2026-2028 Catalog

University Policies

Statement on Commitment to Community

The Cal Poly community values a broad and inclusive campus learning experience where its members embrace core values of mutual respect, academic excellence, open inquiry, free expression and respect for diversity. Membership in the Cal Poly community is consistent with the highest principles of shared governance, social and environmental responsibility, engagement and integrity.

As students, faculty and staff of Cal Poly, we choose to:

  • Act with integrity and show respect for ourselves and one another
  • Accept responsibility for our individual actions
  • Support and promote collaboration in University life
  • Practice academic honesty in the spirit of inquiry and discovery
  • Contribute to the university community through service and volunteerism
  • Demonstrate concern for the well-being of others
  • Promote the benefits of diversity by practicing and advocating openness, respect and fairness

Individual commitment to these actions is essential to Cal Poly's dedication to an enriched learning experience for all its members.

The University prohibits discrimination and harassment based on religion, ethnicity, ancestry, and all other protected characteristics. Antisemitism and anti-Zionism may constitute unlawful discrimination when it targets individuals based on their Jewish identity, resulting in denial of rights, benefits, or equal access, or creating a hostile environment. Criticism of a government or its policies, when not directed at individuals because of religion, ethnicity, or ancestry, is protected free expression under the First Amendment. The University is committed to protecting both civil rights and free speech consistent with federal and state law for all individuals.

Statement on Diversity and Inclusivity

The following excerpt is taken from the Cal Poly Statement on Diversity and Inclusivity, which has been endorsed by the Cal Poly Academic Senate Resolution AS-807-15:

At Cal Poly we believe that academic freedom, a cornerstone value, is exercised best when there is understanding and respect for our diversity of experiences, identities, and world views. Consequently, we create learning environments that allow for meaningful development of self-awareness, knowledge, and skills alongside attention to others who may have experiences, worldviews, and values that are different from our own. In so doing, we encourage our students, faculty, and staff to seek out opportunities to engage with others who are both similar and different from them, thereby increasing their capacity for knowledge, empathy, and conscious participation in local and global communities.

In the spirit of educational equity, and in acknowledgement of the significant ways in which a university is transformed by, and can transform the lives of individuals and communities, we strive to increase the diversity at Cal Poly. As an institution that serves the state of California within a global context, we support the recruitment, retention, and success of talented students, faculty, and staff from across all social identities, including people who are from historically and societally marginalized and underrepresented groups.

We are a culturally invested university whose members take personal responsibility for fostering excellence in our own and others’ endeavors. To this end, we support an increased awareness and understanding of how one’s own identity facets (such as race, ethnicity, gender, sexual orientation, religion, age, disability, social class, and nation of origin) and the combinations/intersections of these identities and experiences that may accompany them can affect our different worldviews.

*

The definition of diversity is specifically inclusive of, but not limited to, an individual's race/ethnicity, sex/gender, socioeconomic status, cultural heritage, disability, and sexual orientation.

Statement on Sustainability

In 1987, the United Nations’ World Commission on Environment and Development defined sustainable development as, “development which meets the needs of current generations without compromising the ability of future generations to meet their own needs.” In 2009, Cal Poly’s Academic Senate adopted a more academically focused definition of sustainability with the passage of Sustainability Learning Objectives:

“Cal Poly defines sustainability as the ability of the natural and social systems to survive and thrive together to meet current and future needs. Cal Poly students should be able to consider sustainability when making reasoned decisions. Students should be able to:

  • Define and apply sustainability principles within their academic programs
  • Explain how natural, economic, and social systems interact to foster or prevent sustainability
  • Analyze and explain local, national, and global sustainability using a multidisciplinary approach
  • Consider sustainability principles while developing personal and professional values”

As a comprehensive polytechnic university with a hands-on, Learn-by-Doing pedagogy, Cal Poly offers a wide breadth of academic programs in technical disciplines, the arts, and humanities. A Cal Poly education seeks to achieve two distinct but complementary goals – technical knowledge and proficiency in a chosen discipline to prepare for the workplace, and a transformative exposure to diverse cultures and critical thinking to create life-long learners and responsible global citizens.

