Title IX Coordinator and Sex Discrimination UPPR Policy and Procedure

1. 1
   Any employee, job applicant, student, or intern of the Institution who believes they are subject to any form of discrimination should immediately report it to the director of the Human Resources office or to the person designated by them, or to another official in case the person engaging in such conduct is the one designated. If the person subjected to the behavior is an individual providing services to the Institution, they should immediately report it to the company they work for and to the Institution through the designated individuals mentioned here.
2. 2
   Complaints can also be made by any employee who becomes aware of a situation through information provided by a colleague or through rumors circulating in the workplace.
3. 3
   In the case of students, complaints should be made to the Title IX Coordinator.
4. 4
   Every complaint submitted will be investigated, regardless of how simple or unbelievable it may appear. This will ensure that if such conduct is occurring, it is stopped immediately, and every effort will be made to prevent its recurrence.
5. 5
   All information provided will be handled with the utmost confidentiality possible. It should be noted that the information may be shared with individuals involved in the investigation process. All those involved in the investigation will be requested not to disclose the information to others to prevent it from reaching individuals it shouldn’t and to maintain the integrity of the investigation. Otherwise, the investigation may be negatively affected.
6. 6
   Acts of retaliation against the person filing the complaint or those participating in the investigation will not be tolerated. Anyone who receives threats or experiences changes in their employment or educational conditions for this reason should report it immediately to the previously mentioned individuals. The protection against retaliation does not apply to individuals who base their complaints on false allegations or who disclose confidential or privileged information of the Institution.
7. 7

   Complaints or concerns should preferably be submitted in writing, but they can also be presented verbally. If a verbal complaint is made, during the investigation, the individual will be asked to provide it in writing, and assistance will be offered to help them submit it in writing. Anonymous written complaints will also be accepted. Every complaint should include the following:

   • a) Name of the person filing the complaint
   • b) Name of the affected person, if different from the complainant
   • c) Name of the person against whom the complaint is filed
   • d) Date of the complaint
   • e) A detailed account of the alleged events, including event details, dates, locations, and the names of individuals who are aware of or may be aware of the events
   • f) The person filing the complaint must sign and swear to it
8. 8

   You can access the following links to learn more details about these policies and procedures:

   • Sexual Harassment Policy
   • Procedure for filing complaints
9. 9
   The Institution strongly encourages the prompt submission of any complaint to the person identified in this policy and follow the established protocol as close as possible to the alleged event. This allows the Institution the opportunity to take immediate action and prevent it from happening again, if it indeed has occurred. However, the allegedly affected person can also file their complaint directly on the portal created by the Department of Labor and Human Resources of Puerto Rico at harassmentsexual.pr.gov, or they can contact the Anti-Discrimination Unit (787-625-3137 ext.3259/3232; 787-754-5293 or 787-754-2108); the EEOC office (1-800-669-4000); the Office of Procuradura de las Mujeres (787-722-2977); or seek recourse directly through the courts of Puerto Rico.
10. 10
    The Institution strongly encourages the prompt submission of any complaint to the person identified in this policy and follow the established protocol as close as possible to the alleged event. This allows the Institution the opportunity to take immediate action and prevent it from happening again, if it indeed has occurred. However, the allegedly affected person can also file their complaint directly on the portal created by the Department of Labor and Human Resources of Puerto Rico at harassmentsexual.pr.gov, or they can contact the Anti-Discrimination Unit (787-625-3137 ext.3259/3232; 787-754-5293 or 787-754-2108); the EEOC office (1-800-669-4000); the Office of Procuradura de las Mujeres (787-722-2977); or seek recourse directly through the courts of Puerto Rico.

Security Office

Public Law 101-542, also known as Student Right to Know and Campus Security Act of 1990, requires education institutions to compile information and publish and distribute the crime and security statistics for its campus.

For more information about campus statistics refer to: Campus Security Reports (Statistics)

Important Documents

• – Sexual Assault Policy
• – Students Rule and Regulations
• – Student Handbook
• – Institutional Security Policy
• – Campus and Workplace Violent Prevention Policy
• – Harassment Prevention in Online Communication
• – Gender Discrimination Policy and Procedure Federal Department of Education Title IX
• – Politica Discrimen de genero (Spanish)

Key Links

• – US Department of Education – Office of Civil Rights
• – Centro de Ayuda a Víctimas de Violación
• – Oficina de la Procuradora de las Mujeres
• – Coordinadora Paz para las Mujeres
• – Ayuda Legal PR
• – UPPR Office of Counseling and Psychological Services

  consejería@pupr.edu
  787-622-8000 ext. 352, 248

  Main Building, first floor