Employee Handbook  Back to Camelweb Home
Employee Handbook
Table of Contents
Welcome to the Connecticut College Community!
College Policies
Employment Information
Leave Benefits
Salary and Wage Policy
College Resources and Facilities
Leaving Connecticut College
Glossary of Terms
Hourly Administrative Addendum
Salaried Administrative Addendum
Campus Safety Addendum
Dining Services Addendum
Physical Plant Addendum
Employee Handbook Printer Friendly Version
College Policies
 Equal Employment Opportunity
 Connecticut College is committed to the goal of achieving equal opportunity for all and, accordingly, does not discriminate on the basis of race; color; sex; sexual orientation; gender identity, expression and characteristics; age; religion; national or ethnic origin; visible or invisible disability; or status as a disabled veteran, or veteran of the Vietnam era. The College complies with federal and state legislation and regulations regarding non-discrimination. This policy applies to faculty and staff, applicants for faculty and staff positions, students and applicants for educational programs and activities. An employee has the right to file a grievance based on discrimination. Inquiries concerning this policy should be addressed to: Affirmative Action Officer, Fanning Hall, Connecticut College, 270 Mohegan Ave, New London, CT 06320 or the Assistant Vice President for Human Resouces and Professonal Development, Office of Human Resources, 270 Mohegan Avenue, New London, CT 06320.
 Retaliation Is Prohibited
 Connecticut College encourages reporting of all perceived incidents of discrimination or harassment. It is the policy of Connecticut College to investigate such reports. Connecticut College prohibits retaliation against any individual who reports discrimination or harassment or participates in an investigation of such reports.
 Affirmative Action
 Because the College believes that education can truly take place only in a setting that reflects the diversity of our society, it is of utmost importance that the College actively seek to recruit and retain employees with diverse experiences and backgrounds, including women and members of federally-defined minority groups (African Ancestry, Hispanic Ancestry, Asian Ancestry, American Indian/Native American Ancestry).
 Drug-Free Workplace Act and Prohibited Alcohol Related Activity
 The Drug-Free Workplace Act of 1988 requires employers receiving federal grants to (a) publish a statement to employees prohibiting specified drug-related activity in the workplace and notifying employees of the actions that will be taken against them for engaging in such activities; (b) make it a condition of employment for employees to abide by the prohibition, and (c) establish a drug-free awareness program. The Act requires employees convicted of a drug statute violation occurring in the workplace to notify the employer of such violation no later than five (5) days after conviction.
 In order to meet the requirements of the Federal Drug-Free Workplace Act of 1988, the following policy is a condition of employment at Connecticut College:
  The unlawful manufacture, distribution, dispensation, possession or use of a controlled substance is prohibited in and on any Connecticut College owned or controlled property. No employee will report to work while under the influence of illegal drugs. In addition, state law forbids the sale of alcoholic beverages without a valid permit and supplying alcohol to anyone under the legal drinking age of 21 years old. It is also against the law to serve alcohol to any individual who is or appears to be intoxicated. Any Connecticut College employee in violation of this policy will be subject to mandatory evaluation/treatment or disciplinary action up to and including dismissal. For additional information on Connecticut Statutes go to cga.ct.gov/2005/pub/titles.htm.
  In order to comply with Federal law, Connecticut College requires that an employee notify the Office of Human Resources within five (5) days of such conviction of any criminal drug statute for a violation occurring in the workplace. The College must notify any Federal contracting agency within ten (10) days of having received notice that an employee engaged in the performance of such contract has had any criminal drug statute conviction for a violation occurring in the work place. The College may take disciplinary action against any employee who is so convicted or require the employee to participate in a drug abuse assistance or rehabilitation program.
 In addition to the Federal requirements stated above, the College requires that an employee notify the Office of Human Resources within five (5) days after a conviction of any criminal drug statute for a violation occurring outside the workplace.
 Any employee who is involved in drug-related activity is urged to stop such activity voluntarily and to participate in one of the many counselling or rehabilitation programs available in our area or through the College's Employee Assistance Program. Information concerning programs is posted on the bulletin board outside the Office of Human Resources or can be found listed at the end of the annual publication of the College Policy on Drug Abuse or by calling the EAP at 800-225-2527 or 800-252-4555.
