Common use of General Directives for Uniforms Clause in Contracts

General Directives for Uniforms. a. Commissioned and non-commissioned personnel will not wear pins, badges, or insignia, other than those authorized by the Chief/Director, on duty uniform with the exception that the entire department, or an honor guard may wear signs of mourning for periods authorized by the Chief/Director, (or designee). b. Nothing in this policy shall prevent the Chief/Director (or designee), from allowing members to wear department issued polo, or dress-type shirts and other clothing during sanctioned activities/events. c. Replacement of uniforms and equipment due to normal wear and tear will be handled by the employee submitting a request form to their immediate supervisor who, after indicating approval by their initials, will forward the request to the Administrative Lieutenant. (17.5.2) d. Employees shall be allowed to display body graphics while on duty for UVM Police, with the exception of tattoos that display the following: (1) Depictions of nudity or violence (2) Sexually explicit or vulgar art, works, phrases, or language (3) Symbols likely to elicit a strong negative reaction in the workplace or in public (4) Illustrations, references, symbols, acronyms, etc. that represent criminal, oppressive, prejudicial, or discriminatory beliefs or organizations (5) Images that depict or are related to political beliefs, political parties, or that represent any of these in a negative light (6) Illustrations, references, symbols, acronyms, etc. that denigrate the United States, the State of Vermont, the University of Vermont, or the University of Vermont Police Department Employees may not have tattoos on their neck, face, or hands, except for a single band tattoo on one finger. The finger tattoo's width must not exceed 3/8 of an inch. Management may, in its discretion and following a conversation with the employee, direct an employee to cover any body graphic. Group A 12 months 100% Group B 9, 10, 11 months (academic year) 100% Group C 12 months 75-99% Group D 9, 10, 11 months (academic year) 75-99% Group E 12 months 50-74% Group F 9, 10, 11 months (academic year) 50-74% The Flexible Spending Account (FSA) is designed to increase spendable take-home pay by allowing employees to reduce their federal and state income and Social Security taxes. The following is a summary of the FSA covered by this Agreement. All of the terms and conditions of FSAs in existence at the execution of this Agreement are incorporated herein, and shall be applied consistent with IRS regulations and state and federal law. The University shall make copies of the terms and conditions of such accounts available to staff upon request. 1. Employees who opt to establish tax-free flexible spending accounts may: a. Set up a Dependent Care Account to pay for eligible child care or elder care payments. b. Set up an individual Medical Account to pay for unreimbursed medical costs not covered by the medical insurance plans including prescriptions, deductibles, copayments, glasses, contact lenses, and certain other medical and dental expenses. Many over the counter medications and medical supplies which were formerly reimbursable are now only reimbursable with a doctor’s prescription. Details can be found on the UVM Human Resource Service website.

General Directives for Uniforms. a. Commissioned and non-commissioned personnel will not wear pins, badges, or insignia, other than those authorized by the Chief/Director, on duty uniform with the exception that the entire department, or an honor guard may wear signs of mourning for periods authorized by the Chief/Director, (or designee). b. Nothing in this policy shall prevent the Chief/Director (or designee), from allowing members to wear department issued polo, or dress-type shirts and other clothing during sanctioned activities/events. c. Replacement of uniforms and equipment due to normal wear and tear will be handled by the employee submitting a request form to their immediate supervisor who, after indicating approval by their initials, will forward the request to the Administrative Lieutenant. (17.5.2) d. Employees shall be allowed to display body graphics while on duty for UVM Police, with the exception of tattoos that display the following: (1) Depictions of nudity or violence (2) Sexually explicit or vulgar art, works, phrases, or language (3) Symbols likely to elicit a strong negative reaction in the workplace or in public (4) Illustrations, references, symbols, acronyms, etc. that represent criminal, oppressive, prejudicial, or discriminatory beliefs or organizations (5) Images that depict or are related to political beliefs, political parties, or that represent any of these in a negative light (6) Illustrations, references, symbols, acronyms, etc. that denigrate the United States, the State of Vermont, the University of Vermont, or the University of Vermont Police Department Employees may not have tattoos on their neck, face, or hands, except for a single band tattoo on one finger. The finger tattoo's width must not exceed 3/8 of an inch. Management may, in its discretion and following a conversation with the employee, direct an employee to cover any body graphic. Appendix C Benefit Groups Defined‌ Group A 12 months 100% Group B 9, 10, 11 months (academic year) 100% Group C 12 months 75-99% Group D 9, 10, 11 months (academic year) 75-99% Group E 12 months 50-74% Group F 9, 10, 11 months (academic year) 50-74% Appendix F Flexible Spending Accounts‌ The Flexible Spending Account (FSA) is designed to increase spendable take-home pay by allowing employees to reduce their federal and state income and Social Security taxes. The following is a summary of the FSA covered by this Agreement. All of the terms and conditions of FSAs in existence at the execution of this Agreement are incorporated herein, and shall be applied consistent with IRS regulations and state and federal law. The University shall make copies of the terms and conditions of such accounts available to staff upon request. 1. Employees who opt to establish tax-free flexible spending accounts may: a. Set up a Dependent Care Account to pay for eligible child care or elder care payments. b. Set up an individual Medical Account to pay for unreimbursed medical costs not covered by the medical insurance plans including prescriptions, deductibles, copayments, glasses, contact lenses, and certain other medical and dental expenses. Many over the counter medications and medical supplies which were formerly reimbursable are now only reimbursable with a doctor’s prescription. Details can be found on the UVM Human Resource Service website.