By definition, sustainability seeks to balance three things - protection of the natural environment, healthy economy, and social justice and equity. As a framework in higher education, sustainability helps foster critical and systems thinking, development of personal and professional ethics, a commitment to environmental stewardship, and inspires students to make positive contributions to human society.

As a Charter Signatory to the Second Nature Climate Commitment, Cal Poly is committed to achieving carbon neutrality and climate resilience as soon as possible, and is infusing this work into curriculum, research, and student experience.

For more information on sustainability at Cal Poly see Sustainability Practices.

Policies on Rights of Individuals

Cal Poly is a community enriched by individual differences. The University is committed to respecting and protecting the rights of individuals. This section presents a summary of University non-discrimination policies and procedures for pursuing complaints under these policies. The Civil Rights and Compliance Office has been designated to oversee and coordinate implementation of compliance with campus non-discrimination policies.

Except where otherwise indicated, procedures for reporting incidents of discrimination can be found in “Reporting Guidelines.”

Nondiscrimination Policy and Complaint Procedures at Cal Poly

Protected Status: Age, Disability (physical and mental), Gender, Gender Identity (including Nonbinary or Transgender), Gender Expression, Genetic Information, Marital Status, Medical Condition, Nationality, Pregnancy or related conditions, Race or Ethnicity (including color, caste, or ancestry), Religion or Religious Creed, Sex (including Sex Stereotyping or Sex Characteristics), Sexual Orientation, and Veteran or Military Status.

California State University does not discriminate on the basis of Age, Disability (physical and mental), Gender, Gender Identity (including Nonbinary or Transgender), Gender Expression, Genetic Information, Marital Status, Medical Condition, Nationality, Pregnancy or related conditions, Race or Ethnicity (including color, caste, or ancestry), Religion or Religious Creed, Sex (including Sex Stereotyping or Sex Characteristics), Sexual Orientation, and Veteran or Military Status – as these terms are defined in the Interim CSU Nondiscrimination Policy in its programs and activities, including admission and access. Federal and state laws, including Title VI of the Civil Rights Act of 1964 and the California Equity in Higher Education Act, prohibit such discrimination.

Lauren Daly, Interim Title IX Coordinator and DHR Administrator has been designated to coordinate the efforts of Cal Poly to comply with all applicable federal and state laws prohibiting discrimination on these bases. Inquiries concerning compliance may be presented to this person at:

Civil Rights & Compliance Office
Bld. 33 (Fischer Science Bld.), Room 290
1 Grand Avenue, San Luis Obispo, CA 93407
Phone: 805.756.6770
Email:  crco@calpoly.edu
Website: https://crco.calpoly.edu/

The Interim CSU Nondiscrimination Policy – Student Respondent Procedures   (or any successor policy) is the systemwide procedure for all complaints or discrimination, harassment or retaliation made against other CSU students.

The Interim CSU Nondiscrimination Policy – Employee and Third-Party Respondent Procedures (or any successor procedure) is the systemwide procedure for all complaints of discrimination, harassment or retaliation made against the CSU, a CSU employee or a third party.

Protected Status: Disability

California State University does not discriminate on the basis of disability (physical and mental) – as this term is defined in the  Interim CSU Nondiscrimination Policy – in its programs and activities, including admission and access. Federal and state laws, including sections 504 and 508 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act of 1990, prohibit such discrimination.

Lauren Daly, Interim 504/ADA Coordinator has been designated to coordinate the efforts of Cal Poly to comply with all applicable federal and state laws prohibiting discrimination on the basis of disability. Inquiries concerning compliance may be presented to this person at:

Civil Rights & Compliance Office
Bld. 33 (Fischer Science Bld.), Room 290
1 Grand Avenue, San Luis Obispo, CA 93407
Phone: 805.756.6770
Email:  crco@calpoly.edu
Website: https://crco.calpoly.edu/

The Interim CSU Nondiscrimination Policy – Student Respondent Procedures (or any successor policy) is the systemwide procedure for all complaints or discrimination, harassment or retaliation made against other CSU students.

