Related University Policies

The purpose of the policy on Acquired Immune Deficiency Syndrome (AIDS) is to address the issue of AIDS and to establish guidelines for responding to AIDS within the campus community. The University acknowledges its responsibility to promote a safe, healthy, and supportive campus community. AIDS has become a global health issue; the University addresses related campus issues in this policy statement.

Background

AIDS is a chronic progressive condition that compromises the immune system of the body leaving it susceptible to certain opportunistic infections and cancers that rarely threaten the healthy immune system. AIDS is generally a fatal disease. Since its onset in the United States, AIDS has become a public health priority. The number of AIDS-related cases has increased dramatically over the past few years. In addition, officials report that many others have been infected with the Human Immunodeficiency Virus (HIV). These HIV-positive people can transmit the virus, although they appear healthy and may be unaware of their infection.

General Policy

  1. A University Committee on AIDS has been established. The committee represents the campus community and addresses relevant medical, psychosocial, legal/ethical, and administrative issues.
  2. The University endorses the position of the American College Health Association that the primary responses of colleges and universities to AIDS should be educational. These services are coordinated with established mental/health personal/community health programs sponsored by the Student Health Center & Campus Pharmacy, Counseling and Psychological Services (CAPS), Residence Halls, Human Resources, Center for Students with DisABILITIES, and other organizations.
  3. Any student, faculty, staff, or administrator with a transmissible disease, including those testing HIV-positive, has an obligation to protect the welfare of others and to attempt to prevent the spread of the infection.
  4. The University’s commitment to nondiscrimination applies to students, faculty, staff, and administrators identified as HIV-positive or as having an AIDS diagnosis.
  5. As specific AIDS-related medical problems arise, they will be addressed on a case-by-case basis following current guidelines of the American College Health Association, the Centers for Disease Control, and the laws of the state of Texas. The University is committed to fulfilling the letter and spirit of the law as stated in the Human Immunodeficiency Virus Services Act, Senate Bill 959.
  6. Information concerning AIDS-related issues relative to any member of the campus community will be handled in a sensitive manner to protect confidentiality and to prevent the misuse of such information.
  7. Any person who, in the conduct of University-related business, handles blood, body fluids, and/or body tissues will follow the guidelines set forth in The Policy and Procedure for Safely Handling Blood, Body Fluids and Body Tissues.

Guidelines

  1. AIDS educational literature is available at various locations including the University Health Center, Counseling and Psychological Services and Human Resources. These materials are distributed at student orientation. All references mentioned in this document will be made available in the reserve section of the M.D. Anderson Library.
  2. A copy of the American College Health Association report, AIDS on the College Campus, will be made available in the reference section of the M.D. Anderson Library.
  3. The University will not require HIV testing of either employees or students. Voluntary testing for HIV is performed following the guidelines of the American College Health Association.
  4. If an employee or student has HIV-related concerns, that individual may consult the Student Health Center & Campus Pharmacy, (UH students only), Counseling and Psychological Services (CAPS), or any other knowledgeable counselor, physician or administrator for appropriate referral or intervention. Educational programs and counseling programs will be provided on campus and/or appropriate referrals will be made to community agencies as necessary.

Anti-Discrimination Policy

What is the University’s Anti-Discrimination Policy?

Discrimination and harassment are antithetical to the standards and ideals of the University of Houston. The UHS Anti-Discrimination Policy ensures that someone’s protected identity cannot be considered in making decisions related to employment or academic progress. UH is committed to maintaining and strengthening an educational, working, and living environment where students, faculty, staff, applicants for admission or employment, and visitors are free from discrimination and harassment. The University will take appropriate action to eliminate discrimination and harassment from occurring, prevent its recurrence, and address its effects.

Campus Carry Policy - Guns on Campus

State law allows individuals to carry a concealed handgun on campus only if they have a valid License to Carry a Handgun (LTC) issued by the state of Texas. Under the law, an LTC holder may carry a handgun on any area of campus that is not designated as an exclusion zone by UH policy. The list of exclusion zones on campus can be found here.

In 2021, the Texas Legislature enacted the Firearm Carry Act, HB 1927, which provides for Permitless Carry (sometimes referred to as “Constitutional Carry”) in certain places and under certain circumstances. HB 1927 excludes universities from the places where permitless carry is allowed. Individuals who do not possess a valid License to Carry a Handgun currently are and will continue to be prohibited from carrying handguns on campus.

