PUPR Guiding Principles of Conduct

The guiding principles of conduct applies to all members of the university community including among others, employees, faculty members, students, applicants for academic admission and employment, visitors, guests, vendors, contractors and other third parties while they are on university premises or at university-sponsored activities.

The use and handling of drugs is prohibited in our campus.

The guiding principles of conduct are not exhaustive and include, but are not limited to, the following:

1. Students and other persons participating in a class or activity related to a class must comply with a faculty member’s reasonable standards of behavior for the class and/or related activities
2. Theft, willful destruction or damage to or misuse of any University property or property owned by any member of the University community is prohibited
3. The sale, purchase, possession or use of incendiary devices, explosives or dangerous weapons (including any item or material which could be used to inflict injury or harm or to intimidate) on University premises or at University-sponsored events is prohibited
4. The unlawful use, possession, sale, distribution or manufacture of controlled substances and drug paraphernalia on University premises or at University-sponsored events is prohibited.
5. Smoking is prohibited in the University premises
6. Obstruction of or interference with the normal operations and processes essential to the University is prohibited
7. Interference with academic freedom (including speech in the classroom and by University-approved guest speakers) is prohibited
8. Strict compliance with the University’s policies and procedures concerning demonstrations and rallies is required
9. Strict compliance with the University’s policies and procedures concerning the appropriate use of information technology is required
10. Deliberate actions that cause, or might reasonably be expected to cause, injury, either physical or mental, to any member of the University community are prohibited. Such actions may include, for example, violence or threats of violence
11. Members of the University community are required to comply with the instructions of a University administrator, or other duly authorized agent of the University, to, for example, display or present identification. Members of the University community are also required to evacuate University premises and University-sponsored events when directed to do so by authorized personnel or a mechanical device (such as a fire alarm)
12. Any action or situation that recklessly or intentionally endangers the safety or mental or physical health of any member of the University community or involves the forced consumption of alcohol or drugs for the purpose of initiation into or affiliation with any organization is prohibited on University premises and at University-sponsored events. In addition, such conduct by students and employees (including faculty), whether on or off University premises or at University-sponsored events, also is prohibited
13. Engaging in violence or intimidation against another person and destroying property because of bias or prejudice while on University premises or at University-sponsored events violates the University’s Hate/Bias-Related Policy and is prohibited. Such conduct by students and employees (including faculty), whether on or off campus or at a University-sponsored event, is also prohibited
14. Members of the University community are required to timely satisfy their financial obligations to the University
15. Consumption of alcohol by any member of the University community is prohibited on University premises and at University-sponsored events
16. Even though its possession or consumption may otherwise be lawful, alcohol, except in limited circumstances, is not permitted on University premises or at University-sponsored events. Members of the University community are not permitted to be intoxicated, or to become intoxicated, while on University premises or at a University-sponsored event
17. Solicitation by students, student clubs and student organizations including, but not limited to, fund raising, on University premises or in connection with a University-sponsored event is prohibited without the prior approval of the Campus Director
18. The solicitation of goods or services by one staff member to another during regularly scheduled work time is prohibited. Selling commercial goods and distributing promotional information and handbills in regular work areas is also prohibited
19. Prior approval from the appropriate University administrator must be obtained before any materials or documents may be posted or distributed on University premises or at University-sponsored events
20. The falsification of University documents is prohibited
21. While on University premises or at University-sponsored events, members of the University community must not dress or conduct themselves in a manner that would be considered lewd or indecent by the University
22. Conduct on or off campus in a manner the University determines reflects adversely on the good name and reputation of the University is prohibited
23. Conduct by students and employees (including faculty) on or off campus that violates local, state or federal laws may also constitute a basis for disciplinary action by the University
24. Without appropriate prior authorization, video recording devices, including, but not limited to, cell phones equipped with a camera, may not be used on University premises or at University-sponsored events, other than in an emergency, in any area or circumstances where the recording of images reasonably would be considered to be inappropriate
25. Strict compliance with all rules, policies and practices promulgated and/or adopted by the University is required

Any member of the University community who violates the University’s rules, policies or practices, including, among others, the PUPR Guiding Principles of Conduct, may be subject to disciplinary action (including without limitation immediate ejection from University premises and/or University-sponsored events) and/or to legal actions. Similarly, any recognized club or organization that violates its constitution and/or by-laws, or authorizes conduct prohibited by the University’s rules, policies or practices may be subject to disciplinary action (including without limitation rescission of approval for that club or organization to operate on University premises or at University-sponsored events, whether on or off University premises). As may be necessary, the University may request the assistance of law enforcement agencies to maintain order and/or may seek injunctive relief.

