, Distribution, Sale, Prescription, or Dispensing of Controlled Substances

a. Hallucinogenic or narcotic substances other than marijuana. First offense: Prison sentence not to exceed 15 years

and/or

fine not to exceed $50,000. Second offense: Prison sentence not to exceed 30 years and/or fine not to exceed

$100,000.

Each subsequent offense: Prison sentence not to exceed 30 years and/or fine not to exceed $250,000 (see Connecticut

General Statutes 21–277).

Section 6: Campus Environment| 25

b. Other controlled substances excluding marijuana. First offense: Prison sentence not to exceed seven (7) years and/or

fine not to exceed $25,000. Each subsequent offense: Prison sentence not to exceed 15 years and/or fine not to exceed

$100,000 (see Connecticut General Statutes 21–277).

c. Examples of such substances include, but are not limited to, mescaline, peyote, morphine, LSD, cocaine (including

“crack”), opium, amphetamines, and heroin. For a complete definition of controlled, hallucinogenic, and narcotic

substances, see Connecticut General Statutes 21a–240.

2. Penalties for Illegal Manufacture, Distribution, Sale, Prescription or Administration by Nondrug-Dependent Person

a. Minimum prison term of not less than five years and maximum term of life imprisonment for the manufacture,

distribution, sale, or possession or transportation with the intent to sell of one ounce or more of heroin, methadone, or

cocaine (including “crack”), or one-half gram more of cocaine in a freebase form, or five milligrams or more of LSD (see

Connecticut General Statutes 21a–278).

b. Minimum prison term of not less than five years for first offense, and for subsequent offenses, minimum prison term of

not less than 10 years, for the manufacture, distribution, sale, or transportation or possession with the intent to sell any

narcotic, hallucinogenic or amphetamine-type substance, or one kilogram or more of a cannabis-type substance (which

includes marijuana) (see Connecticut General Statutes 21a-278).

3. Penalties for Illegal Manufacture, Distribution, Sale, Prescription, or Administration Involving Minors (see Connecticut

General Statutes 21a–278a)

a. Mandatory two-year prison term for the distribution, sale, dispensing, offering, or giving of any controlled substance to

another person who is under 18 years of age and who is at least two years younger than the person violating the statute.

b. Mandatory three-year prison term for the manufacture, distribution, dispensing, sale, transportation or possession with

intent to sell, offering or gift of any controlled substance on or within fifteen hundred feet of the real property comprising

a public or private elementary school.

4. Penalties for Possession (see Connecticut General Statutes 21a–279)

a. Any person who possesses or has under his control any quantity of any narcotic substance, including marijuana, for a

first offense may be imprisoned not more than seven years and/or fined not more than $50,000, and for a second

offense, may be imprisoned not more than 15 years and/or fined not more than $100,000.

b. Any person who possesses or has under his control any quantity of a hallucinogenic substance other than marijuana or

four ounces or more of a cannabis-type substance for a first offense, may be imprisoned not more than five years or be

fined not more than two thousand dollars or be both fined and imprisoned, and for a subsequent offense may be

imprisoned not more than ten years or be fined not more than five thousand dollars or be both fined and imprisoned.

c. Any person who possesses or has under his control any quantity of any controlled substance other than a narcotic

substance, or a hallucinogenic substance other than marijuana or who possesses or has under his control one-half ounce

or more but less than four ounces of a cannabis-type substance, for a first offense, may be fined not more than one

thousand dollars or be imprisoned not more than one year, or be both fined and imprisoned; and for a subsequent

offense, may be fined not more than three thousand dollars or be imprisoned not more than five years, or be both fined

and imprisoned.

d. A variety of sentences are available under this statute depending on the substance possessed, its quantity, and the

background of the offender.

B. ALCOHOL

1. Sale of Alcohol to Minors and Intoxicated Persons (see Connecticut General Statutes 30–86)

a. Any permittee who sells or delivers alcoholic liquor to any minor, or to any intoxicated person, or to any habitual

drunkard shall be fined not more than $1,000 and/or imprisoned not more than one (1) year.

b. Any person who delivers or gives alcoholic liquor to any minor, except on the order of a practicing physician, shall be

fined not more than $1,500 and/or imprisoned not more than 18 months.

2. Inducing Minors to Procure Liquor (see Connecticut General Statutes 30–87)

a. Any person who induces any minor to procure alcoholic liquor from any person permitted to sell the same shall be fined

not more than $1,000 and/or imprisoned not more than one year.