Open carry of weapons is not allowed on campus. Any gun that is not concealed is unlawful, even in a non-threatening situation. If you see someone carrying a gun, do not confront the person which may escalate the situation; instead, call the UH Police Department immediately at 713-743-3333.

Computing Facilities User Guidelines

The following is a summary excerpt from the Computing Facilities User Guidelines. Complete copies of the policy can be obtained online at www.uh.edu/infotech/policies.

Introduction

The University of Houston computing facilities exist to provide computing services to the university community in support of instructional, research, and university business activities. These guidelines are intended to improve the computing services offered and provide these services in a cost-effective manner. University computing facilities are a public resource and may not be used for personal or corporate profit.

The university computing facilities service a large number of students, faculty, and staff. All users have the responsibility to use the university computing systems in an effective, efficient, ethical, and lawful manner. The ethical and legal standards that are to be maintained are derived directly from standards of common sense and common decency that apply to the use of any public resource.

Conditions of Use

As a condition of use of any computing facility, the user agrees:

  1. To respect the privacy of other users; for example, users shall not intentionally seek or reveal information on, obtain copies of, or modify files, tapes, or passwords belonging to other users, or misrepresent others, unless explicitly authorized to do so by those users.
  2. To respect the legal protection provided by copyright and license to programs and data; for example, users shall not make copies of a licensed computer program to avoid paying additional license fees or to share with other users.
  3. To respect the intended usage for which access to computing resources was granted; for example, users shall use computing resources authorized for their use by the individuals responsible for these resources only for the purpose specified by that individual. Examples of inappropriate use may include the use of computing resources for purely recreational purposes, the production of output that is unrelated to the objectives of the project, and, in general, the use of computers simply to use computing resources.
  4. To respect the integrity of computing systems; for example, users shall not intentionally develop or use programs that harass other users or infiltrate a computer or computing system and/or damage or alter the software components of a computer or computing system. Any defects discovered in system accounting or system security should be reported to the appropriate system administrator so that steps can be taken to investigate and solve the problem.
  5. To respect the financial structure of a computing system; for example, users shall not intentionally develop or use any unauthorized mechanisms to alter or avoid charges levied by the University for computing services.
  6. To respect the shared nature of the computing resources; for example, users shall not engage in deliberately wasteful practices such as printing large amounts of unnecessary listings, performing endless unnecessary computations, simultaneously queuing numerous batch jobs, or unnecessarily holding public workstations, magnetic tape drives, or dial-up telephone lines for long periods of time when other users are waiting for these devices.
  7. To respect the rights of other users; for example, users shall not engage in private or public behavior that creates an unlawfully intimidating, hostile, or offensive environment for other users.

In addition to the above, each facility may have additional guidelines for the use of particular types of accounts (e.g., student instructional accounts), and it is the user’s responsibility to read and adhere to these additional guidelines.

Violations of Conditions of Use

In accordance with established university practices, allegations or unauthorized use of the computing facilities may also result in being charged with violations of the student disciplinary code, which could lead to expulsion from the University, termination of employment and/or legal action.

Copyrights and Copyright Infringement Laws

The U.S. Copyright Law (Title 17 U.S. Code) governs copyright infringement, which is the act of reproducing or distributing a copyrighted work without permission or legal authority of the copyright owner. Illegal downloading or uploading of music, movies, software or any substantial part of a copyrighted work without authority constitutes an infringement.

Anyone found liable for copyright infringement may be ordered to pay civil and criminal penalties. In civil court, either actual damages or “statutory” damages no less than $750 and no more than $30,000 per copyrighted work may be assessed. For “willful” infringement, a court may award up to $150,000 per copyrighted work. Willful copyright infringement can also result in criminal penalties, including federal fines and imprisonment of up to ten years per offense. For details, see Title 17, United States Code, Sections 504, 506 and Title 18, United States Code, Section 2319.

In accordance with university policy, the University of Houston will follow U.S. Copyright Law (Title 17 U.S. Code) in dealing with allegations or violations of copyright infringement. These actions may also result in being charged with violations of the student disciplinary code, which could lead to expulsion from the University, termination of employment and/or legal action by the University of Houston.