 Information on coverage for rehabilitation programs through our health insurance plan is available through the Office of Human Resources, your medical booklet, or by calling your medical insurance provider directly. All inquiries will be held in the strictest confidence.
 Timely Reporting of Crimes
 Federal regulation requires that employers receiving federal grants notify all employees that they are required to make a timely report of any crimes that they become aware of that are considered to be a threat to students and/or employees. The only exception to this requirement is pastoral or professional counselors, although they should encourage victims to report crimes on a confidential basis. Types of crimes that must be reported are criminal homicide, sex offenses, robbery, aggravated assault, burglary, motor vehicle theft, arson, liquor law violations, drug law violations, illegal weapons possession, and any other crime involving bodily injury where there’s evidence that the victim was intentionally selected because of the victim’s actual or perceived race; gender; religion, sexual orientation, ethnicity or disability.
 Staff Interaction with Students Policy
 Employees are expected to maintain professional relationships with students at all times. Unprofessional relationships between staff at Connecticut College and students in the College community are unacceptable because they interfere with the educational mission of the College and threaten the climate of trust, concern and respect to which the College is committed. If it becomes known that a staff member has violated this policy, the employee is accountable even if the relationship was begun consensually or was not initiated by the employee. It is the employee’s institutional responsibility to handle any situation with students in a professional manner. College staff are prohibited from entering student residences at any time unless engaged in work related duties. All interactions with students must be on a professional basis and related to employment as a College employee.
 Employees who violate this policy will be subject to disciplinary action up to and including termination of employment.
 Consensual Relationship Policy
 Consensual relations are romantic, amorous, and/or sexual relationships into which both parties have voluntarily entered. Even when both parties have consented to the development of a relationship, a consensual relationship between a supervisor and a subordinate raises serious concern about the validity of consent, conflicts of interest and unfair treatment of others.
 For this reason, consensual relationships, where a supervisory or evaluative relationship exists, are prohibited at Connecticut College. If a relationship occurs, the supervisor will bear the primary burden of accountability, and both employees will be subject to disciplinary action up to and including termination of employment.
 Consensual relationships between employees where there is not a supervisory relationship may also lead to work place difficulties, and therefore should be avoided. Where such a relationship exists, the person in the position of greater authority or power will bear the primary burden of accountability, and must ensure that he or she does not exercise any supervisory or evaluation function over the other person in the relationship.
 Employees should also be aware that consent does not preclude a subsequent charge of sexual harassment.
 Sexual Harassment
 Connecticut College does not tolerate sexual harassment. The College will take appropriate disciplinary action against those found to have committed sexual harassment, up to and including dismissal. This policy applies to all members of the community. Some members of the College community hold positions of authority that may involve the legitimate exercise of power over others. It is the responsibility of those individuals to use that power appropriately. Supervisors, in their relations with students and employees, must be especially aware that sexual motivations have the potential to cause conflicts of interest and the possible compromise of their evaluative objectivity.
 When through fear of reprisal, a student or staff member submits, or is pressured to submit, to unwanted sexual attention, the College's ability to carry out its mission is undermined.
 Sexual harassment is especially serious when it threatens relationships between supervisor and subordinate. In such situations, sexual harassment exploits unfairly the power inherent in a staff member's or supervisor's position. Through wage increases, recommendations for promotion and the like, a supervisor can have a decisive influence on a staff member's career at the College.
 While sexual harassment most often takes place in situations of a power differential between the persons involved, the College also recognizes that sexual harassment may occur between persons of the same College status. The College does not condone sexual harassment between or among members of the College community. This creates an unacceptable working or educational environment. Narrowly defined, sexual harassment may involve women being harassed by men, men being harassed by women and harassment between persons of the same sex. Unwelcome sexual attention constitutes harassment when:
  1. submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, admission to or participation in an academic program or college-sponsored activity; or
  2. submission to or rejection of such conduct is used as the basis for decisions affecting an individual's employment status or involvement in college-sponsored activity; or
  3. such conduct has the purpose or effect of unreasonably interfering with an individual's performance on the job or creating an intimidating, hostile or offensive work or social environment.