26| University of Bridgeport 2021-2022 Faculty Handbook

3. Misrepresentation of Age (see Connecticut General Statutes 30–88a)

a. Any person who misrepresents his age or uses or exhibits for the purpose of procuring alcoholic liquor an operator’s

license belonging to any other person shall be fined not less than $200 nor more than $500 and/or imprisoned for not

more than 30 days.

4. Procuring Liquor by Persons Forbidden and Public Possession of Liquor by Minors (see Connecticut General Statutes

30-89)

a. Any person to whom the sale of alcoholic liquor is by law forbidden who purchases or attempts to purchase such liquor

or who makes any false statement for the purpose of procuring such liquor shall be fined not less than $200 nor more

than $500.

b. Any minor who possesses any alcoholic liquor on any street or highway or in any public place or place open to the

public, including a club that is open to the public, shall be fined not less than $200 nor more than $500.

5. Dram Shop Act (see Connecticut General Statutes 30–102)

a. If any person, by himself or his agent, sells any alcoholic liquor to any intoxicated person, and such purchaser, in

consequence of such intoxication, thereafter injures the person or property of another, such seller shall pay just damages

to the person injured, up to the amount of $20,000, or to persons injured in consequence of such intoxication up to an

aggregate amount of $50,000.

6. Operating a Motor Vehicle While Under the Influence of Liquor or Drug or While Impaired by Liquor (see Connecticut

General Statutes 14–227a)

a. Any person who operates a motor vehicle while under the influence of intoxicating liquor or drug or both or who

operates a motor vehicle while his ability to operate is impaired by the consumption of intoxicating liquor shall, for

conviction of a first violation, be fined not less than $500 and be imprisoned for not more than six months, and shall

have his operator’s license suspended for one year.

b. This statute provides for greater penalties for subsequent offenses.

III. LOCAL LAWS

A. ALCOHOL

1. Possession and Consumption of Alcoholic Liquor In, Within and Upon Public Areas, Public Highways, and Parking Areas

(see Town of East Hartford Code of Ordinances Sec. 13-6.)

a. No person shall consume any alcoholic liquor, or have in his possession any open container of alcoholic liquor, while

upon or within the limits of any public highway, public area or parking area within the Town of East Hartford. The

possession of an open container of alcoholic liquor or consumption therefrom by any person while in a motor vehicle

parked within or upon parking areas of a public highway or sidewalk, or within or upon a public area, shall also be a

violation hereof.

b. Any person violating this ordinance will receive a written warning for first offenses and then a pay fine for future

offenses. Pay fines are $99 for any violation of Town Ordinances.

Any questions concerning the legal sanctions under state law for unlawful use or distribution of illegal drugs or alcohol

should be directed to the State’s Attorney’s Office, 80 Washington Street, Hartford, CT 06106, 860-566-3190. Any

questions concerning the legal sanctions under federal law for unlawful use or distribution of illegal drugs or alcohol

should be directed to U.S. Attorney’s Office, 450 Main Street, Hartford, CT 06103, 860-947-1101.

3. Health Risks

Description of Health Risks

Serious health and personal risks are associated with the use of illegal drugs and abuse of alcohol. They may include

temporary or permanent physical or mental impairment, injury, or death. Use and abuse of such substances may also

give rise to conduct which causes injury, death, or damage to the user/abuser or to the person or property of others,

Section 6: Campus Environment| 27

resulting in criminal or civil prosecution and liability. Use and abuse of such substances may also lead to unsafe and/or

nonconsensual sex, unwanted pregnancy, and may cause defects, injury, or death in unborn children. Consequences also

include temporary or permanent loss of educational or employment opportunities.

Drugs and the Body

Narcotics (Heroin):

• Initial euphoria followed by drowsiness and nausea

• Constricted pupils, watery eyes, dazed look

• Overdose may produce slow, shallow breathing, clammy skin, loss of appetite and weight, and possible death

Depressants (Barbiturates, Tranquilizers):

• Relaxed muscles, calmness, drowsiness

• Confusion, disorientation, slurred speech

• Overdose may produce shallow breathing, clammy skin, weak and rapid pulse, coma, and possible death

Stimulants (Cocaine, Methamphetamine):

• Increased heart and respiratory rate, elevated blood pressure, decreased appetite

• Blurred vision, dizziness, insomnia, anxiety

• High doses can cause physical collapse, irregular heartbeat, stroke, and possible death

Hallucinogens (LSD, PCP, Mushrooms):

• Illusions and hallucinations

• Confusion, panic, anxiety, depression, and poor perception of time and distance

• Respiratory failure, death due to careless behavior

Cannabis (Marijuana, Hashish):