For more information about the University of Houston System Policy on the Digital Millennium Copyright Act, visit www.uh.edu/af/universityservices/policies/sam/7InfoServices/7A4.pdf.

For more information about copyrights, visit the U.S. Copyright Office at www.copyright.gov, especially their FAQ’s at www.copyright.gov/help/faq.

Degree Revocation

Academic integrity rests with all members of the university community, and academic decisions are based upon trust between faculty and students. The university’s award of academic credit and degrees is its certification of student achievement. If students acquire their academic credentials by deceit, fraud or misrepresentation, they deceive not only the university but also those who may eventually rely upon the knowledge and integrity of the university’s graduates. Such misconduct may not be discovered until the student has left the university or received a degree. In such instances, the university reserves the right to revoke degrees, decertify credit and rescind any University of Houston certification that warrants that the student successfully completed course work or requirements for a degree. Decisions to take such actions will be made only after careful consideration of all the available evidence.

Procedure

  1. Upon receipt of a charge that a degree recipient improperly entered the program or improperly completed or failed to complete the course work or requirements for a degree at the University of Houston, the Dean of the college in which the degree was awarded shall appoint an investigatory panel consisting of at least three faculty members. The panel shall determine if there is reasonable cause to believe the charges against the degree recipient.
    1. The degree recipient shall be notified of the investigation.
    2. The degree recipient shall be afforded 60 days from notification of the investigation to supply any material appropriate to the charge and such material shall be provided to the panel.
    3. The panel may obtain any material deemed relevant to the investigation. All university departments and offices shall cooperate with the panel.
    4. The investigation shall be conducted in a confidential manner.
    5. The panel shall file a report and recommendation to the Dean.
    1. Upon receipt of such notification from the Dean, the Senior Vice President for Academic Affairs shall convene an ad hoc hearing panel to consider the case. The panel shall be composed of seven tenured faculty members, none of whom shall be from the college from which the degree recipient received a degree. Tenured faculty who hold administrative appointments shall not be members of the panel.
    2. The panel shall be charged by the Senior Vice President for Academic Affairs to hear the case and determine whether the degree recipient improperly entered the program or improperly completed or failed to complete the course work or requirements for a degree.
    3. The panel members will select a hearing officer who shall correspond with the degree recipient and direct the proceedings hearing. The panel will also entertain written requests to excuse panel members at this time.
    4. The panel will set a hearing date, providing at least 60 days notice of the hearing to the degree recipient. At this time the university will also provide the degree recipient with the names of the panel members. Both the degree recipient and university shall exchange copies of all information to be introduced at the hearing as well as a list of anticipated witnesses to be utilized at the hearing at least 30 days prior to the hearing. The panel will also entertain written requests to excuse panel members at this time.
    5. The degree recipient shall have the right to have an advisor present, who may be an attorney, to participate in the hearing. In the event that the degree recipient is represented by an advisor, the university may also be represented by counsel who may also participate in the hearing.
    6. The formal rules of evidence shall not apply to the proceedings. Any participant who becomes disruptive or engages in harassment may be asked to leave the hearing.
    7. The panel, at its discretion, may conduct a pre-hearing conference with the degree recipient. The degree recipient may be accompanied by an advisor.
    8. The Dean of the college in which the degree was awarded shall present the charge at the hearing, including the material considered by the investigatory panel.
    9. The degree recipient shall be afforded an opportunity to present any and all relevant evidence, including the cross-examination of any witnesses presented by the Dean. The panel members may question the witnesses. Opening and closing statements by the Dean, the university’s attorney and the degree recipient and/or the advisor will be allowed.
    10. The panel will provide for the hearing to be recorded by tape recorder or stenographer. A copy of the recording shall be provided to the degree recipient or the advisor at their own cost upon request.
    11. After hearing the case, the panel shall render a decision regarding the allegation. If the panel finds by the greater weight of the evidence that the degree recipient engaged in misconduct concerning the degree, certification or course work, the panel shall recommend an appropriate sanction to the senior vice president for academic affairs.
    12. Sanctions may include revocation of the degree, decertification of credit and/or rescission of certification.
    1. Appeals must be in writing. The Dean of the college in which the degree was awarded will be afforded an opportunity to respond to the appeal in writing. A copy of the Dean’s response will be made available to the degree recipient.
    2. The only grounds for appeal are procedural error, findings of fact not supported by the greater weight of the evidence, or discovery of substantial new facts not available at the time of the hearing.
    3. The Senior Vice President for Academic Affairs and Provost shall consider the appeal prior to acting upon the recommendation of the hearing panel. If no appeal is made or if the appeal is denied, the Senior Vice President for Academic Affairs shall then act upon the panel’s findings and recommendation.
    4. In reaching a decision, the Senior Vice President for Academic Affairs and Provost may review all or any part of the proceedings and shall then make a recommendation to the President for appropriate action.