The Interim CSU Nondiscrimination Policy – Employee and Third-Party Respondent Procedures (or any successor procedure) is the systemwide procedure for all complaints of discrimination, harassment or retaliation made against the CSU, a CSU employee or a third party.

Protected Status: Gender (or sex), Gender Identity (including nonbinary and transgender), Gender Expression and Sexual Orientation

California State University does not discriminate on the basis of gender (or sex), gender identity (including nonbinary and transgender), gender expression and sexual orientation – as these terms are defined in CSU policy – in its programs and activities, including admission and access. Federal and state laws, including Title IX of the Education Amendments of 1972, prohibit such discrimination.

Lauren Daly, the Interim Title IX Coordinator, has been designated to coordinate the efforts of Cal Poly to comply with all applicable federal and state laws prohibiting discrimination on these bases. Inquiries concerning compliance may be presented to this person at:

Civil Rights & Compliance Office
Bld. 33 (Fischer Science Bld.), Room 290
1 Grand Avenue, San Luis Obispo, CA 93407
Phone: 805.756.6770
Email:  crco@calpoly.edu
Website: https://crco.calpoly.edu/

California State University is committed to providing equal opportunities to all CSU students in all university programs, including intercollegiate athletics.

The Interim CSU Nondiscrimination Policy – Student Respondent Procedures (or any successor policy) is the systemwide procedure for all complaints or discrimination, harassment or retaliation made against other CSU students.

The Interim CSU Nondiscrimination Policy – Employee and Third-Party Respondent Procedures (or any successor procedure) is the systemwide procedure for all complaints of discrimination, harassment or retaliation made against the CSU, a CSU employee or a third party.

Track 1 (Federal Mandated Hearing Process) applies to Complaints against a Student, Employee, Third Parties, and/or Student-Employees where the alleged conduct:

  1. Meets the definition of Sexual Harassment as defined in Article V.B of the Nondiscrimination Policy (also defined in Track 1, Article II.K); and
  2. Occurred in the United States; and
  3. Occurred in an education program or activity at the university, as defined in Track 1, Article II.E.

As a matter of federal and state law and California State University policy, the following types of conduct are prohibited:

Discrimination

Discrimination is conduct that causes harm to a Complainant based on their actual or perceived Protected Status within the CSU's educational programs, activities, or employment which results in the denial or limitation of services, benefits, or opportunities provided by the CSU. Under the CSU Nondiscrimination Policy, the definition of Discrimination includes:

  • Different Treatment Discrimination: Different Treatment Discrimination occurs when the Complainant is: 1) treated less favorably; 2) than other similarly situated individuals under similar circumstances; 3) because of the Complainant's actual or perceived Protected Status; and 4) not for a legitimate, nondiscriminatory reason. Insignificant or trivial actions or conduct not reasonably likely to do more than anger or upset a Complainant do not constitute "Different Treatment Discrimination."
  • Under this Nondiscrimination Policy, discrimination in employment includes any adverse employment action or conduct that is reasonably likely to impair the Employee's job performance or prospects for advancement or promotion.
  • An allegation that an Employee is receiving unequal pay because of their Protected Status (for example, under the California Equal Pay Act) constitutes a Discrimination Complaint under this Nondiscrimination Policy.
HARASSMENT

Harassment means unwelcome verbal, nonverbal or physical conduct engaged in because of an individual Complainant’s Protected Status. Harassment includes but not limited to verbal harassment (e.g., epithets, derogatory comments, or slurs), physical harassment (e.g., assault, impeding or blocking movement, or any physical interference with normal work or movement), and visual forms of harassment (e.g., derogatory posters, cartoons, drawings, symbols, or gestures.). Single, isolated incidents will typically be insufficient to rise to the level of Harassment.