 Specifically, sexual harassment includes, but is not limited to, the following examples:
  1. Behavior which is inappropriate in the classroom, work place, or social setting which may create an environment that interferes with community life and/or the work performance of students or employees, particularly if engaged in by a person in a position of authority, such as the following:
      pressure for dates
    • sexually suggestive gestures
    • persistent following
    • verbal abuse of a sexual nature
  2. More serious examples of harassment:
    • letters, phone calls or interviews which explicitly discuss personal sexual matters
    • display of offensive, sexually oriented slides, photographs, transparencies, graffiti, etc. which are unrelated to course material or job requirements
    • touching, pinching or patting
    • pressure (requests) for sexual favors, especially by a person in authority
    • restriction of physical freedom
    • actual or attempted sexual assault
    • actual or attempted rape
 Closely related to the above narrow definition of sexual harassment, yet intellectually distinctive, is sexual discrimination. Broadly defined, sexual discrimination includes discrimination or discriminatory hostility against someone, or against a group, because of sexual identity or sexual orientation. Discrimination may take the form of repeated offensive behavior with hostile, abusive intent. Discriminatory behavior creates an intimidating and offensive work, study, and social environment.
 Any employee with a complaint of sexual harassment may report it to their supervisor, any manager in their division, the Assistant Director of Human Resources, the Vice President for Human Resources and Professional Development or the Affirmative Action Officer/Staff Ombudsman. The intake supervisor/manager must report the complaint to Human Resources.
 Non-Disclosure and Confidentially Statement
 The protection of confidential information is vital to the interests and success of Connecticut College and its employees. Employees who improperly use or disclose confidential information will be subject to disciplinary action, up to and including termination of employment, even if they do not actually benefit from the disclosed information. Examples of confidential information are: any private employee or student information such as social security number, date of birth, telephone number, address, etc. to those without a need to know. Any questions regarding release of information should be directed to the department head or the College's General Counsel.
 It is the responsibility of every staff member to keep confidential any information entrusted to him or her. Confidential information about Connecticut College, its faculty, students, or staff may not be discussed or copied without proper authorization.
 The Family Education Right and Privacy Act (FERPA) of 1974 protects the privacy of student educational records and gives students the right to inspect and review their records. Under FERPA, personally identifiable information from student records generally cannot be disclosed without the student's consent. More detailed information about the proper handling of student records can be found in a document entitled "Connecticut College Policy Statement on Education Records of Students," which is available from the Office of the Registrar and on the College's web site. If you have any questions or concerns about disclosure of information from student records, refer to that Policy Statement or consult with the College's General Counsel.
 The Connecticut College Faculty, Staff and Student Directory and other similar publications must be treated as internal resources, not public information. Neither the directories nor the information in them may be released without permission.
 Right to Know
 Connecticut College makes every effort to advise employees about the dangers of exposure to harmful agents and hazardous substances in compliance with Federal and State regulations. You have the right to request information regarding the composition of any substance or material that you believe is toxic, carcinogenic, hazardous, or otherwise harmful. You may request such information from the Director of Environmental Health and Safety or on the Connecticut College web page by selecting Environmental Health and Safety and accessing Connecticut College MSDS Database listed on that page.
 Conflict of Interest
 This policy defines the principles governing the identification and reporting of conflicts of interest that involve employees of the College. An actual or perceived conflict of interest occurs when there is a divergence between one's private interest and his/her obligations to the College such that an independent observer might reasonably question whether the individual's actions or decisions are determined by considerations of personal gain or avoidance of loss on the part of the individual (or members of his/her immediate family) that may relate to College programs, research, use of facilities,or use of external or internal funds. In general, no employee may use his/her position with Connecticut College for personal profit or other personal advantage, participate in an decision that might affect any personal interest of the employee, or pursue any personal interest the promotion of which is fundamentally inconsistent with the best interests of the College. An employee shall be considered to have a conflict of interest if:
  1. The employee has existing or potential financial or other interests which impair or might reasonably appear to impair an independent, unbiased judgment in the discharge of his or her responsibilities to the College; or
  2. The employee is aware that a member of his or her family (which for purposes of this paragraph shall be a spouse, domestic partner, parent, sibling, child, any other relative if the latter resides in the same household as the employee, and/or any person to whom the employee is providing substantial financial support) or any organization in which the employee (or member of his or her family) is an officer, director, employee, member, partner, trustee, or controlling stockholder, or has such existing or potential financial or other interests.