    Drug and Alcohol Abuse Prevention Policy

    The University of Houston (the “University”) prohibits the unlawful possession, use, manufacture, or distribution of illicit drugs in the workplace, on the campus, or at any University activities. Penalties for violation of this policy are indicated below.

    The Dangers of Drug or Alcohol Abuse in the Workplace and on the Campus

    There are many employed individuals whose job performance and productivity are adversely affected by their progressive dependence on drugs or alcohol. Much of this cost is in lost wages, health care expenses, and workers compensation. Additionally, the impact of drug use and high risk alcohol consumption for college students cannot be overlooked in terms of its cost to the individual students affected and the University. For specific information related to alcohol and other drug consumption and consequences, go to the National Institute of Drug Abuse website at www.drugabuse.gov.

    1. Definitions
      The following terms are defined for the purposes of this policy and are important for purposes of expressing the University’s policy on a drug-free workplace:
      1. Controlled Substance means a controlled substance in schedules I through V of section 202 of the Controlled Substances Act (21 U.S.C. 812), as further defined by regulations at 21 CFR 1300.11 through 1300.15, and as defined in the Texas Controlled Substances Act (Texas Health & Safety Code, 481.001 et seq).
      2. Contract means a legal instrument reflecting a relationship between the federal government and a recipient whenever the principal purpose of the instrument is the acquisition by purchase, lease, or barter, of property or services for the direct benefit or use of the federal government; or whenever an executive agency determines in a specific instance that the use of a type of procurement contract is appropriate.
      3. Conviction means finding of guilt (including a plea of nolo contendere) or imposition of sentence, or both, by any judicial body charged with the responsibility to determine violations of the federal or state criminal drug statutes.
      4. Criminal drug statute means a federal or non-federal criminal statute involving the manufacture, sale, distribution, dispensation, use, or possession of any controlled substance.
      5. Employee means an individual receiving a salary, wages, other compensation and/or stipend support from the University.
      6. Federal agency or agency means any United States executive department, military department, government corporation, government controlled corporation, or any other establishment in the executive branch (including the Executive Office of the President), or any independent regulatory agency.
      7. Grant means an award of financial assistance, including a cooperative agreement, in the form of money, or property in lieu of money, by a federal agency directly to a grantee. The term grant includes block grant and entitlement grant programs, whether or not exempted from coverage under the grants management government wide regulation (“Uniform Administrative Requirements for Grants and Cooperative Agreements to State and Local Governments”). The term does not include technical assistance which provides services instead of money, or other assistance in the form of loans, loan guarantees, interest subsidies, insurance, or direct appropriations; or any veterans’ benefits to individuals; i.e., any benefit to veterans, their families, or survivors by virtue of the service of a veteran in the Armed Forces of the United States.
      8. Grantee means a legal entity which applies for or receives a grant or contract directly from a federal agency.
      9. Illicit drug use means the use, manufacture, sale, distribution, dispensation, or possession of illegal drugs and the abuse of other drugs and alcohol.
      10. Student means an individual registered or enrolled for credit or non-credit in a course or program offered by the University or any of its units.
      11. University activities mean an activity officially sponsored by the University.
      12. Workplace means the physical boundaries of the University and facilities owned or controlled by the University.

      Alcohol (beer, wine, or liquor) has a high potential for physical and psychological dependence as well as resulting in increased tolerance. Possible effects include impaired memory, slurred speech, drunken behavior, slow onset, vitamin deficiency, and organ damage. Overdose may result in vomiting, respiratory depression, loss of consciousness, and possible death. Withdrawal may include trembling, anxiety, insomnia, vitamin deficiency, confusion, hallucinations, and convulsions.

