In an effort to keep our students, staff, faculty, and visitors safe and informed, Polytechnic University of Puerto Rico – Orlando (PUPR-O) has created this site to help you prepare for a variety of emergency situations. While PUPR-O safety and security personnel strive to create and maintain a safe campus environment, we need your help. All students, faculty, staff and visitors must assume primary responsibility for their personal safety and the security of their personal belongings. Precautionary measures are the key.
University security personnel and campus security authorities are responsible for:
The University encourages everyone on campus to immediately report crimes and other emergencies to 9-1-1, and University security personnel and Campus Director in person or by calling 407-300-4806. Regardless of how and where you decide to report criminal incidents, it is critical for the safety of the entire University community that you immediately report all incidents to ensure an effective investigation and appropriate follow-up actions. Your report could be the determining factor in establishing cause for PUPR-O to issue a timely warning or emergency notification to ensure the safety of the entire University community.
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. Polytechnic University of Puerto Rico – Orlando Campus has established a program to notify students about the risks posed by substance abuse in study areas and/or any other areas within the university through a printed edition of the policy, available at the Learning Center.
The guiding principles of conduct are not exhaustive and include, but are not limited to, the following:
Any member of the University community who violates the University’s rules, policies or practices, including, among others, the PUPR – O 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.
Consistent with legal requirements, members of PUPR – O Community will be advised on a timely basis regarding the occurrence of crimes on campus.
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.
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.
During the event:
If you remain inside a structure, follow these rules:
After the event:
PUPR-O receive 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:
Law-enforcement officials’ students should:
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:
You can report a crime or emergency in person at any Campus Security Authority (CSA) office or by telephone (407-300-4806):
Dr. Luis Javier Delgado
Campus Director & Title IX Coordinator Ext. 804
Mrs. Elba Torres
Administrative Affairs Coordinator Ext. 801
Dr. Ivan Padrón
Academic Director Ext. 803
Mr. Joel Jimenez
Admission & Marketing Coordinator Ext. 810
Mr. Marving Jimenez
Bursars Office Ext. 803
US Security (PUPR – O Security Services)
Polytechnic University of Puerto Rico – Orlando 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:
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:
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.