Use of State Equipment Policy

It is the policy of the Commission on Human Rights and Opportunities (CHRO) that State resources shall be used solely for the conduct of official State business. State resources shall not be used for personal matters or for individual/private business matters. It is the responsibility of each CHRO supervisor and manager to ensure that all employees of CHRO are cognizant of, and comply with, this policy.

For purposes of this policy, employees shall include but not necessarily be limited to:

• CHRO full and part time staff members;
• CHRO contractors who have access to State property;
• CHRO student interns and co-operative workers, both paid and unpaid; and
• CHRO volunteer workers.

State resources include equipment, supplies and services generally found in a State office or vehicle. For purposes of this policy, equipment, supplies and services includes but is not necessarily limited to personal computers (including e-mail and the Internet), telephones, photocopy machines, facsimile machines, vehicles, stationery supplies, credit cards, and mail delivery and receiving of personal items at the workplace.

Regarding the use of telephones, while personal calls on occasion and of brief duration are understandable, employees should be aware that extensive numbers of such calls and/or calls of long duration would be considered misuse of State time and equipment. In addition, telephone calls, which are not accepted and paid for by the State, are:

• Long distance calls unrelated to State business
• Third party billing ( a call made from other than a State telephone to another telephone and billed to a State number)
• Collect calls of any kind

Regarding the use of personal computers, users are also bound by the State of Connecticut Software Management Policy, which prohibits any use of software that violates the terms of the License Agreement issued by the copyright holder. A copy of the Software Management Policy can be found on the Internet at:

Further, directory assistance use should be minimized.

Failure to adhere to this policy will result in disciplinary action, up to and including dismissal.

Sanctions for failure to adhere to this policy already exist in State laws and regulations, and may be invoked against employees who carry on activities not permitted by this policy. CGS Section 5-240 outlines in general terms cause for employee reprimand, suspension, or dismissal.

Personnel Regulations 5-240-1 state, in part . . . .