Welcome to the Office of Human Resources at Polytechnic University of Puerto Rico.
We are committed to providing an excellent service to our Administrative and Faculty personnel. To this end, we have included the following information in this webpage: Employment Opportunities, Recruiting Policies, Affirmative Action, Benefits, Policies and Regulations, and Publications, among others.
Please send us any comments or suggestions you may have to improve our website and services. For more information, email us at email@example.com or firstname.lastname@example.org.
To provide high quality services that will allow other institutional units to achieve their goals. Also to give our employees the attention and recognition they deserve.
The Office of Human Resources was designed to provide services to our employees, to create standardized policies and procedures applicable throughout the institution, and to comply with labour legislation and any other laws relevant to our Office.
The Office of Human Resources is located in the second floor of the Main Building. You may visit us in person or contact us by calling extensions 320 or 374. We will gladly assist you.
Human Resources Structure
We are committed to complying with the laws for Equal Opportunity Employment and Affirmative Action. The Polytechnic University of Puerto Rico has reviewed the recruitment and selection processes with the purpose of standardizing them, complying with labour laws, and improving their effectiveness.
The Office of Human Resources is responsible for complying with the recruitment and selection policies and procedures in our institution.
Recruitment and Selection Procedure
- The process of recruitment and selection starts with a request from the department with a vacant position.
- The request is made by means of a Salary Sheet and a Request for Employment Posting. Both documents are provided by the Office of Human Resources, and they need to be submitted for the President’s approval.
- The Request for Employment Posting should be completed according to the tasks and skills required for the position. This should be accompanied by a Task List.
- The Task List should comply with any applicable laws, and it should be developed jointly by the department director and a human resources representative.
- If the request is approved by the President, the Office of Human Resources will proceed to create and publish the Employment Posting for internal and external use.
- The external postings will be published through written press, our website, the Office for Vocational Rehabilitation and Veterans Services, and the Department of Labor, among other channels, according to the needs in the posting.
- The Office of Human Resources is responsible for receiving and evaluating the resumes sent for the vacant position up until the closing date indicated in the employment posting. .
- A preliminary assessment of all resumes will be carried out to identify those candidates who fulfill the minimum requirements for the position, and these will be submitted to the requesting department.
- Afterwards, the departments should evaluate and review these resumes to select which candidates will be interviewed.
- To begin the interview process, the interviewers should meet to determine the requirements to be assessed according to the responsibilities of the position.
- The Office of Human Resources will carry out preliminary interviews with the selected candidates to determine if they comply with the minimum requirements as established by the Task List.
- The preliminary interviews will help assess if the candidates qualify for the position requirements and if they can carry out the tasks described in the Task List.
- Qualifying candidates will be referred to the department director for a formal interview.
- Each interviewer will take into account the recommendations from the HR representative and all other participants in the interviewing process to document each candidate’s interview on the Interview Form. These documents should be submitted to the Office of Human Resources as part of our institutional compliance with Affirmative Action.
- The Interview Forms are available at the Office of Human Resources, and they will be provided every time a new employment post is requested.
- The department director will select the ideal candidate for the position and will submit this selection in writing to the Office of Human Resources, including all supporting data for the decision (i.e. Interview Form).
- Every interviewed candidate will undergo an Employment Verification before being hired. The related document is available at the Office of Human Resources.
- If the department director carries out the selection and recruiting process without participation from the Office of Human Resources, he/she will assume all responsibility and will submit a written statement of this by means of a Certificate of Relief of Liability for Recruitment.
- Once the candidate has been selected, the Office of Human Resources will determine the start date, as per the Payroll and Compensation Division.
- Once the start date has been set, all documents necessary for the hiring process will be requested.
- The Office of Human Resources will keep all documents used in the hiring process for two years. This includes:
- Interview Form, Final Interview Evaluation Form, and Task List.
- These should be completed in all their parts.
- Each result should be documented.
- Employment Verification
- Relief of Liability for Recruitment, if applicable.
Procedure to apply for employment
- All applications for a vacant position should include a resume, which may be accompanied by academic evidence (i.e. copies of academic certifications and/or transcripts).
- If you are an employee at the institution, you must send a letter communicating your interest in the post, accompanied by your resume.
- The Office of Human Resources will accept resumes via fax, external mail, internal mail, and/or email.
- Resumes will remain valid for three months.
- Incomplete resumes applying for “any position” will not be considered.
- Resumes that do not fulfill the minimum requirements for the position will not be considered.
- The Office of Human Resources will answer all questions regarding vacant posts.
