All requests for expense reimbursement require the following approvals: Employee’s supervisor Principal Investigator and/or individual with spending approval authority whenever grants are the funding source. Expenses that are noted as requiring additional and/or prior approval must be in accordance with the following Additional Approval Matrix. Access your campus Additional Approval Matrix at the…
Type: Book page
"The centralization of UPST coincided with the creation of the Massachusetts Innovation Voucher Program (MIVP) – also launched 5 years ago - which brought the Research Cores of all 5 campuses together to manage. The partnership of the 5 campus Core Operations for 90+ Facilities, coupled with a strategic partner from UPST familiar with all the campus activity, allowed us the transparency to build…, How have these savings impacted Research Core Facilities or UMass Chan as a whole?, Any recognized savings within a Core Facility allows those dollars to be used in other areas of investment be it purchasing an added piece of equipment or allowing for additional technology., How do you see these savings translating into tangible benefits for Chan students and faculty?, Per above, any savings within a Core allows us to provide additional services or products , Looking forward, what opportunities do you see for further savings or cost efficiencies?, By utilizing the 5-campus Cores Committee and our UPST Partner, the Cores have visibility to ensure large instrument purchases are leveraging our dollars and complementing the technology for our researchers. All UMASS researchers have access to any campus, so ensuring we are supplementing instrumentation rather than duplicating is key to maximizing our spending.
Type: Basic page
Doc. T92-034, as amended, Passed by the Board of Trustees on June 3, 1992 Latest revision: February 23, 2011 The University of Massachusetts is committed to a policy of equal opportunity without regard to race, color, religion, gender, gender identity or expression, age, sexual orientation, national origin, ancestry, disability, military status, or genetic information in employment, admission to and participation in…
Type: Book page
Doc. T92-035, as amended , Passed by the Board of Trustees on June 3, 1992 Latest revision: February 23, 2011 The Board of Trustees affirms its commitment to maintaining an academic environment in which all individuals benefit from each other's experiences through pluralism, mutual respect, appreciation of divergent views, and awareness of the importance of individual rights. To this end, we reassert the importance of…
Type: Book page
Doc. T92-036, as amended, Passed by the Board of Trustees on June 3, 1992 Latest revision: February 23, 2011 The Board of Trustees denounces intolerance which interferes with those rights guaranteed by law or policy, and insists that such conduct has no place in a community of learning. We also recognize the obligation of the University to protect the rights of free inquiry and expression, and nothing in the Resolution in…
Type: Book page
Doc. T93-054 , Passed by the Board of Trustees on June 2, 1993 Emeritus Status is available only to those faculty who have permanently retired from the University. Normally, it shall be granted only to those with ten or more years of service to the University and who have attained the rank of full professor. Emeritus status shall be awarded by the Campus Chancellor only upon recommendation by the Provost.
Type: Book page
Doc. T93-079, Appendix 1, as amended, Passed by the Board of Trustees on August 10, 1994 Latest revision: October 7, 1998 This policy is intended to establish parameters for workforce redesign/staff reduction and applies to all exempt and non-exempt employees on the Worcester campus except faculty and those employees covered by an effective collective bargaining agreement. The termination of non-unit employees due to a workforce…, Doc. T93-079, Appendix 1, as amended | Workforce Redesign/Staff Reduction Policy for Non-Unit Staff, Passed by the Board of Trustees on August 10, 1994 Revised: October 7, 1998
Type: Book page
Doc. T93-080, Passed by the Board of Trustees on August 11, 1993, I. Purposes of Review Process for President and Chancellors, In addition to informal discussions between members of the Board of Trustees and the President, and between the President and campus Chancellors, a more formal, structured review and evaluation of the President and Chancellors approximately every five years serves several purposes. Such a process provides the Board of Trustees with an assessment of how effectively these administrators are guiding…, II. Review and Evaluation of the President, The Board of Trustees shall conduct a review and evaluation of the President of the University twenty-four to thirty-six months following initial appointment and every five years thereafter or as otherwise deemed appropriate by the Board. The Chair shall appoint a Presidential Review Committee, consisting of either (1) one member of each of the standing committees of the Board, which members may…, III. Review and Evaluation of Chancellors, The President shall provide for a review and evaluation of each campus Chancellor twenty-four to thirty-six months following initial appointment and every five years thereafter, or as otherwise deemed appropriate by the Board of Trustees or the President. The President may conduct the review or may make arrangements for one or more outside consultants to assist in the review and evaluation of the…, IV. Review and Evaluation of Vice Presidents, The President shall conduct a review and evaluation of each Vice President at least every five years, or as he deems appropriate, or as directed by the Board of Trustees. In the reviews, the President shall seek the appraisals of the Chancellors, appropriate Vice Chancellors of the campuses, members of appropriate Trustee committees and the other Vice Presidents. The Vice President may submit a…, V. The Evaluation of Vice Chancellors, Provosts and Deans/Directors, Each campus Chancellor shall conduct a review and evaluation of the Vice Chancellors, Provost and academic Deans/Directors on the campus at least every five years, or more frequently if he or she deems it appropriate, or as directed by the President or the Board of Trustees. In reviewing the Vice Chancellors and Provost, the Chancellor shall solicit information from, at a minimum, the Deans/…