Harassment may occur when:

Submitting to, or rejecting verbal, nonverbal, or physical conduct is explicitly or implicitly a basis for:

  • Any decision affecting a term or condition of the Complainant's employment; or
  • Any decision affecting a Complainant's academic status or progress, or access to benefits and services, honors, programs, or activities available at or through the University

OR The conduct is sufficiently severe or pervasive so that its effect, whether intended or not, could be considered by a reasonable person under similar circumstances and with similar identities, and is in fact considered by the Complainant, as creating an intimidating, hostile, or offensive work or educational environment that denies or substantially limits an individual's ability to participate in or benefit from employment and/or educational, services, activities, or other privileges provided by the CSU.

Whether a hostile environment has been created is a fact-specific inquiry that includes consideration of the following:

  1. The frequency, nature, and duration of the conduct;
  2. Whether the conduct was physically threatening;
  3. Whether the conduct arose in the context of other discriminatory conduct or other misconduct;
  4. The degree to which the conduct affected the Complainant's ability to access the CSU's educational programs, activities, or employment;
  5. The Parties' ages, roles within the CSU's educational programs or activities, previous interactions, and other factors about each Party that may be relevant to evaluating the effects of the conduct; and
  6. Other Harassment in the CSU's educational programs, activities, or employment.
Sexual Misconduct

All sexual activity between members of the CSU community must be based on Affirmative Consent. Engaging in any sexual activity without first obtaining Affirmative Consent to the specific activity is Sexual Misconduct, whether or not the conduct violates any civil or criminal law.

a.   Sexual activity includes, but is not limited to:

  • kissing
  • touching intimate body parts
  • fondling
  • intercourse
  • penetration, no matter how slight, of the vagina or anus with any part or object
  • oral copulation of a sex organ by another person.

b.   Sexual Misconduct includes, but is not limited to, the following conduct:

  • an attempt, coupled with the ability, to commit a violent injury on the person of another because of that person's Gender or Sex,
  • the intentional touching of another person's intimate body parts without Affirmative Consent,
  • intentionally causing a person to touch the intimate body parts of another without Affirmative Consent,
  • using a person's own intimate body part to intentionally touch another person's body without Affirmative Consent,
  • any unwelcome physical sexual acts, such as unwelcome sexual touching,
  • using physical force, violence, threat, or intimidation to engage in sexual activity,
  • ignoring the objections of the other person to engage in sexual activity,
  • causing the other person's incapacitation through the use of drugs or alcohol to engage in sexual activity,
  • taking advantage of the other person's incapacitation to engage in sexual activity.

c.   Intimate body part means the sexual organ, anus, groin, buttocks, or breasts of any person.

d.   Sexual activity between a Minor (a person younger than 18 years old) and a person who is at least 18 and two years older than the Minor always constitutes Sexual Misconduct, even if there is Affirmative Consent to all sexual activity. The existence of Affirmative Consent and/or the type of sexual activity may be relevant to the determination of an appropriate Sanction.

e.   Persons of all Genders, Gender Identities, Gender Expressions, and Sexual Orientations can be victims of these forms of Sexual Misconduct. Sexual Misconduct can be committed by an individual known to the victim including a person the Complainant may have just met, i.e., at a party, introduced through a friend, or on a social networking website.

Affirmative Consent

Affirmative Consent means an agreement to engage in sexual activity that is informed, affirmative, conscious, voluntary, and mutual. Affirmative Consent must be given freely and without coercion, force, threats, intimidation, or by taking advantage of another person's incapacitation. It is the responsibility of each person involved in the sexual activity to ensure Affirmative Consent has been obtained from the other participant(s) prior to engaging in the sexual activity.

  • Affirmative consent is given by clear words or actions. Affirmative consent includes knowledge and agreement to engage in the specific sexual activity.
  • Affirmative Consent must be ongoing throughout a sexual activity and can be withdrawn or revoked at any time, including after sexual activity begins. Once consent is withdrawn or revoked and clearly communicated, the sexual activity must stop immediately.
  • Consent to one form of sexual activity or one sexual act does not constitute consent to other forms of sexual activity. Consent given to sexual activity on one occasion does not constitute consent on another occasion.
  • Affirmative Consent cannot be inferred from an existing or previous dating, social, or sexual relationship between the Parties.
  • Silence does not mean there is Affirmative Consent.
  •  Lack of protest or resistance does not mean there is Affirmative Consent.
  • A request for someone to use a condom or birth control does not, in and of itself, mean there is Affirmative Consent.
  • Affirmative Consent cannot be given by a person who is incapacitated. A person is unable to consent when asleep, unconscious, or incapacitated due to the influence of drugs, alcohol, or medication.
Incapacitation