• Increased heart rate, bloodshot eyes, dry mouth and throat, and increased appetite

• Interferes with memory, speech, coordination, and perception of time

• Increases risk of lung cancer, weakened immune system, and affects reproductive system

Alcohol and the Body

• Impairment of brain function, judgment, alertness, coordination, and reflexes

• Attitude and/or behavioral changes, such as uncharacteristic hostility, or increased risk taking, such as driving

recklessly

• Alcohol taken with other drugs can intensify the effects of the drug, alter the desired effect of the drug, cause nausea,

sweating, severe headaches, and convulsions

• Addiction or chemical dependency

• Memory blackouts

• Uncharacteristic family, school, work, or legal problems

• Health problems such as cirrhosis of the liver

• If used during pregnancy, birth defects and mental retardation in users’ unborn children may occur

Materials further describing the health risks associated with the use of illegal drugs and the abuse of alcohol are

available in the campus Counseling Office.

4. Drug and Alcohol Programs

Students seeking drug or alcohol counseling, treatment, or rehabilitation should speak to the on-campus Therapist for

confidential services. University of Bridgeport’s Therapist is Amy Sceery, Carstensen Hall, 203-576-4454 Hours vary but

are generally between 9 a.m. - 5 p.m. Appointment times can be arranged to meet the needs of students with advanced

notice.

28| University of Bridgeport 2021-2022 Faculty Handbook

Employees seeking drug or alcohol counseling, treatment, or rehabilitation should speak to the Human Resources

Department, where they will be connected to confidential services through the Employee Assistance Program (EAP). For

further information, contact Human Resources.

Each state has a single agency for the various drug abuse prevention, treatment, and rehabilitation programs. In

Connecticut, this is the Department of Mental Health and Addiction Services, 410 Capitol Avenue, PO Box 341431,

Hartford, CT 06134, 860-418-7000.

For additional treatment resources in Connecticut please see the following: https://www.treatment-

centers.net/directory/connecticut.html

Awareness and prevention education related to drug and alcohol abuse occurs throughout the year as provided by the

Student Services Department and the Counseling Office.

5. Disciplinary Sanctions for Violation of the Standards of Conduct

Students found to have violated the Drug and Alcohol Policy Standards of Conduct are subject to disciplinary sanctions.

These include being warned, put on probation, suspended, or dismissed at the discretion of the General Conduct Board.

Students are reminded that felony convictions may lead to a loss of eligibility to be hired in their chosen field.

Employees found to have violated the Drug and Alcohol Policy Standards of Conduct are subject to disciplinary sanctions.

These include being subject to a disciplinary letter, suspension from work, and/or enrollment in a rehabilitation program,

or termination of employment.

If a student is convicted locally or within the state for the use, possession, manufacture, or distribution of illegal drugs or

alcohol, he/she will be terminated from University of Bridgeport and will be held liable for his/her financial obligations to

the school.

If an employee is found guilty by a local or state enforcement agency, employment will be terminated until such time the

employee has completed the penalties and has indicated his/her commitment to be rehabilitated.

6. Policy Review

University of Bridgeport will conduct a biennial review the Drug and Alcohol Policy to assess its effectiveness and ensure

that disciplinary sanctions are consistently enforced. Changes in the policy will be implemented as needed following each

review.

Smoking Policy

The University of Bridgeport is committed to maintaining tobacco-free facilities as required by law and recommended by

the Surgeon General of the United States. This includes all buildings, university vehicles, and all areas within twenty feet

of any building, regardless of weather conditions. UB prohibits the sale or free distribution of tobacco and tobacco

products on campus. The University of Bridgeport has designated approved outside smoking areas, posted with

appropriate “Smoking Area” signage and provided suitable containers for disposing of smoking materials.

Fraternization/Romantic Relationships

University of Bridgeport's strict policy is that administrators, staff, and faculty members must maintain professional

boundaries in personal relations with other colleagues and students. Social meetings with students either individually or

in a group are not permitted except for school-sponsored events. Connecting with students directly through social media

websites, such as Facebook, Instagram, or Twitter, is also prohibited. Exceptions to this policy may be made for websites

Section 6: Campus Environment| 29

that are purely designed for professional networking or educational purposes such as LinkedIn. Romantic relationships

with students are strictly prohibited.

