UConn is committed to fostering a multicultural and inclusive workplace that recognizes and embraces the unique talents and contributions of our diverse workforce.
Diversity, one of UConn’s core values, is embedded in all aspects of the employment process.
Please review the required notices and policy statements below prior to searching UConn job listings.
GET TO KNOW US!
UConn is one of the top public research universities in the nation, with more than 30,000 students pursuing answers to critical questions in labs, lecture halls, and the community. Knowledge exploration throughout the University’s network of campuses is united by a culture of innovation. An unprecedented commitment from the state of Connecticut ensures UConn attracts internationally renowned faculty and the world’s brightest students. A tradition of coaching winning athletes makes UConn a standout in Division l sports and fuels our academic spirit. As a vibrant, progressive leader, UConn fosters a diverse and dynamic culture that meets the challenges of a changing global society.
CLERY COMPLIANCE STATEMENT
The Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (Clery Act)
The University of Connecticut Police Department invites all prospective University employees, current employees and students to read the Annual Security and Fire Safety Report and the compilation of criminal incidents charged or alleged on campus grounds “crime log”. These reports are prepared in cooperation with many departments throughout the university along with local law enforcement agencies. These entities provide updated information on their educational efforts and programs to comply with the Clery Act. Written copies of the report may be requested from the UConn Police Department. Visit clery.uconn.edu for additional information.
Commitment to Diversity, Inclusion and a Respectful Workplace
UConn is committed to providing equal employment opportunities to all its employees and applicants for employment. All applicants will receive consideration for employment without regard to race, color, ethnicity, religious creed, age, sex, marital status, national origin, ancestry, sexual orientation, genetic information, physical or mental disabilities (including learning disabilities, intellectual disabilities, past/present history of a mental disorder), prior conviction of a crime (or similar characteristic), workplace hazards to reproductive systems, gender identity or expression, or other factors which cannot lawfully be the basis for employment actions.
Accommodations for Applicants with Disabilities
Applicants with disabilities may request reasonable accommodations under the American with Disabilities Act (ADA). Accommodations are available to help applicants complete application materials and also during the interview and hiring process itself. The University engages in an interactive process with each person making a request for accommodations and reviews the requests on an individualized, case-by-case basis. Please contact ADA Case Manager at 860-486-2036 or via e-mail at Ryan Bangham to request an accommodation.
UConn respects the commitment of applicants and employees who have served in the armed forces and values their skills and abilities. The University has dedicated efforts to actively recruit, employ and support veterans as members of the UConn community. The University of Connecticut is committed to the recruitment of veterans for employment and promotion throughout the University and ensures accommodation for veterans with disabilities.
For questions related to the University’s non-discrimination policies, please contact: the Department of Human Resources at 860-486-3034 or via e-mail at email@example.com or the Office of Veteran Affairs and Military Programs at 860-486-2442 or via e-mail at firstname.lastname@example.org.
AMERICANS WITH DISABILITIES ACT COMPLIANCE & ACCOMMODATIONS
The Department of Human Resources Americans with Disabilities Act (ADA) Accommodations Case Manager is charged with processing and facilitating requests for employee ADA accommodations. If you believe you may need an accommodation, or if you are a supervisor or manager who has been presented with a request for an accommodation, please contact the ADA Case Manager, Ryan Bangham, and/or visit our page on Employee Accommodations. See the guide to HR’s Reasonable Accommodations Process. Students who require an accommodation in the academic setting should contact the Center for Students with Disabilities. Please feel free to contact the ADA Case Manager at (860) 486-2036 or via e-mail at email@example.com for further assistance.
When in doubt, please do not hesitate to contact the ADA Case Manager for advice.