A person is incapacitated if they lack the physical and/or mental ability to make informed, rational decisions about whether or not to engage in sexual activity. A person with a medical or mental disability may also lack the capacity to give consent. Incapacitation exists when a person could not understand the fact, nature, or extent of the sexual activity.
It shall not be a valid excuse that a person affirmatively consented to the sexual activity if the Respondent knew or reasonably should have known that the person was unable to consent to the sexual activity under any of the following circumstances:

  • The person was asleep or unconscious;
  • The person was incapacitated due to the influence of drugs, alcohol, or medication, so that the person could not understand the fact, nature, or extent of the sexual activity; or
  • The person was unable to communicate due to a physical or mental condition.
  • It shall not be a valid excuse that the Respondent believed that the person consented to the sexual activity under either of the following circumstances:
  • The Respondent's belief in Affirmative Consent arose from the intoxication or recklessness of the Respondent;
  • The Respondent did not take reasonable steps, in the circumstances known to the Respondent at the time, to ascertain whether the person affirmatively consented.
  • Whether an intoxicated person (as a result of using alcohol, drugs, or medication) is incapacitated will require an individualized determination about the extent to which the alcohol or other drugs impact the person's decision-making ability, awareness of consequences, and ability to make informed judgments. The level of intoxication may change over a period of time based on a variety of individual factors, including the amount of substance consumed, speed of intake, body mass, height, weight, tolerance, food consumption, drinking patterns, and metabolism. A person's own intoxication or incapacitation from drugs or alcohol does not diminish that person's responsibility to obtain Affirmative Consent before engaging in sexual activity.
  • Incapacitation due to alcohol, drugs or medication is a state of intoxication that is so severe that it interferes with a person's capacity to make informed and knowing decisions. A person who is incapacitated may not be able to understand where they are, whom they are with, how they got there, or what is happening. Signs that a person may be incapacitated due to the influence of drugs, alcohol, or medication include, but are not limited to, the following:
    • slurred speech or difficulty communicating clearly;
    • clumsiness or lack of physical coordination (e.g., difficulty standing or walking without assistance);
    • impaired motor skills (e.g., eating, drinking, texting);
    • disorientation regarding time and place;
    • difficulty concentrating;
    • vomiting;
    • combativeness or emotional volatility; or
    • sleeping, unconsciousness, or going in and out of consciousness.
  • Incapacitation may also include memory impairment or an inability to recall entire or partial
    events (sometimes referred to as "black-out" or "brown-out"). A person may experience this symptom while appearing to be functioning "normally," including communicating through actions or words that can reasonably and objectively be interpreted as communicating consent to engage in sexual activity. Total or partial loss of memory alone may not be sufficient, without additional evidence, to prove that an individual was incapacitated under this Policy. Whether sexual activity under these circumstances constitutes Prohibited Conduct depends on the presence or absence of the outwardly observable factors indicating that an individual is incapacitated, as described above.
  • In evaluating Affirmative Consent in cases involving incapacitation, the CSU considers the totality of available information in determining whether a Respondent knew or reasonably should have known that the Complainant was incapacitated.

Sexual Exploitation means a person taking sexual advantage of another person for the benefit of anyone other than that person without that person's consent, including, but not limited to, any of the following acts:

  • The prostituting of another person.
  • The trafficking of another person, defined as the inducement of a person to perform a commercial sex act, or labor of services, through force, fraud, or coercion.
  • The recording of images, including video or photograph, or audio of another person's sexual activity or intimate parts, without that person's consent.
  • The distribution of images, including video or photographs, or audio of another person's sexual activity or private body parts, if the individual distributing the images or audio knows or should have known that the person depicted in the images or audio did not consent to the disclosure. This includes distribution of digitally altered or artificial-intelligence-generated images, video, and audio.
  • The viewing of another person's sexual activity or private body parts, in a place where that other person would have a reasonable expectation of privacy, without that person's consent, for the purpose of arousing or gratifying sexual desire.
Dating Violence and Domestic Violence

Dating Violence means physical violence or threat of physical violence committed by a person:

a.   Who is or has been in a social relationship of a romantic or intimate nature with the Complainant; and

b.   Where the existence of such a relationship shall be determined based on a consideration of the following factors:

i.    The length of the relationship.
ii.   The type of relationship.
iii. The frequency of interaction between the persons involved in the relationship.