Consensual romantic or sexual relationships in which one party maintains a direct supervisory or evaluative role over the

other party are unethical. Therefore, persons with direct supervisory or evaluative responsibilities who are involved in

such relationships must bring those relationships to the timely attention of their supervisor and will likely result in the

necessity to remove the employee from the supervisory or evaluative responsibilities, or shift the employee out of being

supervised or evaluated by someone with whom they have established a consensual relationship. While no relationships

are prohibited by this policy, failure to self-report such relationships to a supervisor as required can result in disciplinary

action for an employee.

Harassment and Discrimination

University of Bridgeport is committed to maintaining a work environment free from all forms of harassment and

discrimination. Such conduct, whether by a fellow employee, manager, supervisor, or non-employee doing business with

or visiting the University, will not be tolerated. This policy extends to each and every level of the University’s

operations. All employees, supervisors, and managers are responsible for working to prevent and eliminate workplace

harassment and discrimination at all times.

Sexual Harassment: Sexual harassment is a form of discrimination prohibited by state and federal law. Sexual

harassment is defined as unwelcome or unwanted sexual advances, requests for sexual favors, or other physical, verbal,

or visual conduct based on sex when (1) submission to the conduct is an explicit or implicit term or condition of

employment, (2) submission to or rejection of the conduct is used as the basis for an employment decision, or (3) the

conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an

intimidating, hostile, or offensive working environment. Examples of sexual harassment include unwanted sexual

advances; sexual propositions; demands for sexual favors in exchange for favorable treatment or continued employment;

sexual innuendos, suggestive comments, sexually oriented kidding, teasing, or practical jokes; jokes about gender-

specific traits; foul or obscene body language or gestures; display of foul or obscene printed or visual material (including

but not limited to e-mail); and physical contact, such as touching, patting, pinching, or brushing against another's body.

The offender or the victim of harassment may either be a man or a woman and, in addition, harassment can occur

involving persons of the same or opposite sex.

Other Unlawful Harassment and Discrimination: In addition to prohibiting sexual harassment, UB strictly prohibits

harassment and discrimination based upon an employee’s race, color, age, sex, sexual orientation, gender identity,

national origin, ancestry, religion, marital status, genetic information, disability, pregnancy, veteran status, or any other

characteristic protected by law. Examples of such behavior include, but are not limited to: verbal comments, epithets,

slurs, insults or negative stereotyping; “kidding,” “teasing” or “jokes” that involve or implicate these characteristics;

written or graphic material that demeans, ridicules or shows hostility toward an individual or group because of a

characteristic described above; circulating or sharing improper emails or websites which involve or implicate these

characteristics.

Harassment Prevention Training: To promote a harassment-free work environment for faculty, staff and students, UB

requires that all employees successfully complete harassment prevention training. You can expect to receive information

about the training program at the following times:

• Shortly after beginning your initial employment with the University.

• If a substantial period has elapsed since you last completed training; or

• If you move into a supervisory position.

It is important that this training is successfully completed within the time frame specified. A failure to do so could result

in termination of employment.

For further information regarding sexual harassment and gender-based discrimination please see the Title IX section and

University of Bridgeport’s complete Gender-based and Sexual Misconduct Policy.

Discrimination, Harassment,

Sexual Misconduct, and Retaliation Policy | University of Bridgeport

30| University of Bridgeport 2021-2022 Faculty Handbook

Title IX

The full version of this policy can be found on the University of Bridgeport’s website. Discrimination, Harassment,

Sexual Misconduct, and Retaliation Policy | University of Bridgeport

Dress Code and Personal Hygiene

The dress code at the University is business casual. All clothing must be clean, neat and free of any tears or rips. In

addition, any uniforms that are required for your position must be always maintained and worn clean.

Employees should not wear suggestive attire, shorts, flip flops, novelty/printed T-shirts or buttons, hats, or similarly casual

attire and/or accessories that do not present a businesslike appearance. Hair should be clean, combed, and neatly

trimmed and arranged. Sideburns, moustaches, and beards should also be neatly trimmed.

All employees must observe good habits of grooming and personal hygiene. Body odor, regardless of the cause should

not create distractions in the workplace.

If you arrive to work dressed in a manner that does not conform to our standards of appropriate dress, you may be

requested to return home to change into more appropriate clothes. This absence from work will not be considered work

time.

Section 7: College Policies & Other Services| 31

Non-Disclosure and Privacy

University of Bridgeport staff members are expected to comply with the University's Non-Disclosure Agreement.

Disclosure of any confidential information is a serious breach of trust and potential legal violation. Misuse or

unauthorized disclosure of confidential information or proprietary procedures not otherwise available to

persons outside the University is grounds for disciplinary action, up to and including termination, in addition to

potential legal action.