      Females who drink alcohol during pregnancy may give birth to infants with Fetal Alcohol Syndrome. These infants have irreversible physical abnormalities and mental retardation. In addition, research indicates that children of alcoholic parents are at greater risk than other youngsters of becoming alcoholics. Alcohol use is often related to acquaintance rape and failure to protect oneself from sexually transmitted diseases (STDs). Additionally, alcohol-related accidents are the number one cause of death in the 16- to 24-year-old age group.

      Narcotics (including heroin, morphine, hydrocodone, oxycodone, codeine, and others) have a high potential for both physical and psychological dependence as well as resulting in increased tolerance. The possible effects of using narcotics include euphoria, drowsiness, respiratory depression, constricted pupils, and nausea. Overdose may result in shallow breathing, clammy skin, convulsions, coma, and death. Withdrawal may include irritability, tremors, panic, nausea, chills, and sweating.

      Other depressants (including GHB or liquid ecstasy, valium, xanax, ambien, and barbiturates) have a potential for both physical and psychological dependence as well as resulting in increased tolerance. The possible side effects include slurred speech, disorientation, appearance of intoxication, and impaired memory. Overdose may result in shallow respiration, clammy skin, dilated pupils, weak and rapid pulse, coma and possible death. Withdrawal may include anxiety, insomnia, tremors, delirium, convulsions, and possible death.

      Stimulants (including cocaine, methamphetamine, and methylphenidate) have a possible risk of physical dependence and high risk for psychological dependence. Tolerance can develop in all stimulants. The possible side effects include increased alertness, excitation, euphoria, increased pulse rate and blood pressure, insomnia, and decreased appetite. Overdose may result in agitation, increased body temperature, hallucinations, convulsions, and possible death. Withdrawal may result in apathy, long periods of sleep, irritability, depression, and disorientation.

      Hallucinogens (including MDMA, LSD, Phencyclidine, and others) are less likely to result in physical dependence, with the exception of phencyclidines and analogs, and vary in terms of psychological dependence, ranging from none to moderate (MDMA) to high (phencyclidine and analogs). Tolerance can develop. Possible effects include heightened senses, teeth grinding, and dehydration (MDMA and analogs) and hallucinations, altered perception of time and distance in other types of hallucinogens. Overdose may result in increased body temperature and cardiac arrest for MDMA and more intense episodes for LSD. Some hallucinogens may result in muscle aches and depression when in withdrawal (MDMA) or may result in drug seeking behavior.

      Cannabis includes marijuana, tetrahydrocannabinol (THC), and hashish or hashish oil. All may result in moderate psychological dependence with THC resulting in physical dependence. Tolerance can develop in all forms. Possible effects include euphoria, relaxed inhibitions, increased appetite, and disorientation. Overdose may result in fatigue, paranoia, and possible psychosis. Withdrawal may occasionally result in insomnia, hyperactivity, and decreased appetite.

      Anabolic Steroids (including testosterone and others) may result in psychological dependence. Less is known as to their potential for physical dependence and increased tolerance levels. Possible effects may include virilization, edema, testicular atrophy, gynecomastia, acne, and aggressive behavior. Effects of overdose are unknown. Withdrawal may possibly include depression.

      Any employee admitting to or convicted of the unlawful possession, use, or distribution of illicit drugs and alcohol on the campus or at university sponsored events held off campus, will be subject to disciplinary action (up to and including termination), may be referred for prosecution, and may be required to satisfactorily participate in a drug and alcohol assistance or rehabilitation program, as agreed upon between the employee and the Department of Human Resources. Further information concerning employee penalties is available from the Department of Human Resources at 713-743-5770

      Information and Referral

      All members of the University community are eligible to consult with the professional staff of Counseling and Psychological Services (CAPS) regarding the availability of drug abuse assistance programs. Drug and alcohol abuse counseling and rehabilitation program referrals are routinely made to mutual help organizations, private hospitals, public treatment programs, and private drug treatment practitioners. In addition, UH Wellness, the campus wide education and prevention program, provides education and prevention on alcohol/drug abuse and related concerns for the University community and maintains a library of materials on substance use and abuse.

      Currently enrolled students may receive triage and brief substance abuse counseling. For substance dependence issues, a referral may be made to an appropriate treatment provider. Faculty and staff are eligible for an initial consultation and referral for such services.