Domestic Violence means physical violence or threat of physical violence committed by a current or former spouse or intimate partner of the Complainant, by a person with whom the Complainant shares a child in common, by a person who is cohabitating with or has cohabitated with the Complainant as a spouse or intimate partner, or by a person similarly situated to a spouse of the Complainant. Domestic violence also includes acts against a Minor or adult victim who is protected from those acts under the family or domestic laws of the state.

Stalking

Stalking means engaging in a Course of Conduct directed at a specific person that would cause a reasonable person to fear for the safety of self or others' safety or to suffer Substantial Emotional Distress. For purposes of this definition:

  • Course of Conduct means two or more acts, including but not limited to, acts in which one party directly, indirectly, or through third parties, by any action, method, device, or means, follows, monitors, observes, surveils, threatens, or communicates to or about the other party, or interferes with the other party's property.
  • Substantial Emotional Distress means significant mental suffering or anguish that may but does not necessarily require medical or other professional treatment or counseling.
Prohibited Consensual Relationships

A Prohibited Consensual Relationship includes consensual sexual or romantic relationships between an Employee and any Student or Employee over whom they exercise direct or otherwise significant academic, administrative, supervisory, evaluative, counseling, or extracurricular authority.

  • A consensual relationship means a sexual or romantic relationship between two individuals who voluntarily enter into such a relationship.
  • While sexual and/or romantic relationships between members of the University community may begin as consensual, they may evolve into situations that lead to Discrimination, Harassment, Retaliation, Sexual Misconduct, Sexual Exploitation, Dating Violence, Domestic Violence, or Stalking subject to this Nondiscrimination Policy.
  • It is a violation of this Nondiscrimination Policy for an Employee to enter into a Prohibited Consensual Relationship.
  • Examples of Prohibited Consensual Relationships include, but are not limited to, a supervisor and an employee in their chain of command; a faculty member and a student enrolled in their class; a counselor and a student they are advising; a resident advisor and a student in their building; a club advisor and club member.
Retaliation

Retaliation is intimidation, coercion, or discrimination against any individual for the purpose of interfering with their exercise of any rights under this Nondiscrimination Policy by:

  • Reporting or filing a Complaint;
  • Participating or refusing to participate in any manner in any Policy-related investigation or proceeding, including a hearing;
  • Opposing conduct which was reasonably and in good faith believed to be in violation of this Nondiscrimination Policy;
  • Assisting or participating in an investigation or proceeding under this Nondiscrimination Policy, regardless of whether the Complaint was substantiated; or
  • Assisting someone else in reporting or opposing a violation of this Nondiscrimination Policy or assisting someone else in reporting or opposing Retaliation under this Nondiscrimination Policy.
    • For purposes of this definition, Retaliation includes conduct that would discourage a reasonable person from reporting or participating in a process provided for in this Policy, including threats, intimidation, coercion, reprisals, discrimination, and adverse employment or educational actions.
    • Peer Retaliation, which is defined as Retaliation by one Student against another Student, is also prohibited.
    • Retaliation may occur even when there is not a power or authority differential between the individuals involved.
    • The exercise of rights protected under the First Amendment does not constitute Retaliation prohibited under this definition.
    • Good faith actions lawfully pursued in response to a Complaint, such as gathering evidence, providing Supportive Measures, or disciplining Students or Employees found to be in violation of this Nondiscrimination Policy, without more, are not considered Retaliation.