When separating from University of Bridgeport, you must return any and all confidential information belonging

to the University and may not disclose any of this confidential information in any form or manner.

The University complies with the Federal Family Educational Rights and Privacy Act (“FERPA”), which protects

the privacy of student information. No personally identifying information from a student’s education records

may be disclosed unless the student provides written consent or one of the FERPA exceptions permitting

disclosure without consent applies. Willful or unauthorized disclosure or tampering of records violates

University of Bridgeport’s policy and could constitute just cause for disciplinary action including termination of

employment regardless of whether criminal or civil penalties are imposed. For additional information, see the

University’s FERPA policy at Goodwin's FERPA policy page on behalf of the University of Bridgeport.

https://www.goodwin.edu/registrar/ferpa

Your signed acknowledgment of this Handbook, which includes our non-disclosure agreement is a condition of

your employment and indicates your acceptance of the non-disclosure policy.

Care of Equipment

The University provides business equipment for you to carry out your job duties and responsibilities. It is

expected that you be familiar with the equipment and follow established instructions for the proper handling

and preventive maintenance of any equipment used. No property may be removed from the premises without

prior management authorization. Immediately report lost, broken, or damaged property to your supervisor.

Any equipment that you would like to bring to work, for example office furniture, office décor, desk chairs etc.

must have prior approval from the VP of Facilities and Technology before such equipment is brought to

campus.

Inspection of Personal Property

The University wishes to maintain a work environment that is free of controlled substances, alcohol, firearms,

weapons, explosives, or other improper materials. To this end, the University prohibits the possession, storage,

transfer, sale, solicitation, or use of such materials on its premises. The University expects and requires your

cooperation in administering this policy.

Desks, lockers, and other storage devices may be provided for your convenience but remain the sole property

of the University of Bridgeport. Accordingly, they, as well as any articles found within them, may be inspected by

any agent or representative of the University at any time, with or without prior notice. The University also

reserves the right to inspect packages which may be carried onto or off the premises.

Copyrights

The University and employees are legally required to comply with all copyright laws while performing work and

while using the University's systems. Users shall not use University of Bridgeport's computers or network to

copy, download, modify or distribute copyrighted materials except with the permission of the holder of the

Copyrighted materials include but are not limited to the following:

1. Music

2. Movies

Section 7: College Policies & Other Services

32| University of Bridgeport 2021-2022 Faculty Handbook

3. Literature

4. Photographs

5. Software

Noncompliance with copyright laws can expose the University and the responsible employee to civil and

criminal penalties. The University does not accept legal responsibility for copyright infringement by any staff

members, and any staff who do not comply with this policy and the copyright laws do so at their own risk and

assume any resulting liability and are subject to disciplinary action by the University. Staff members who

witness instances of copyright infringement are encouraged to bring it to the attention of Human Resources.

Injuries in the workplace

In the event of an emergency, call Campus Security, 203-576-4911, for assistance. Indicate the nature of the

problem, your identification and your specific campus location. Once the injured party is attended to and

transported, report the incident immediately. For additional information and procedures for responding to non-

emergency situations, please refer to Guidelines to Handling Injuries on Campus Policy.

Acceptable Use Policy

University of Bridgeport's information systems and resources (including computers, computer accounts,

printers, networks, software, electronic mail, Web pages, Webcam, audio and video conferencing, and the

telephone and voice mail systems) are for the use of University of Bridgeport students, faculty, and staff. Users

are encouraged to explore and use information systems and resources and to share their knowledge and

expertise with other University of Bridgeport users. Nevertheless, resources may not be used for commercial

purposes outside the scope of the University's mission. The provision of information systems and resources at

University of Bridgeport requires legal and ethical utilization by all users. The following list, though not covering

every situation, specifies policies and regulations that govern usage of information systems and resources at

University of Bridgeport.

Use of Computing Resources

All users must comply with federal and state laws and all University policies related to any copying and use of

computer software and electronic files. University of Bridgeport resources must not be used to violate the

terms of license agreements, copyright, or trademark laws.

In addition, other activities that threaten the integrity of the system or harm individual users are not allowed.