      There is an Alcoholics Anonymous (AA) chapter which meets on campus periodically. When unavailable on campus, referrals can be made to local AA or Narcotics Anonymous (NA) chapter meetings with the Greater Houston Community. This service is free to University of Houston students, faculty, and staff. You can also call AA Intergroup at 713-686-6300 to get a referral to an AA group meeting near you.

      On a periodic basis, workshops focusing on the development of strengths and skills related to the effective management of substance related problem areas are offered by Counseling and Psychological Service and UH Wellness. These programs are open to University of Houston students, faculty and staff at no charge. UH Wellness conducts one-on-one facilitated conversations around alcohol and drug use through BASICS (Brief Alcohol Screening for College Students), along with CASICS (Cannabis Screening and Intervention for College Students). These programs may be accessed voluntarily or be required through a disciplinary action. UH Wellness also offers an approved Alcohol Education Course for Minors in Possession available to students who receive a court ordered citation or referrals from the Dean of Students Office or other campus departments. UH Wellness can be reached at (713) 743-5430, and more information found regarding these programs at https://uh.edu/wellness/.
      Houston Council on Alcoholism and Drug Abuse

      1. has established a drug-free and alcohol abuse awareness program to inform its faculty, staff, and students about the dangers of drug and alcohol abuse in the workplace, the University’s policy of maintaining a drug-free workplace and a workplace which prohibits the illicit use of alcohol, available drug and alcohol counseling, rehabilitation, and employee assistance programs, and the penalties that may be imposed upon employees for drug and alcohol abuse violations.
      2. will provide each student and employee a copy of this policy. In addition, all faculty, staff, and students will be notified of this policy through appropriate publications.
      3. will notify each university employee and each student that, as a condition of employment on a federal grant or contract, the person, once so employed, must abide by the terms of the policy, and must notify his/her supervisor and the Department of Human Resources of any criminal drug statue conviction for a violation occurring in the workplace no later than five (5) days after such conviction.
      4. will notify the appropriate federal agency within ten (10) days after receiving notice of criminal drug statute conviction of any university employee engaged in performance of the grant or contract.
      5. will impose sanctions on, or require the satisfactory participation in a drug abuse assistance or rehabilitation program, by any employee so convicted. Sanctions imposed on employees for violation of this policy may include suspension, suspension without pay and termination.
      6. will make a good faith effort to continue to maintain an environment that complies with the Drug-Free Workplace Act 1988 and the Drug-Free Schools and Communities Act Amendments of 1989.
      7. will conduct a biennial review of its programs to assess their effectiveness, what changes need to be made, and to ensure the uniform application of sanctions to employees and students.

      Equal Education and Employment Opportunity Statement

      The University of Houston is fully committed to the principle of providing equal treatment and opportunity to all persons in an environment that appreciates and respects the diversity of the community it serves. It is University policy to prohibit discrimination in employment and educational services based on race, color, religion, national origin, sex (including pregnancy), age, genetic information, disability, veteran status, sexual orientation, gender identity or status, or gender expression except where such a distinction is allowed by law, and to promote the full realization of equal opportunity through an affirmative action program. The University of Houston is pledged to support recruitment, admissions, and retention of underrepresented minority students as well as recruitment, hiring, and promotion of employees of underutilized protected classes.

      It is the responsibility of all persons making University employment and educational decisions to follow this policy. The University is committed to providing the training and resources necessary to facilitate implementation of the policy. The Department of Human Resources is responsible for reviewing personnel actions in order to monitor conformance with the university’s policies and objectives. Personnel actions include, but are not limited to: recruitment, interviews, selections, promotions, demotions, transfer, reductions in force, returns from reductions in force, disciplinary actions, terminations, compensation, benefits, parental leaves, tuition assistance, and University-sponsored training and education.

      The University of Houston’s official statement of Nondiscrimination is found in the introduction of this Student Handbook. See the UHS Anti-Discrimination Policy for more information. Inquiries and/or complaints regarding the University’s affirmative action and equal opportunity policies may be directed to the Office of Equal Opportunity Services at 713-743-8835.

      Residential Halls Policy

      Students who live in the University of Houston residential facilities neither lose the rights, nor escape the duties and responsibilities, of a citizen in an educational community. Residents should become familiar with the policies and regulations governing the residence halls, provided by Residence Hall staff.