Track 1 Prohibited Conduct Definitions

  1.  Title IX (Track 1) Prohibited Conduct
    The following definitions of prohibited conduct apply to cases that are determined by the campus Title IX Coordinator as meeting the requirements to proceed under Track 1 attached to this Nondiscrimination Policy.

    Sexual Harassment means conduct on the basis of Sex that satisfies one or more of the following: 
    1.  An Employee conditioning the provision of an aid, benefit, or service of the University on an individual's participation in unwelcome sexual conduct; 
    2. Unwelcome conduct determined based on the reasonable person standard to be so severe, pervasive, and objectively offensive that it effectively denies a person equal access to an Education Program or Activity.
    3. Sexual Assault includes the following: 
      1. Rape is the penetration, or attempted penetration, no matter how slight, of the vagina or anus with any body part or object, or oral penetration by a sex organ of another person, without the Affirmative Consent of the Complainant. Rape also includes the attempted penetration, no matter how slight, of the vagina or anus with any body part or object, or oral penetration by a sex organ of another person, without the Affirmative Consent of the Complainant, with the present ability and the intent to commit Rape.
      2. Fondling is the touching of the private body parts of another person for the purpose of sexual gratification, without the Affirmative Consent of the victim, including instances where the Complainant is incapable of giving Affirmative Consent because of their age or because of their temporary or permanent mental incapacity 
      3. Incest is sexual intercourse between persons who are related to each other within the degrees wherein marriage is prohibited by law.  
      4. Statutory Rape is sexual intercourse with a person who is under the age of 18 years, the California statutory age of consent. The definition of Affirmative Consent is that under Article VII.A.3 above. 
    4. Dating Violence means physical violence or threat of physical violence committed by a person:
      1. who is or has been in a social relationship of a romantic or intimate nature with the Complainant; and
      2. where the existence of such a relationship shall be determined based on a consideration of the following factors:
        1. The length of the relationship.  
        2. The type of relationship.
        3. The frequency of interaction between the persons involved in the relationship. 
    5. Domestic Violence means physical violence or threat of physical violence committed by a current or former spouse or intimate partner of the Complainant, by a person with whom the Complainant shares a child in common, by a person who is cohabitating with or has cohabitated with the Complainant as a spouse or intimate partner, or by a person similarly situated to a spouse of the Complainant.
    6. Stalking means engaging in a course of conduct directed at a specific person that would cause a reasonable person to: 
      fear for their safety or the safety of others; or suffer substantial emotional distress. 

See further information at Cal Poly’s Title IX Notice of Nondiscrimination and Cal Poly’s Title IX website.

Whom to Contact If You Have Complaints, Questions or Concerns

Title IX requires the university to designate a Title IX Coordinator to monitor and oversee overall Title IX compliance. The campus Title IX Coordinator is available to explain and discuss the university's complaint process, including the investigation and hearing process; the availability of reasonable supportive measures (both on and off campus regardless of whether the person chooses to report the conduct); the right to file a criminal complaint (for example, in cases of sexual misconduct); how confidentiality is handled; and other related matters. If you are in the midst of an emergency, please call the police immediately by dialing 9-1-1.

CAL POLY’s TITLE IX COORDINATOR:

Lauren Daly
Interim Title IX Coordinator
Civil Rights & Compliance Office
Building 33 (Fisher Science), Room 290
1 Grand Avenue, San Luis Obispo, CA 93407
E-mail:  crco@calpoly.edu
Phone: 805-756-6770

Cal Poly University Police Department (when you are on campus)
Emergency: 911
Non-emergency: 805-756-2281
Location: Building 36
https://www.afd.calpoly.edu/police/

Local Police (when you are off campus)
San Luis Obispo Police
Emergency: 911
Non-Emergency: 805-781-7317
Location: 1042 Walnut Street, San Luis Obispo, CA 93401
(at the intersection of Santa Rosa)

Title IX requires the university to adopt and publish complaint procedures that provide for prompt and equitable resolution of gender discrimination complaints, including sexual harassment and misconduct, as well as provide training, education and preventive measures related to sex discrimination.

The Interim CSU Nondiscrimination Policy – Student Respondent Procedures   (or any successor policy) is the systemwide procedure for all complaints or discrimination, harassment or retaliation made against other CSU students.