Prohibited activities include, but are not limited to:

• Falsifying your identity when sending a communication

• Tampering with, abusing, or otherwise damaging computer or telephone hardware or software. This includes

software or network tampering (hacking), such as attempting to crack or guess passwords, sending

anonymous mail, or “bombing” a mailbox with multiple copies of a message

• Running or installing any program or sending any mass communication that overloads or substantially

interferes with the proper operation of the computer system or network

• Overloading or substantially interfering with the proper operation of the University's network and computer

data storage

• Using the University's computers or network or the telephone system to transmit fraudulent, defamatory,

harassing, obscene or threatening messages or any communications prohibited by law

• Improperly or inaccurately stating or implying the University's sponsorship or endorsement of any

communications, including anything contained on a personal web page on the University's computers or

network

• Participating in or signing up for activities, the cost of which will be charged to the University, without

obtaining the University’s prior authorization

Users who publish web pages or similar information resources on the University computers or computer system

shall take full responsibility for what they publish, shall abide by this policy and other University policies, shall

comply with all applicable laws, and shall not publish commercial advertisements without prior written

authorization.

Section 7: College Policies & Other Services| 33

Security and Privacy

University of Bridgeport computer and telephone systems are vital to the academic mission of the University.

To protect the safety and security of these systems, you must only use your account. You are responsible for all

use of your account and may not authorize anyone else to use your account. You must take all reasonable

precautions, including password maintenance and file protection measures to prevent its unauthorized use.

You must log in only to your own account, except for extraordinary situations where faculty or staff receive

permission to access another person's account from Human Resources or the network administrator. In all

other circumstances, you may not use another person's password or otherwise seek to gain access to another

user's account.

Within means available, every member of the faculty, staff and student-body must take personal responsibility

for maintaining the security of institutional records. Institutional records include all matters pertaining to

personnel, payroll, registrar, admissions, financial aid, development, medical records, security reports,

financial data and other information of a privileged and private nature.

No one has the right or authority to extend his/her own established range of access to computer records. You

must not attempt to modify the system facilities or attempt to crash the system. You must not attempt to

subvert the restrictions associated with your computer accounts. You must not tamper with any software

protection placed on any computer applications. You must not modify or delete data in a University data base

without authority.

Privacy: The University acknowledges its obligation – within the limitations of this policy and its ability – to

respect the privacy of users' electronic files and communications on the University's information systems and

resources. All system administrators shall respect the privacy of users and shall comply with the terms of this

policy.

Nevertheless, individual users of information systems and resources should be sensitive to the inherent

limitations of shared network resources. No computer security system can absolutely prevent unauthorized

persons from accessing stored information and the University cannot and does not guarantee the privacy or

confidentiality of stored information or electronic communications.

The University has the right to monitor and access a user's communications, files, stored information and use

of the system only under the following limited circumstances:

• When the user has consented or has voluntarily made information or communications accessible to the

public, as by posting them to a web page or listserv.

• When necessary to maintain University business functions and the employee is no longer with the

University, is suspended, or is otherwise unavailable.

• When required by law or by University policies or regulations, as reflected in the Information for Faculty, the

Employee Handbook, or the Student Handbook;

• When necessary to protect the integrity, security and proper functioning of the University's computers and

networks or to protect the University from liability.

• When necessary to enforce this policy or other University policies and regulations, as reflected in the

Information for Faculty, the Employee Handbook, or the Student Handbook, including the University's sexual

harassment policy and anti-discrimination policies, and to investigate when there is reasonable cause to

believe that any of those policies or any state or federal laws has been or is being violated. A user's

communications or files will be accessed for this purpose only with the prior approval of the Vice President,

Facilities and Information Technology or their designee, and Human Resources, in consultation with the

appropriate Senior Administrators.

• If the University monitors or accesses a user's files or communications, it will respect information and

communications that are privileged or otherwise protected from disclosure by law. Any monitoring or access

to a user's files or communications will be no more extensive than necessary to accomplish the business-

related purpose for which it is authorized under this policy.

Other Applicable Rules Laws

Users of the University's electronic resources, including E-mail communications, are subject to

University policies and other statements of conduct as published in the Student Handbook, Faculty Handbook,

and the Employee Handbook as well as all applicable federal and state laws. This Acceptable Use Policy does

not supersede existing University regulations and policies – including the University's non-discrimination and

34| University of Bridgeport 2021-2022 Faculty Handbook

sexual harassment policies – or the laws and regulations of the state of Connecticut and/or the United States

of America.

Consequences: System administrators shall have the right to temporarily suspend any user's access to the

system without notice where there is reasonable cause to believe such access poses a threat to the security or

proper functioning of the system or where it is necessary to comply with the law. Violations of this policy or any

other University rules on computer use will be considered grounds for removal of account and network

privileges, and where appropriate, other disciplinary action. The University may revoke a user's account and

network privileges for violations of law, of this policy or other University policies and regulations, only after

notice and opportunity to be heard. Other possible disciplinary action will be determined through referral to the

appropriate disciplinary authorities under existing University procedures.