      Please see the Student Housing and Residential Life Resource Guide for more information: http://www.uh.edu/housing/information-guide/housing-resource-guide/index.

      Security Sensitive Positions Policy

      In accordance with the University of Houston Security Sensitive Positions Policy (MAPP 2.03.05), a criminal history record investigation will be conducted for student workers in certain security sensitive positions. Failure to successfully pass the criminal history record investigation or falsification of the Authorization to Conduct a Criminal History Record Investigation form may result in disqualification from employment or termination. For more information, contact Human Resources at 713-743-3988.

      Smoking Policy

      Effective June 1, 2013, the University of Houston is designated as a tobacco-free campus. The use of all tobacco products is prohibited in university buildings and on university grounds, including parking areas, sidewalks, walkways, university-affiliated parking facilities and university-owned buildings, except in temporary designated tobacco-use areas.

      The tobacco-free campus policy is part of the university’s commitment to creating a healthy and sustainable environment for all members of the UH community, and is designed to be positive and health-directed. The university is not requiring faculty, staff and students to quit using tobacco products, but does expect the policy to be adhered to by all individuals on university property.

      Enforcement of the policy will be achieved primarily through education, awareness and a spirit of cooperation.

      Tobacco users are expected to adhere to the policy and be respectful to ex-tobacco users and non-tobacco users. Individuals noticing violations of the policy should strive to be non-confrontational and respectful to tobacco users when communicating this policy.

      Designated tobacco-use locations have been established on the main UH campus and at the Energy Research Park. The designated tobacco-use areas will be available for a minimum of 12 months from the date of policy enactment. Tobacco cessation services and/or referrals are available to assist students and employees who wish to stop using tobacco products.

      In summary, the new tobacco-use policy:

      • Activates new tobacco cessation screenings, services and referrals for UH students and employees who want to quit;
      • Prohibits the use, sale, advertising and sampling of all tobacco products on the UH Main Campus and the Energy Research Park, including all buildings, vehicles, grounds, sidewalks and parking areas owned or operated by UH;
      • Includes a phase-in period of not less than 12 months, during which designated tobacco-use areas will be available. The ongoing need for any or all designated tobacco-use areas will be reviewed annually, with the possibility of continued existence for 12-month intervals at a time.
      • Effective implementation relies on the courtesy, respect and cooperation of all members of the UH community. If someone is seen using tobacco on university property outside a designated tobacco use area, any member of the UH community may inform the tobacco user of the policy and request that he/she comply. Individuals who are reported to the Tobacco Task Force for non-compliance will receive a message reminding them of the policy, and the availability of tobacco cessation services. There are no plans at this time to issue citations or fines, or to report anyone to his or her supervisor.

      In a broader sense, the tobacco-free policy is another benefit of attending or working for a Tier One-designated university. Other benefits include reduced fire hazards and cleaner campus grounds.

      For more information regarding the Tobacco-Free Campus Policy, go to: http://www.uh.edu/policies/tobaccofree

      Sexual Misconduct Policy

      What is the University’s Sexual Misconduct Policy?

      The Sexual Misconduct Policy seeks to eliminate sexual misconduct from happening, prevent its recurrence and address its effects. This is done through education, training and serious consequences for violation of the Policy. The Policy can be viewed at UHS Sexual Misconduct Policy.

      What is Sexual Misconduct?

      Sexual misconduct encompasses non-consensual sexual activity or unwelcome behavior of a sexual nature such as sexual assault, sexual exploitation, sexual intimidation, sexual harassment, non-consensual sexual contact, intimidate partner violence (domestic violence and dating violence), and stalking.

      What is Consent?

      Consent is agreeing to an action based on your knowledge of what that action involves, the consequences of that action and having the option to say no. In a sexual situation, consent works the same way - before engaging in a specific sexual activity, an agreement must be made between the partners. For more information go to: https://uhsystem.edu/crossroads

      Drugs and Alcohol

      Alcohol and other drugs can lower inhibitions and create an atmosphere of confusion over whether consent is freely given.

      Forms of Sexual Misconduct

      Sexual Assault

      Sexual assault is sexual intercourse that occurs without consent, including: (1) penetration, however slight, of an orifice (anal, vaginal, oral) with the vulva, anus, or mouth, by a penis, finger, or other object; (2) other acts of oral sex or anal stimulation; or (3) knowingly exposing a person to and/or transmitting a sexually-transmitted infection or HIV/AIDS to another person.