 Employees shall neither solicit nor accept gratuities, favors or anything of monetary value from vendors doing business with the College or vendors having the potential to do businees with the College. Monetary value is defined as any gift (including but not limited to meals, lodging, travel expenses, etc.) or collection of gifts with value of $50 or more received during any twelve-month period from an individual or entity or associated group of individuals or entities. Employees may accept food or refreshments of nominal value provided or paid for by a vendor at a meeting, conference or seminar related to their professional development or training. They may also attend such gatherings at which the registration fee for all attendees is paid by a vendor provided such fee is limited to covering the costs associated soley with the education or training component of the program.
 No employee, officer, or agent shall participate in the selection, award or administration of a contract in which Federal funds are used in which, to the employee's knowledge, the employee, the employee's immediate family member, partner(s), or an organization in which the employee, the employee's immediate family member or partner(s) has a financial interest, or is negotiating or has any arrangement concerning prospective employment.
 All conflicts should be avoided and if they arise, should be disclosed promptly in writing to a supervisor or senior administrator. Should an employee have any doubt about a potential conflict, the employee should disclose such potential conflict as described above. Failure to Disclose: If the supervisor or senior administrator has reasonable cause to believe that an employee has failed to disclose an interest that could present or give rise to a conflict,he/she shall inform the employee of the basis for that belief and give the employee an opportunity to explain the alleged failure to disclose. If, after hearing the response of the employee and making such further investigation as may be warranted in the circumstances, the supervisor or senior administrator determines that the employee has in fact failed to disclose such an interest, the supervisor or senior administrator shall take appropriate action which could include suspension or termination.
 Intellectual Property and Technology Transfer Policy
 This policy applies to all full and part-time faculty members, administrative officers, staff members, and students engaged in teaching, research, study, or other forms of activity within the college or in connection with any college program. Individuals who are not employees or students of the college will be required to assign patent rights to the college, or execute an agreement covering patent rights, before being permitted to use facilities, equipment, or employee or student time, or to process grants through the College.
 The term "intellectual property" refers to inventions, and the patents and copyrights that reserve rights to them. The term "technology transfer" refers to the commercialization of such intellectual property. The term "inventions" will be used to include inventions, creations, new processes, innovations, etc. The term "inventor" signifies the individual(s) who invents, creates, authors, innovates, etc. with respect to inventions. Reflecting a nation-wide trend, the emphasis of this policy is not whether the invention is patentable or copyrightable, but rather, an equitable determination of ownership and reward. Such determination will be based upon the level of contribution(s) of the parties, with the understanding that this policy is not meant to reverse the traditional ownership of, for example, a poem, scholarly work, or painting by the creator.
 The objective is to promote the creativity of the entire college community and to reflect the actual contributions of inventor(s) and the institution in determinations of the rights of ownership, use and the distribution of equity interests.
 Procedure with Respect to Patents and Copyrights
 The development of a work of intellectual property, including computer software or hardware, of seemingly patentable or copyrightable nature should be reported fully and in writing, at the earliest time possible, to the `Dean of the Faculty. S/he promptly will consult with the inventor in considering all aspects of the invention, including but not limited to the extent to which the college resources have been used; and in determining issues of ownership, patent and copyright, technology transfer, and the distribution of potential proceeds. It is anticipated that in most cases a swift and amicable agreement will be reached.
 Should such agreement not be reached, an ad-hoc committee comprised of one individual selected by the Dean of the Faculty, one individual selected by the inventor, and one individual agreed to by both parties, will be appointed. Committee members will have knowledge about the particular field and/or intellectual property issues and will have no personal interest in the matter at hand. It will be the function of the committee to review the circumstances attending the invention, including the prior investment of College resources, and make recommendation to the Dean of the Faculty for final decision.