Conflict of Interest Policy

This policy is designed to help directors, officers and all employees of University of Bridgeport identify

situations that present potential conflicts of interest and to provide you with a procedure that, if observed, will

allow a transaction to be treated as valid and binding even though a director, officer, or employee has or may

have a conflict of interest with respect to the transaction. Throughout your employment at the University,

conflicts of interests are to be avoided. For a full outline of circumstances deemed to create Conflicts of

Interests, please review the outline of this policy on the Goodwin Policy Website on behalf of the University of

Bridgeport.

Weapons Policy

You are not permitted to bring any weapon, or anything that is determined to be a weapon by Human

Resources, on campus, on University business or any at event sponsored by or related to University of

Bridgeport at any time or for any reason whatsoever. Any such weapon will be confiscated, and you will be

subject to discipline up to and including termination.

Internal Postings

We encourage employees to apply for new positions that are posted within the University. At UB, we promote

from within by continuing to meet the business needs of our employees and our campus. The following

requirements are implemented for any employee who is applying for a position internally:

• All employees are required to meet the minimum service requirement of 1 year at UB prior to posting for a

different position. Exceptions to this policy must be approved by department manager as well as the

department vice president.

• Before employees will be granted an interview, Human Resources will confirm with the current supervisor

that (s)he is aware of the posting.

• All internal applicants will be granted at least first round interviews, unless they fail to meet the minimum

requirements, in which case they will be informed as to why they were not selected for an interview.

• If the employee is hired, the transition date will be decided by both the employee’s current supervisor as

well as their new supervisor.

Safety

University of Bridgeport strives to provide a safe work environment for all employees. Safety is each employee's

responsibility and can only be achieved through teamwork and cooperation. Each employee must practice

safety awareness by thinking defensively, anticipating unsafe situations where possible and immediately

reporting unsafe conditions to his/her supervisor.

Campus Security and Reporting of Safety Concerns

The safety of students, employees and visitors is a paramount concern for the University of Bridgeport.

Uniformed Campus Security officers patrol the campus 24 hours a day, 7 days a week. Campus Security

emergency contact number is 203-576-4911. Security officers are available to provide escort service

anywhere on campus by calling 203-576-4913. For additional information, please see

http://www.bridgeport.edu/life/student-services/campus-safety

Section 7: College Policies & Other Services| 35

Parking

The University provides parking lots for the convenience of its students, visitors and employees. All vehicles

parking on campus property and/or parking lots are subject to policies and procedures listed below. Street

parking is also available. Street parking is subject to City of Bridgeport rules and regulations.

Vehicle Registration/Parking Permit

Each student and employee vehicle parking on or near campus (including without limitation in campus lots or

on city streets running near or through campus) must be registered with Campus Security. The owner/operator

must provide all required vehicular information, as well his/her contact information (the “Information”). The

owner/ operator is responsible for updating the Information. All vehicles must be legally registered and

properly insured. Campus Security shall provide each registered vehicle with a sticker which must be

prominently displayed on the vehicle.

Visitors may park their vehicles in campus lots for up to 12 hours. Any visitors parking in campus lots for longer

than 12 hours must register with Campus Security. Visitors are subject to all parking policies and procedures,

as listed above and below.

Towing

Campus Security, in accordance with Connecticut law, authorizes towing of unauthorized vehicles trespassing

on campus property and/or parking lots. A car is “unauthorized” and “trespassing” when it has been parked in

the same spot for 30 days or longer, unless signage/posting designates a shorter permissible period (e.g. signs

expressly prohibit overnight parking in the Campus Security lot).

Except as outlined below or otherwise posted, a vehicle may be parked in a designated parking lot for up to 30

days, after which the vehicle will be towed. No notice to the owner/operator is required before towing.

Similarly, Campus Security authorizes towing from campus property and/or parking lots, regardless of the

parking duration, in exigent/emergency circumstances and/or when a vehicle presents a safety hazard,

obstructs the orderly flow of traffic, or is parked in a restricted area as further described below. Examples

include, without limitation: obstructing access to a parking lot, dumpster, fire lane, loading dock, driveway or

University/University’s contractor’s equipment; parking a vehicle which creates a safety or environment hazard

due to leaky fluids, broken glass, flat tire, or general state of disrepair; leaving a vehicle unsecure, including

without limitation flat tires, substantial personal property in plain view, unlocked; or exigent circumstances

such as fires, flooding, emergency ingress/egress.

The University prohibits towing to and thereafter parking on University property when a vehicle has been

involved in an accident or otherwise damaged. Any such vehicle is subject to the towing policies described

above.