      Sexual Harassment

      Sexual harassment is subjecting an individual on the basis of their membership in a Protected Class to unlawful severe, pervasive, and/or objectively offensive treatment that constitutes: (1) humiliating, abusive, or threatening conduct or behavior that denigrates or shows hostility or aversion toward an individual or group; (2) an intimidating, hostile or abusive learning, living, or working environment, or an environment that alters the conditions of learning, living or working; or (3) an unreasonable interference with an individual’s academic or work performance that may effectively deny a person equal access to the University’s Education Program or Activity.

      Non-consensual Sexual Contact

      Non-consensual sexual contact is a form of sexual harassment or sexual assault that consists of any intentional touching in a sexual manner, however slight or momentary, or the use of an object to touch another in a sexual manner, including: (1) unwanted touching of a sexual manner; or (2) use of force or intimidation to make someone else engage in non-consensual sexual touching.

      Sexual Exploitation

      Sexual exploitation is a form of sexual harassment that occurs when someone takes non-consensual or abusive sexual advantage of another for their own advantage or benefit or to benefit or advantage anyone other than the one being exploited. Examples can include, but are not limited to, prostituting or sex trafficking; recording someone in an intimate situation without their consent; voyeurism; and distributing intimate pictures of someone without their consent, even if the images were shared consensually.

      Sexual Intimidation

      Sexual intimidation is a form of sexual harassment that involves threatening another with behavior of a sexual nature. Examples include, but are not limited to, engaging in indecent exposure (aka “flashing”), or transmitting or displaying a nude image whether the action was unsolicited and a reasonable person would feel threatened or intimidated.

      Domestic Violence

      Domestic violence is a pattern of abusive behavior in any relationship that is used by one partner to gain or maintain power and control over another intimate partner.

      Dating Violence

      Dating violence is a violent act committed by a person who is or has been in a social relationship of a romantic or intimate nature with the victim.

      Stalking

      Stalking, including cyber stalking, is a pattern of repeated and unwanted attention, harassment, contact or any other course of conduct directed at a specific person that would cause a reasonable person to feel fear for themselves or others, or suffer substantial emotional distress.

      Bystander Intervention

      One of the most effective methods of preventing sexual assault is bystander intervention. Some people might be concerned that they are being encouraged to place themselves in jeopardy to stop crimes in progress. This is not the case. There are many situations that occur prior to incidents of Sexual Misconduct that are appropriate for intervention. Bystander intervention encourages people to watch for those behaviors and situations that appear to be inappropriate, coercive, and harassing.

      Ways to Intervene
      • Making up an excuse to get a person out of a potentially dangerous situation;
      • Letting an individual know that their actions may lead to serious consequences;
      • Not leaving a person’s side who may be in trouble despite the efforts of someone else to get them alone or away from you;
      • Using a group of friends to remind someone behaving inappropriately that their behavior should be respectful;
      • Taking steps to curb someone’s use of alcohol before problems occur; and/or
      • Calling the authorities when the situation warrants.

      Below is a listing of places to report Sexual Misconduct.

      University Police
      www.uh.edu/police
      713.743.3333

      EMERGENCY 911

      Office of Equal Opportunity Services
      (to seek accommodations or file an internal complaint)
      eos@uh.edu
      713.743.8835

      Dean of Students Office
      www.uh.edu/dos
      832.842.6183

      For Confidential or Anonymous Reporting

      Campus crisis counselors can provide safe and confidential support, explain common reactions to crises, and discuss coping methods that may assist immediately following the assault and later. A victim (or any individual who has information about an incident of alleged sexual misconduct) may submit a report through a secure web-based reporting system: https://www.uh.edu/equal-opportunity/make-a-report/, which allows the option of anonymity.

      Counseling and Psychological Services (CAPS)
      www.uh.edu/caps
      713.743.5454

      University of Houston Health Center
      www.uh.edu/healthcenter
      713.743.5151

      A.D. Bruce Religion Center
      https://uh.edu/adbruce/
      713.743.5050

      Sexual Misconduct Support Services (SMSS)

      See the UHS Sexual Misconduct Policy and Crossroads for additional resources and all student rights regarding sexual misconduct.