Type: Book page
Doc. T93-123, as amended, Passed by the Board of Trustees on November 10, 1993 Lates revisions: February 16, 1994, Applicability, This policy shall apply to all eligible non-unit employees of the University of Massachusetts., Family and Medical Leave, In accordance with the Family and Medical Leave Act of 1993 ("FMLA"), employees of the University are entitled to up to 12 weeks of unpaid leave during any calendar year. Leave may be granted for any of the following reasons: the birth of a child and in order to care for a child, provided any such leave concludes within 12 months of the birth of the child; the placement of a child with the…, Eligibility, To be eligible, employees must have been employed by the University for at least 12 months and have worked at least 1250 hours during the 12 month period immediately preceding the commencement of the leave., Duration, FMLA leave may last for a total of up to 12 weeks during any calendar year. Alternatively, leave taken for the serious health condition of a spouse, child, parent, or of the employee may be taken intermittently or on a reduced schedule, if medically necessary. This means, where appropriate, taking leave in blocks of time, or by reducing the normal weekly or daily work schedule, so long as FMLA…, Covered Health Conditions, In accordance with the FMLA, a "serious health condition" means one of the following conditions affecting the employee or the employee's child, spouse, or parent: an illness, injury, impairment, or physical or mental condition involving inpatient care in a hospital, hospice, or residential medical-care facility; any period of incapacity requiring absence of more than three calendar days from work…, Leave Arrangements, Employees should submit a leave application to their immediate supervisor, who will forward it to Human Resources. In instances where leave is foreseeable, employees must provide 30 calendar days advance notice of the leave request. In cases of planned medical treatment, the employee should consult with the immediate supervisor in an attempt to schedule the leave so as not to disrupt unduly the…, Pay During Leave, Except as provided in this paragraph, all FMLA days are without pay. However, an employee may use accrued vacation and personal days for any covered FMLA leave, may utilize accrued sick days for FMLA leaves due to the employee's own serious health condition, and may use family sick leave for the illness of a spouse, child or parent. The University may, in its discretion, based on the needs of the…, Benefits During Leave, The University will maintain group health insurance coverage during a covered FMLA leave on the same terms as if the employee had continued to work. Employees will be advised by the Human Resources Office about the amount and method of payment of their portion of the health insurance premium. In the event an employee does not return from a covered FMLA leave, except if the reason is due to the…, Communication By Employee During the Leave, The University may require the employee to submit medical recertifications during a leave at 30 calendar day intervals, and it may require an employee to report periodically on their status and intent to return to work. In cases of leaves due to the employee's own serious health condition which exceed 60 calendar days, employees must establish their fitness to return to duty in accordance with…, Reinstatement Following Leave, Employees who return from covered FMLA leaves will be reinstated to their same or equivalent job with equivalent pay, benefits, and other employment terms and conditions., Coordination With Other Statutes, The FMLA does not supersede any provision of state law that provides greater family or medical leave rights than the rights established under the federal law. Leave entitlements under state law and the FMLA run concurrently where both laws cover the same type of leave. For example, state law provides maternity/adoptive leave; time spent on such leave will simultaneously be counted toward FMLA…, Implementation, The President of the University of Massachusetts is hereby delegated authority to implement, amend, or modify this policy for non-unit employees of the University. , Doc. T93-123, as amended | Family Leave Policy, Passed by the Board of Trustees on November 10, 1993 Revised: February 16, 1994
Type: Book page
Doc. T93-127, as amended, Passed by the Board of Trustees on December 1, 1993 Latest revision: June 10, 2009 The naming of University facilities, including buildings and public areas, requires the approval of the Board of Trustees. Requests for the naming of facilities should come from the campus chancellor to the President for inclusion on the agenda of a designated Board of Trustees committee. The naming of facilities…
Type: Book page