These policies and procedures are important to standardize the recruitment processes in our institution. They also help us remain compliant with all applicable laws. Your cooperation in the enforcement of these policies and procedures is essential. Please direct any questions or concerns to the Office of Human Resources.
Recruitment Policies and Procedures
What is Affirmative Action?
Affirmative action is a commitment from an institution or business to comply with the intention of the current laws to offer equal opportunity and conditions to all employees and employment candidates. This purpose is achieved through the enforcement of an elaborate set of objectives and plans, which are designed to achieve a prompt and complete utilization of resources–such as minorities, women, people of all ages, disabled individuals, and Vietnam veterans–in all levels and areas of the work force in an institution or business.
What is an Affirmative Action Plan?
This plan is developed based on the achievements of each preceding stage, onto which additional plans and objectives for future years are built, thus achieving a prompt and complete utilization for all user categories, on all levels. The Affirmative Action Plan prepared by the Polytechnic University of Puerto Rico is designed to eliminate current effects of past actions of discrimination against protected groups.
Benefits and Leaves
This section will provide a brief summary of the benefits and leaves our institution offers its employees. Each and every one of these benefits and leaves involve certain requirements and procedures. For more details, or to receive orientation about any of these, we recommend you contact the Benefits Unit of the Office of Human Resources.
- VACATION LEAVE
- SICK LEAVE
- MATERNITY LEAVE
- PERMISSION FOR BREASTFEEDING AND BREAST MILK EXTRACTION
- JURY DUTY LEAVE
- WITNESS LEAVE
- MILITARY LEAVE
- SPORTING LEAVE
- LEAVE FOR AN AUTO ACCIDENT
- FAMILY MEDICAL LEAVE
- TEMPORARY NON-OCCUPATIONAL ILLNESS LEAVE
- OCCUPATIONAL INJURY OR ILLNESS LEAVE
- CHAUFFEUR’S SOCIAL SECURITY
- PATERNITY LEAVE
- FUNERAL LEAVE
- HEALTH AND DENTAL PLAN
- LIFE INSURANCE
- LONG-TERM DISABILITY (LTD)
- RETIREMENT PLAN
- ACADEMIC BENEFITS
- CHRISTMAS BONUS
- OFFICIAL HOLIDAYS
- DIRECT DEPOSIT
- FREE PARKING
- FRIDAYS – CEASE OPERATIONS AT 3:00PM
- CARIBE FEDERAL CREDIT UNION
- CORPORATE PRIVILEGES FROM BANCO POPULAR
- EMPLOYEE ASSISTANCE PROGRAM
- Every employee will be entitled to accrue fully paid vacation days at a rate of 1.25 workdays for every month in which the employee has worked at least 130 hours. The employee will accrue a total of 15 days per year as long as he/she has complied with the requirement described above.
- Every employee will be entitled to accrue fully paid sick days at a rate of 1 workdays for every month in which the employee has worked at least 130 hours. The employee will accrue a total of 12 days per year as long as he/she has complied with the requirement described above.
- This leave is granted to pregnant employees, or those who are planning on adopting a child of preschool age. They will be entitled to 4 weeks before and 4 weeks after birth, which will be fully paid.
- Employees may opt to take one week of leave before birth and seven weeks after birth. To be able to select this option, the employee must submit medical evidence confirming her ability to work. If more than 4 weeks of leave are required after birth, the employee will be entitled to an additional 12 weeks of leave without pay.
- If the employee adopts a child six years of age or older, she is entitled to maternity leave of up to five weeks.
PERMISSION FOR BREASTFEEDING AND BREAST MILK EXTRACTION
- Working mothers returning to work after maternity leave may use one hour a day, two 30-minute periods, or three 20-minute periods to express breast milk. This leave has a maximum duration of twelve months after returning from maternity leave.
- Any employee called to serve on jury duty for a state or federal court in Puerto Rico is eligible for a paid leave up to 15 days. If the service is extended beyond 15 days, the employee may use his vacation leave balance to take these days.
- Proof of the time of service should be submitted before and after the jury duty process. The employee will have up to 48 hours to return to his/her post. If the employee fails to do this, he/she will be renouncing his/her right to reinstatement.
- This paid leave is granted to any employee summoned to appear as a witness in a criminal court case.
- The employee must notify about the summons at least 2 days beforehand. When the employee concludes his/her appearance in court, he/she must submit an appearance certification to the employer.
- In any other case where the employee must appear in court (civil cases, family cases, etc), absences will be allotted as an unpaid leave.