Crime reporting statistics

Consistent with legal requirements, members of the PUPR Community will be advised on a timely basis regarding the occurrence of crimes on campus.

Miami Campus Crime Reports

In Case of Fire

Fires occur mostly due to people’s carelessness or negligence. Fires usually spread because people do not remain calm, fail to have extinguishers on hand, have no idea how to use them, or do not have basic training about fires. The best way to avoid fires is through prevention. If you have not been trained and are not capable of taking action, abandon the area and notify security personnel immediately.  If the fire is in its initial phase and you are trained and capable to use the extinguisher, you may take action. Once the fire has been controlled, please notify the security personnel.

In Case of Earthquake

Of all natural disasters, the most feared ones are earthquakes. A catastrophe of this kind may happen at any moment, which is why we must take caution in all possible scenarios: home, workplace, school, etc. Earthquakes, apart from causing damages due to the earth’s movements, also cause fires, gas leaks, and a rise in water levels for rivers and oceans, tsunamis, and fallen live electricity wires, which pose a risk of electrocution.

Preventive measures:

• Assess your home and workplace to identify structural risks
• Secure all doors, cabinets, and equipment and hanging objects
• Do not store heavy items in high places
• Exits must be clear from obstructions at all moments
• Keep a lantern and replacement batteries accessible
• Keep a minimum amount of stored water for 3 – 5 days according to the amount of people who are   usually at your workplace or home
• Talk about it and discuss with your colleagues any possible scenarios, exit routes and appropriate actions in the case of a catastrophic event

During the event:

• DROP, COVER AND HOLD. Protect your head and neck from possible blows with your hands. Identify a safe point in your area
• Move away from windows and glass walls. They may break and cause wounds. Do not go outside.  There may be falling objects
• Do not use elevators

If you remain inside a structure, follow these rules:

• Look for a small, narrow space and stay inside it
• If you can, place yourself by a strong piece of furniture or wall. If the main structure gives way, there will be an air bubble. Keep calm until help arrives
• Carefully listen and observe for structural damage, identifying dangers (gases, chemicals, etc.) so that you can plan for an escape route as soon as the movement stops
• If you are in areas adjacent to structures, move away from them. There could be break-offs and you could be injured
• The best defense against these disasters is to lie face-down on the floor

After the event:

• No one should return to look for personal items or anything else
• If you are close to the sea, get away as much as you can
• Keep calm and quickly check for injured or trapped people
• Do not make unnecessary calls
• Do not touch electric wiring
• Prepare yourself for possible aftershocks or subsequent tremors
• Abandon the structure and move away from all buildings.
• Once the earthquake is over, head to the meeting point to start re-counting people

Recommendations in case of threat of explosive devices

PUPR receives numerous calls on a daily basis, so we are exposed to receiving a threat or alarm of explosive devices at any moment. This is why it is important to be aware of the details we should watch out for.

When a call is received with a threat of explosive devices, it is recommended to:

• Keep calm and warn someone else
• Draw out the conversation as much as you can
• Be alert to distinguish sounds of music, voices, cars, etc.
• Be attentive to characteristics that may distinguish the caller’s voice (like a particular accent, etc.)
• Ask where the device is located and when is it set to explode
• Write down as much information as possible
• Notify the security personnel to activate the procedures.

Policy on possessing and carrying weapons

• At PUPR it is prohibited to possess and carry any type of weapons
• This ruling does not apply to law-enforcement officials, municipal police, private security agents, and others, in an official capacity within the University.

Law-enforcement officials’ students should:

• Notify security personnel about their carried weapon at the beginning of each quarter
• Keep their service weapon concealed at all times

Campus Sex Crime Prevention Act

In accordance with the Campus Sex Crimes Prevention Act, law enforcement agencies must maintain a list of individual that have registered as sex offender with a state requiring registration, including employees, students, or persons carrying on a vocation with an educational institution within jurisdiction of the local law enforcement agency. Below is a site of the local law enforcement agencies having jurisdiction:

https://offender.fdle.state.fl.us/offender/homepage.do;jsessionid=ho93k+5NeEVfwVsbmR3LUfxl