 All considerations and recommendations with regards to intellectual property issues as noted above, in situations that do not involve prior agreements with government agencies or private sponsors, shall be informed by the following categorical guidelines:
  Category I - In cases where no use has been made of college facilities, equipment or employee and/or student time; or in traditional cases involving, for example, the creation of a poem, scholarly work, or painting, the college will have no claim of equity. In cases where it applies, the inventor is at liberty to pursue patent negotiations independently. However, in such cases the name of the college may not be used in connection with inventions in which the college has no equity interest without prior written permission.
  Category II - In cases of normal use of college facilities, equipment, or employee and/or student time devoted to the development of the invention the college will be deemed to have a 40% of gross equity interest in the invention.
  Category III - In cases of significantly above normal use of college facilities, equipment, or employee and/or student time or college contributions, including additional salary, devoted to the development of the invention the college will be deemed to have a 60% of gross equity interest in the invention.
 To assist in determinations such as those indicated above, the inventor(s) may wish to maintain a diary noting actual date, time and usage of institutional resources.
 Exploitation and Administration of Inventions
 With regards to inventions that the Dean of the Faculty concludes fall into Categories II or III above, by mutual agreement with the inventor the college may submit the invention to the not-for-profit Research Corporation Technologies of Tucson, Arizona for review, analysis and, potentially, marketing of the invention. If assignment of the invention is acceptable to Research Corporation, it will file and prosecute patent applications and commercialize the invention through licensing of the patent rights, bearing all normal costs in accordance with its agreement with the college. In such cases, the income returned shall be divided between the inventor and the college in accordance with the category determined above.
 If Research Corporation does not choose to accept assignment, or the inventor and the college do not agree to submit the invention to Research Corporation, the college and the inventor may discuss whether either party, or both parties together, should market the invention. In such cases the party assuming start-up costs for the prosecution and commercialization of the invention, will recover such costs. After recovery of those initial costs any income shall be divided between the inventor and the College in accordance with the category determined above.
 At all of the decision-making points as outlined above, decisions by both the inventor and the college must be made in a prompt and timely manner and communicated completely, in writing, to the other party.
 Priority of Claims by Government Agencies and Private Sponsors
 In the event that a grant or contract from a government agency or private sponsor contains provisions for the disposition of the rights to invention, those provisions must prevail and the college must carry out its commitments under the terms of such grants and contracts.
 Through its Intellectual Property and Technology Transfer Policy, Connecticut College has positioned itself to be a supportive partner to all those covered by the policy. As in similar matters, the college encourages individuals to err on the side of disclosure for the protection of both the college and the individual.
 Political Activities
 When endorsing or opposing a candidate for political office or taking a position on an issue for the purpose of assisting or opposing a candidate, individuals and groups associated with Connecticut College should make it clear that they are speaking only for themselves and not for the College.
 You may freely take part in partisan political activities on your own time, but you must not do so at the expense of your regular responsibilities to the College and its students.
 Connecticut College's name or insignia or other resources (for example: email, website, stationary) cannot be used for political purposes, including soliciting funds for political support or carrying on a political campaign.
 College addresses, including those of departmental offices of faculty or staff, must not be used as mailing addresses for political campaign purposes. You may not, and should not, be asked to perform tasks related to partisan political activities while on duty at the College. Campus-based organizations, no less than other organizations, should note that they are subject to local, state, and federal laws, and that they bear responsibility for compliance with them.
 Policy Against Workplace Violence
 Statement of Policy
 Acts or threats of physical violence, including intimidation, harassment, and/or coercion, that involve or affect Connecticut College or that occur on Connecticut College property or in the conduct of Connecticut College business off Connecticut College property, will not be tolerated. This prohibition against threats and acts of violence applies to all persons involved in Connecticut College operations, including, but not limited to, Connecticut College personnel, contract workers, temporary employees, and anyone else on Connecticut College property or conducting Connecticut College business off Connecticut College property. Violations of this policy, by any individual, may lead to disciplinary and/or legal action as appropriate.