ADA Case Manager
Download a PDF copy of:
Policy Statement: People with Disabilities
Request for Reasonable Accommodations Form
Release of Medical Information Form
Important Changes to the ADA
ADA Accommodations Process Flowchart
University of Connecticut Committee on Access and Accommodations
The University of Connecticut is committed to providing equal educational and employment opportunities and achieving full participation for all members of the University community, including persons with disabilities. The University of Connecticut Committee on Access and Accommodations will focus on assuring that the University as a whole is positioned to meet this goal, including regional campuses, the School of Law, and the School of Social Work. The Committee’s primary focus is to promote ongoing assessment and awareness of goals, needs, and requirements related to access and accommodations at the University. It will consider a range of compliance issues with the Americans with Disabilities Act (ADA) and its amendments and other legislation related to disabilities and accommodations. It serves to facilitate coordination across all of the units and offices that have a role in assuring appropriate access and accommodation in University services and activities. The Committee also serves to continuously improve the University’s efforts to ensure equal access and provide reasonable accommodations to persons with disabilities by identifying best practices and developing approaches to implement them, and devising and facilitating solutions to problems.
Discrimination Complaint Procedures
OIE encourages all members of the University community to partner in ensuring an environment free of discrimination at all University-related activities and in the working and learning environment. The University forbids all forms of disability discrimination, including the failure to provide reasonable accommodations and discrimination or harassment based on physical or mental disabilities. To that end, incidents of discrimination or discriminatory harassment (including disability discrimination, and failure to provide a reasonable accommodation) by University employees should be reported to OIE at (860) 486-2943 or via e-mail at firstname.lastname@example.org. To facilitate the internal resolution of complaints, OIE encourages persons needing to file a complaint to complete a Discrimination and/or Discriminatory Harassment Complaint Form as soon as possible. For information regarding the discrimination complaint process, please review OIE’s complaint procedures and flow chart regarding its process. Additionally information about reporting complaints of discrimination and/or discriminatory harassment can be obtained by calling a member of OIE at (860) 486-2943 or by contacting the University’s ADA Coordinator:
Associate Vice President, Title IX Coordinator and ADA Coordinator
Office of Institutional Equity (OIE)
241 Glenbrook Rd., Unit 4175
Storrs, CT 06269
Tel: (860) 486-2943
Civil Rights Enforcement Agencies
The U.S. Department of Education, Office for Civil Rights (OCR) enforces several Federal civil rights laws that prohibit discrimination in programs or activities that receive financial assistance from the U.S. Department of Education. OCR is also responsible for Title II of the Americans with Disabilities Act (ADA) of 1990 which prohibits disability discrimination by all public entities.
The Equal Employment Opportunity Commission (EEOC) enforces Federal laws prohibiting discrimination in employment on the basis of race, color, sex, pregnancy, genetic information, religion, national origin, age, or disability, as well as retaliation protections for persons complaining of discrimination or participating in the investigation of discriminatory activity. These laws prohibit discrimination in the job application and hiring process, and in the context of terminations, promotions, trainings, wages, or any other terms, privileges or conditions of employment.
The Connecticut Commission on Human Rights and Opportunities (CHRO) enforces state laws prohibiting discrimination in employment, housing, public accommodations, and credit transactions. The mission of the CHRO is to eliminate discrimination through the enforcement of civil and human rights laws and to further the goals of equal opportunity and justice for all persons within the state through advocacy and education. Connecticut law provides protections against discrimination on the basis of age, ancestry, color, race, criminal record, genetic information, disability, national origin, religion, sex, pregnancy, sexual orientation, gender identity or expression, or workplace hazards to reproductive systems, as well as retaliation protections for whistleblowers and persons complaining of discrimination or participating in the investigation of discriminatory activity.
The U.S. Department of Labor administers a variety of federal labor laws including those that guarantee workers’ rights to safe and healthful working conditions, a minimum hourly wage, and overtime pay. The Department of Labor is also responsible for enforcing comprehensive federal labor laws in areas such as record keeping, youth and special employment, family and medical leave, migrant workers, lie detector tests, protections in certain temporary worker programs, and the prevailing wages for government service and construction contracts. The Connecticut Department of Labor is responsible for a number of state labor programs, including unemployment insurance, wage and workplace standards, and the Connecticut Family and Medical Leave Act.
For more information about other entities that enforce state and federal non-discrimination laws, please go to the Connecticut Commission on Human Rights and Opportunities, the U.S. Department of Justice or to the U.S. Commission on Civil Rights.