Abandoned Cars

The University may, in accordance with Connecticut law, contact the Bridgeport Police/Parking Authority to

remove any abandoned vehicle parked on city streets within the University campus, campus property,

surrounding areas, and/or campus parking lots. The Bridgeport Police/Parking Authority must handle these

situations pursuant to the statutory requirements of Conn. Gen. Stat. § 14-150.

On-Campus Handicapped Parking

The University, in accordance with State law, designates parking spaces for the physically handicapped as

close as possible to the appropriate building. In each parking lot, the University designates a certain number of

handicapped parking spots in proportion to the total number of spaces provided in that lot. Parking in these

spaces requires the appropriate permit(s). Violators will ticketed for the first three violations, and towed for the

third or subsequent violation in accordance with Connecticut law.

Restricted Parking Area

Vehicles are prohibited from parking in restricted areas, including without limitation: fire lanes, dumpster

zones, construction areas, loading docks, driveways, sidewalks and/or grass areas. Violators will be ticketed or

towed.

36| University of Bridgeport 2021-2022 Faculty Handbook

Special Parking Restrictions

The University may, in its absolute discretion and without notice, impose temporary or permanent parking

restrictions on campus parking lots, including without limitation special events, severe weather, maintenance,

or any removal deemed necessary by local state or federal law enforcement officials, fire officials or utility

emergency repair service operations.

Response to Towed/Abandoned Vehicle

If a vehicle is towed/abandoned, the violator should immediately contact Campus Safety for information

regarding towing/storage. Campus Security will, to the extent possible, provide the violator with contact

information for the towing service/garage. Reclaiming the vehicle is solely the violator’s responsibility,

including without limitation: locating the vehicle, paying all towing/storage fees, and signing all necessary

paperwork. Any issues must be addressed with the garage/service holding the vehicle. Connecticut law

provides a short period for reclaiming a towed vehicle; accordingly, the violator should attempt to do so

immediately.

Limitation of Liability

The University is not responsible for any damage to vehicles parked on campus property and/or parking lots,

including without limitation: theft, vandalism, or property damage. Students park at their own risk.

The University is not responsible for any damage to vehicles removed from campus, including without

limitation: towing, storage, or demolition.

Personal Telephone Use

Telephone calls are limited to University-related business, infrequent personal calls, and family emergencies.

You are required to charge all personal long-distance calls to either your home or cell phone number. Abuse of

this privilege is subject to disciplinary action.

Online Studies

Faculty members who teach online must be ensure that they have the skills needed to operate in the online

environment. New faculty members should discuss the requirements for online instruction with their Dean,

Program Director, or the Online Studies team. For more information, log into Canvas and refer to the Faculty

Support tab. This website also contains the Goodwin Online Teaching Manual on behalf of the University of

Bridgeport.

Surveys

It is prohibited for surveys to be developed or distributed to students or employees without express written

approval from Human Resources, the Office of Institutional Effectiveness or, in some cases, the Institutional

Review Board (IRB). All approvals must be received and signed prior to employees sending out survey.

Acknowledgment of Receipt and Understanding| 37

Please Read, Print, and Sign this page and return to Human Resources immediately

I acknowledge, understand and/or agree that:

• I have been given access to and reviewed the University of Bridgeport Faculty Handbook and understand it

is my responsibility to read the information outlined in the Handbook, ask any questions I may have

concerning its contents and comply with all policies and procedures.

• I acknowledge that my employment is at-will and that University of Bridgeport and I have the right to

terminate employment at any time, with or without cause or advance notice.

• The statements contained in the University of Bridgeport Faculty Handbook are intended to serve as general

information concerning the College and its existing policies, procedures, practices of employment and

faculty benefits.

• Nothing contained in the University of Bridgeport Faculty Handbook is intended to create (nor shall be

construed as creating) a contract of employment (express or implied) or to guarantee employment for a

definite or indefinite term.

• From time to time University of Bridgeport may clarify, amend and/or supplement the information contained

in the University of Bridgeport Faculty Handbook. As such, I understand that I must regularly check the

website to ensure compliance with recent policy changes.

• I grant University of Bridgeport, its representatives and employees the right to take photographs of me and

my property in connection with my employment. I agree that University of Bridgeport may use such

photographs of me with or without my name and for any lawful purpose, including, for example, such

purposes as publicity, advertising, and Web content.

Employee’s Name:

(Please Print)

Employee’s Signature:

Date Signed:

Authorized Witness:

Acknowledgment of Receipt and Understanding