 This policy is intended to provide a safe workplace; it is not intended to create any obligations beyond those required by law.
 Workplace Violence: Is any intentional conduct that is sufficiently severe, offensive, or intimidating to cause an individual to reasonably fear for his or her personal safety or the safety of his or her family, friends, and/or property such that employment conditions are altered or a hostile, abusive, or intimidating work environment is created for one or more Connecticut College employees.
 Workplace violence may involve any threats or acts of violence occurring on Connecticut College premises, regardless of the relationship between Connecticut College and the parties involved in the incident. It also includes threats or acts of violence that affect the business interests of Connecticut College or that may lead to an incident of violence on Connecticut College premises. Threats or acts of violence occurring off Connecticut College premises that involve employees, agents, or individuals acting as a representative of Connecticut College, either as victims of or active participants in the conduct, may also constitute workplace violence. Specific examples of conduct that may constitute threats or acts of violence under this policy include, but are not limited to, the following:
  • Threats or acts of physical or aggressive contact directed toward another individual;
  • Threats or acts of physical harm directed toward another individual or his/her family, friends, associates, or property;
  • The intentional destruction or threat of destruction of Connecticut College property or another employee's property;
  • Harassing or threatening phone calls;
  • Unauthorized surveillance;
  • Stalking;
  • Veiled threat of physical harm or similar intimidations;
  • Any conduct resulting in the conviction under any criminal code provision relating to violence or threats of violence that adversely affects Connecticut College's business interests.
 Workplace violence does not refer to occasional comments of a socially acceptable nature. These comments may include references to legitimate sporting activities, popular entertainment, or current events. Rather it refers to behavior that is personally offensive, threatening, or intimidating.
 Any person who engages in a threat or violent action on Connecticut College property may be removed from the premises as quickly as safety permits and may be required, at Connecticut College's discretion, to remain off Connecticut College premises pending the outcome of an investigation of the incident.
 When threats are made or acts of violence are committed by an employee, a judgment will be made by Connecticut College as to what actions are appropriate with respect to that employee, including potential medical evaluation and/or disciplinary action up to and including discharge.
 The individual may also be declared "Persona Non Grata" and be barred from Connecticut College premises.
 Important Note: Connecticut College will make the sole determination of whether, and to what extent, threats or acts of violence will be acted upon by Connecticut College and whether such matters will be referred to law enforcement authorities. In making these determinations, Connecticut College may undertake a case-by-case analysis in order to ascertain whether there is a reasonable basis to believe that workplace violence has occurred. No provision of this policy alters the at-will nature of employment at Connecticut College.
 Use of Campus Facilities and Resources
 It is expressly forbidden for employees to engage in or otherwise contract or conduct personal business before, during, or after working hours in College facilities. The College liability insurance carrier expressly prohibits the use of campus facilities for other than College business except through official arrangement. Use of College letterhead for personal business is prohibited.
 Pets in the Workplace
 Pets are not allowed in the workplace except where needed for handicap assistance. Contact the Manager of Occupational Health for approval.
 Connecticut College is dedicated to providing a healthy environment for our faculty, staff and students. The Environmental Protection Agency (EPA) has declared secondhand cigarette smoke a potent human carcinogen that poses great health risks. The EPA has also concluded that environmental tobacco smoke (ETS) should be designated a "Group A" carcinogen.
 Given the documented risk of secondhand smoke, smoking is prohibited inside all College buildings. It is also prohibited within 20 feet of all College building exterior doorways.
 All employees share the responsibility for adhering to this policy and cooperating in its enforcement. Any concerns should be brought to the attention of the employee's supervisor or the Office of Human Resources.
 Environmental Concerns and Sustainability Issues
 In 1997, Connecticut College became a signatory of the Talloires Declaration, a pledge taken by university leaders from around the world to put their resources towards creating "an equitable and sustainable future for all humankind in harmony with nature." Sustainability has been defined as human activities that do not deplete or degrade natural resources upon which present and future populations depend.
 Connecticut College recognizes that restoring balance between human health, economic viability and ecosystem well-being is the means of achieving greater stability of social and natural systems. To this end, all departments and all individuals within the college are asked to incorporate ideals of sustainability into everyday choices, including purchasing, transportation, energy and water usage and disposal of waste.