https://www.floridaoffenderalert.com/

Discrimination, non sex based, harassment and retaliation

 Polytechnic University of Puerto Rico is strongly committed to maintaining a working and learning environment that is free from unlawful discrimination, harassment or retaliation.  The University is an equal opportunity employer and an academic institution which strongly believes that all employment and academic decisions must be made without regard to whether an employee or student possesses characteristics protected by federal, state, or local law and this Policy and Procedure (“protected characteristics”). All University officers, administrators, supervisors, staff, faculty members, students, visitors and applicants, as well as vendors, consultants and contractors with whom the University does business are prohibited from engaging in discrimination, harassment or retaliation in violation of this Policy.   If you believe that you have been discriminated against or subjected to Harassment on the basis of any of the protected characteristics described in this Policy, or if you believe you have been retaliated against for making a good faith complaint of prohibited discrimination or harassment or for participating in an investigation into a complaint or report of prohibited discrimination or harassment, you may report such incident(s) to the Campus Director/Title IX Coordinator.

University officers, administrators and other employees with managerial or supervisory authority (e.g., supervisors, directors, managers, Deans, etc.) – must report any discrimination, harassment or retaliation that comes to their attention, regardless of whether a complaint is made. All other University staff, faculty, students or third parties who have witnessed or learned of conduct prohibited by this Policy are strongly encouraged to promptly report it to the Campus Director/Title IX Coordinator.   The University shall take prompt and appropriate corrective action whenever instances of alleged prohibited discrimination, harassment and/or retaliation come to its attention.  The University is committed to investigating all instances of alleged or suspected prohibited discrimination, harassment and/or retaliation, including anonymous complaints or reports from anonymous sources, even if the victim of such discrimination, harassment and/or retaliation does not make a complaint, does not want the matter investigated or does not cooperate with the investigation. This Policy applies regardless of the sexual orientation, sex, gender identity, age, race, nationality, religion or disability of parties and witnesses. Reasonable accommodations will be provided to individuals with disabilities when necessary to allow them to fully utilize this Policy.

Discrimination  – is the materially adverse treatment of an individual or group of individuals because they possess a protected characteristic These characteristics include: sex, gender or gender identity; race; color; national origin; religion; creed; age; disability; citizenship; marital or domestic partnership status; sexual orientation; genetic predisposition or carrier status; military or veteran status; status as a victim of domestic violence, sex offenses or stalking and any other characteristics that may be protected by law.   Prohibited discriminatory practices include:   employment or academic decisions based on stereotypes or assumptions about the abilities, traits or performance of individuals with protected characteristics; denying employment or academic opportunities to a person because of marriage to or association with an individual with a protected characteristic.   Discriminatory practices by third parties (e.g., visitors, applicants, vendors, consultants, contractors, alumni, etc.) are also prohibited.  The third party violates this Policy and Procedure if it engages in conduct which affects the work or learning environment of University employees or students in a Discriminatory, Harassing or Retaliatory manner prohibited by this Policy and Procedure, while they are on the premises of the University or otherwise working or interacting with University students or employees.

Harassment – Harassment on the basis of any protected characteristics described in this Policy is strictly prohibited by this Policy and is a form of discrimination prohibited by various statutes including Title VI of the Civil Rights Act of 1964, Title IV of the Higher Education Act of 1965, as amended, Title VII of the Civil Rights Act of 1964. For purposes of this Policy and Procedure, Harassment is defined as physical, verbal, visual or other conduct  relating to any protected characteristics described in this Policy other than sex or gender when:

• submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or academic status (quid pro quo harassment);
• submission to, or rejection of such conduct by an individual is used as the basis for employment or academic decisions affecting such individual (quid pro quo harassment);
• or  such conduct has the purpose or effect of interfering unreasonably with an individual’s work or academic performance, or creating an intimidating, hostile, or offensive work or academic environment that is, or would be, offensive to a person of reasonable sensitivity and sensibilities (hostile environment harassment).

This definition prohibits conduct which is intentional and also conduct which, regardless of intent, has the effect or impact of creating an intimidating, hostile or offensive working or learning environment on the basis of any protected characteristics described in this Policy other than sex or gender. Therefore, it makes no difference in determining whether conduct violates the Policy that the person accused of violating this Policy (“Respondent”) was “just joking”, “teasing” or being “playful” or had an evil motive.  The fact that a person does not object to the alleged Harassing conduct or does not request that the Harassing conduct stop does not mean that he/she welcomes the conduct.