MILITARY LEAVE (USERRA)
- Employees belonging to the PR Military Force will be entitled to obtain a leave for military service, including training. This will be an unpaid leave, even though job reservation and other benefits are established.
- Employees who are athletes certified by the Olympic Committee of Puerto Rico will be entitled to use this leave to represent Puerto Rico in the Pan American Games, the Central American Games, and in regional and world championships.
- This is an unpaid leave, and the employee must submit a certificate of participation.
LEAVE FOR AUTO ACCIDENTS (ACCA)
- This leave offers benefits to those who have suffered bodily harm, illness or death due to an auto accident. Benefits apply if the person has become disabled within 20 days after the auto accident. This leave guarantees job reservation for 6 months.
FAMILY MEDICAL LEAVE (FMLA)
- This leave allows employees to strike a balance between their work and family responsibilities. It offers unpaid leave within certain circumstances.
- This leave allows for a 12-week period, including job protection.
TEMPORARY NON-OCCUPATIONAL ILLNESS LEAVE (SINOT)
- This leave is for employees who have become disabled due to accidents (except auto accidents), illnesses not associated with their work, or death:
- Minimum compensation for income loss.
- Job reservation up to a year after the initial date of the accident or illness.
OCCUPATIONAL INJURY OR ILLNESS LEAVE (FONDO)
- This covers employees that have suffered injuries, disabilities, or loss of life during their job duties.
- This leave provides:
- Minimum compensation and medical treatment.
- Job reservation up to a year after the initial date of the accident or illness.
CHAUFFEUR’S SOCIAL SECURITY
- This covers chauffeurs and employees who usually and/or regularly operate motor vehicles. It compensates for the risk of illnesses, total and permanent disability, and death.
- This leave provides: Payment of pension or bonus, Death benefits to dependents, and Reservation of employment.
- PUPR pays for the entire premium.
- The institution will grant all employees who are fathers a paternity leave of 2 paid workdays following the birth of the child.
- This leave allows for 2 paid days due to the death of a direct relative (i.e. spouse, mother, father, child, sibling).
HEALTH AND DENTAL PLAN
- Employees are covered by Humana of Puerto Rico.
- Regular full-time employees and their spouse and children are eligible for these plans.
- Employer contribution depends on the coverage selected by the employee.
- Life Insurance is paid by the institution.
- Coverage corresponds to the basic annual salary in the case of death by natural causes, or twice the basic annual salary in the case of death by accident.
LONG-TERM DISABILITY (LTD)
- This is occupational and non-occupational insurance that covers all employees who work full-time or more than 30 hours a week.
- If the employee reaches 180 days of disability and their income does not reach 80%, he/she is entitled to this insurance, which pays 60% of the basic annual salary.
- All regular full-time employees are eligible. Their contribution must be deducted directly from their paycheck, from 1% to $15,000 of the annual salary.
- The employer will contribute from 50% to a maximum of 7% of the employee’s salary.
- Any employee interested in coursing studies in our institution is entitled to a 50% exemption.
- Full-time employees and part-time professors are eligible for this benefit. This benefit extends to the employee’s children and spouse. They may take up to a maximum of 12 credits per quarter, and the employee is responsible for all fees.
- According to Act No. 148 of June 30, 1969, as amended, the employee must have worked one thousand three hundred and fifty (1350) hours or more to receive a bonus equivalent to 2% of the total salary earned, up to a maximum of $600.00. During the first year of employment, the required bonus is 50% of that provided for in the Labor Transformation and Flexibility Act.
- January 1st
- January 6th
- Good Friday
- December 25th
- General Elections
FRIDAYS – CEASE OPERATIONS AT 3:00PM
CARIBE FEDERAL CREDIT UNION
CORPORATE PRIVILEGES FROM BANCO POPULAR
EMPLOYEE ASSISTANCE PROGRAM
- The Employee Assistance Program offers psychological counseling, emergency services (24/7), support to immediate family, financial and legal counseling, and other services within strict confidentiality.
*SOME OF THESE LEAVES AND BENEFITS HAVE CERTAIN REQUIREMENTS TO BE ABLE TO USE THEM.
Ana E. Castellano
Director, Office of Human Resources
Tel. (787) 622-8000 ext. 284
Human Resources Assistant
Tel. (787) 622-8000 ext. 320
Human Resources Specialist
Tel. (787) 622-8000 ext. 494
Olga. J. Santiago
Payroll & Compensation Coordinator
Tel. (787) 622-8000 ext. 374
Lourdes M. Carmona
Attendance and Payroll Officer
Tel. (787) 622-8000 ext. 612