 The College acknowledges its responsibility to teach environmental stewardship, not just in the classroom, but in all campus operations as well. By striving to make operations more efficient and environmentally-sound, Connecticut College can serve as an environmental model while also saving money and resources.
 All members of the college are enlisted to do their part by REDUCING consumption, REUSING whenever possible and lastly, disposing of waste by RECYCLING designated materials and putting hazardous material in its place.
 Questions and concerns regarding sustainability issues may be directed to the Campus Environmental Coordinator. For regulatory and hazardous waste issues, contact the Director of Environmental Health & Safety.
 Policy on the Reduction of Paper Use
 Connecticut College recognizes the need to disseminate information in a cost-effective and environmentally-sound way. In efforts toward these ends, all forms of paperwork, news bulletins and correspondence should be processed according to these guidelines:
  • Whenever practical and possible, internal communications should be accomplished via electronic mail, CamelWeb and existing publications such as Source, the Daily CONNtact and the College Voice. This includes all offices and academic programs.
  • The use of recycled and reused paper is encouraged. Letters and essays should be condensed by printing on both sides, single-spaced where appropriate.
  • The number of press runs of all publications should be evaluated to be consistent with actual need. These include newsletters, brochures, phone books and class hand-outs.
  • Announcements that are not urgent or essential for each person to receive their own printing should be circulated within a department, rather than multiple copies being sent. Similarly, faculty, staff and students should share documents whenever feasible.
  • Mailers should send written communications only to those individuals who specifically need the information rather than send all-campus stuffings, which are discouraged.
  • Reusable campus envelopes or a self-mailer design should be used when practical.
  • Departments and clubs are asked to limit the number of posters printed to 25 or fewer. Posters must be removed as soon as their information is no longer pertinent.
These guidelines were written with the best interest of the college and the environment in mind. They are intended not to place undo burden on any department, and to see that the effective flow of information is not impaired. If undertaken conscientiously by all members of the college, these policies will save dollars, labor and natural resources.
 Parking Regulations
 In compliance with the Parking Committee regulations, all cars must display a parking permit, which may be obtained from the Campus Safety Office in Nichols House.
  A 15 mile-per-hour speed limit is enforced on campus. Pedestrians and bicyclists always have the right of way. Parking is restricted to designated areas only. All other areas are subject to tickets and/or towing.
 Handicap Parking
 Telephone Usage
 Short-term temporary handicap parking (one week of duration or less) can be obtained from the Campus Safety Office at Nichols House. To obtain longer-term temporary handicap parking (usually one month or less) contact the Manager of Occupational Health at the Student Health Center. Those needing permanent handicap parking arrangements must apply for handicap status through the State. Handicapped Parking Permit applications are processed by the State Department of Motor Vehicles. A permanent handicapped parking permit is valid for five years; temporary permits are valid for no more than six months. Your physician must certify on the application form that your disability or medical condition qualifies you to receive a permit. To obtain an application form, call the Department of Motor Vehicles Office nearest you.
 Employees are to keep both incoming and outgoing personal calls to a minimum so that business calls can be put through promptly and to prevent disruption of their work. Whenever possible, use pay telephones or personal cell phones for personal calls. If a personal long-distance call must be made, you are required to identify the cost of the call and must reimburse the College.
 Staff personnel needing a telecommunications device for the deaf (TDD) should contact the Manager of Wellness & Occupation Health located in the Human Resources Office at ext. 2793.
 Solicitation & Distribution of Literature
 Solicitation or distribution of solicitation material by employees of Connecticut College during working time is prohibited. As used in this policy, "working time" includes all time for which an employee is paid and/or scheduled to be performing services for Connecticut College; it does not include periods in which either the employee is not, and is not scheduled to be, performing services or work for Connecticut College. The general public and campus visitors are not allowed to solicit or distribute literature on College property without prior written authorization from the President's Office.
 Exceptions to this solicitation rule are made for the annual campus United Way campaign and Connecticut College institutional solicitations in accordance with past practice or any distribution of materials protected by law.