Harassing conduct prohibited by this Policy includes, but is not limited to, such things as:

• making or threatening reprisals after a negative response to a request to engage in Discriminatory conduct;
• engaging in visual conduct such as leering or making obscene, taunting or threatening gestures;
• displaying suggestive, obscene or degrading material, objects, pictures, cartoons, posters;
• using visual or audio electronic devices or media (such as radio, television, telephone,  social media, computers,  email, etc.) to broadcast, distribute or transmit  offensive statements, images or other material;
• making derogatory comments about a an individual’s protected characteristics;
• or jokes concerning protected characteristics or  traits;
• using degrading words relating to an individual’s or group of individuals’  protected characteristics to describe the individual(s);
• engaging in verbal or written slurs, degrading or negative stereotyping;
• and  engaging in physical conduct  such as touching, petting, pinching, impeding or blocking movements, or assault.

Harassment is also prohibited if it involves harassment by or of a co-worker, supervisor, officer, administrator, visitor, or person doing business with the University as defined by this Policy.  Harassment is also prohibited if it involves harassment by or of a faculty member or student, or between students.

Retaliation – Retaliation occurs when an adverse action is taken against an individual because the individual has engaged in an activity protected by law or this Policy.   A retaliation claim is established if a person who engages in activity protected by law or this Policy, suffers an adverse action in their work or learning environment and there is a causal nexus between the adverse action and the protected activity.    An adverse action is one that materially affects a term or condition of an individual’s employment, education, living environment or participation in a University activity or program.  It includes any conduct which would deter a reasonable person from engaging in protected activity. Retaliation is prohibited. Retaliation of any kind against an individual who makes a good faith report of unlawful discrimination or Harassment, or who participates in an investigation into a complaint of prohibited Discrimination or harassment, is strictly prohibited.  Retaliation is prohibited regardless of whether the underlying complaint of Discrimination or Harassment is substantiated.  If you believe you have been retaliated against for making a good faith complaint of prohibited discrimination or harassment, or for participating in an investigation into a complaint of prohibited discrimination or harassment, you may immediately report such incident(s) to the Campus Director/title IX Coordinator.

Compliant procedure – This Complaint Procedure provides for a prompt, appropriate and impartial investigation of any complaint of prohibited discrimination, harassment and/or retaliation ; appropriate disciplinary action against an individual found to have engaged in prohibited discrimination, harassment or retaliation; and appropriate remedies for a victim of prohibited discrimination, harassment and/or retaliation.

The complaints of prohibited discrimination, harassment and/or retaliation, or reports of such conduct, may be made verbally or in writing, but persons who make a complaint claiming to be a victim (“Complainants”) or other persons reporting such conduct, are strongly encouraged to file a written complaint or a written report.  Complaints or reports should be as detailed as possible and should include the name(s) of the individual(s) involved, the name(s) of any witness(es), when and where the complained of conduct occurred, direct quotes and/or evidence (e.g., notes, emails, pictures, etc.) of the complained of conduct, indirect evidence (e.g., statistical information reflecting discrimination), whether or not the conduct complained of has been reported to the University before and if so, when, to whom, and what the resolution of the previous complaint was.     If the Complainant or person reporting the alleged violation, requests confidentiality, the University will take reasonable steps to investigate and respond consistent with any such request.  If the Complainant or person reporting the alleged violation, asks that the complaint or report not be pursued, or refuses to participate further in the investigation,   they will be informed that their   lack of participation may impede the investigation and resolution of the matter.

The University shall have discretion to determine how best to proceed in investigating and responding in any such situations.  TIMELINESS OF COMPLAINT There is no statute of limitations with respect to alleged violations of this Policy and Procedure.  However, Complainants or persons with knowledge of a violation are urged to report the alleged violation as soon as possible in order to permit the best possible investigation to be conducted.

Preliminary determination prior to the commencement of an investigation under this Policy, the Title IX Coordinator shall make a preliminary determination as to whether the complaint or report of an alleged violation is within the scope of this Policy. If the Title IX Coordinator determines that the complaint or report is alleging sexual assault, sexual harassment, gender-based harassment, dating violence, domesticintimate partner violence, and sexual exploitation or stalking, the complaint or report will be referred for investigation. The investigation all complaints or reports of prohibited discrimination, harassment and retaliation, will be promptly and appropriately investigated by the Title IX Coordinator or other individual or individuals selected from a trained pool of investigators.   Investigators will advise complainants of the availability of counseling, medical or other support services. However, if the Title IX Coordinator is unavailable or has a conflict of interest, or the University determines due to the circumstances that another Investigator should investigate the complaint or report, then the investigator will be selected from a pool of individuals from the University who have been trained in the requirements of this Policy, Title VI of the Civil Rights Act of 1964, Title IV of the Higher Education Act of 1965, as amended, Title IX of the Education Act Amendments of 1972 and the employment discrimination statutes.