The Interim CSU Nondiscrimination Policy – Employee and Third-Party Respondent Procedures (or any successor procedure) is the systemwide procedure for all complaints of discrimination, harassment or retaliation made against the CSU, a CSU employee or a third party.

Duty to Report

Except as provided below under confidentiality and sexual misconduct, dating violence, domestic violence, and stalking, any university employee who knows or has reason to know of allegations or acts that violate university policy shall promptly inform the Title IX Coordinator. These employees are required to disclose all information including the names of the parties, even where the person has requested that their name remain confidential. The Title IX Coordinator will determine whether confidentiality is appropriate given the circumstances of each such incident. (See confidential reporting options outlined below.)

Regardless of whether an alleged victim of gender discrimination ultimately files a complaint, if the university knows or has reason to know about possible sexual discrimination, harassment or misconduct, it must review the matter to determine if an investigation is warranted. The university must then take appropriate steps to eliminate any gender discrimination/harassment/misconduct, prevent its recurrence, and remedy its effects.

Individuals impacted by Discrimination, Harassment, Sexual Misconduct, Sexual Harassment, Sexual Exploitation, Dating Violence, Domestic Violence, Stalking, or Retaliation have a right to receive support and are strongly encouraged to talk to someone in order for the Campus to respond appropriately.

To help individuals make an informed decision about who they would like to share information with, the information below explains which CSU employees have a duty to report information they learn and which can keep such information confidential.

  1. Employees Who Have a Duty to Report: Except as provided below, any Employee who knows or has reason to know of incidents that may violate this Nondiscrimination Policy has a duty to promptly report to the Title IX Coordinator/DHR Administrator, who are the Campus officials designated to receive these reports. These Employees are known as Responsible Employees and are required to disclose all information available, including the names of the Parties involved, even where the person has requested anonymity. Responsible Employees include, but are not limited to, Employees who have responsibilities for administrative leadership, teaching, or advising in any education program or activity for the CSU or who have the authority to take corrective actions in responding to Complaints from Students.
  2. Employees Who Do Not Have a Duty to Report: Except as required by law (described in section C), the Employees identified below generally do not have a duty to report to the Title IX Coordinator/DHR Administrator. Employees covered by this section are required to explain to persons reporting Discrimination, Harassment, Sexual Harassment, Sexual Misconduct, Sexual Exploitation, Dating Violence, Domestic Violence, Stalking, or Retaliation their rights and options with respect to confidentiality, how to contact the Title IX Coordinator/DHR Administrator, how to make a Complaint, and how the Title IX Coordinator/DHR Administrator can help, and provide the specific reporting resources outlined in Attachment D. This obligation extends to incidents that occur on or off Campus. 
    1. Physicians, psychotherapists, professional licensed counselors, licensed clinical social workers, and clergy who work on or off Campus, acting solely in those roles or capacities as part of their employment, in the provision of medical or mental health treatment or counseling (and those who act under their supervision, including all individuals who work or volunteer in these centers and offices).
    2. Sexual assault and domestic violence counselors and advocates who work or volunteer on or off Campus in sexual assault centers, victim advocacy offices, women's centers, and health centers and who are acting solely in that role (including those who act in that role under their supervision, along with non-professional counselors or advocates who work or volunteer in sexual assault centers, victim advocacy offices, women's centers, gender equity centers, or health centers) in the provision of counseling or advocacy services.
    3. A CSU union representative is not required to report a possible violation of this Nondiscrimination Policy if the information is provided to the union representative, acting in that role, in a confidential setting by a union member seeking advice about a possible violation or representation in a matter within the scope of representation. However, CSU union representatives are strongly encouraged to report the information to the Title IX Coordinator/DHR Administrator.                                                                                                                                                                                                                                   
      The Campus will be unable to investigate a particular incident or pursue disciplinary action if an individual chooses to: (1) speak only to a physician, professional counselor, clergy member, sexual assault counselor, domestic violence counselor or advocate; and, (2) maintain complete confidentiality. Even so, these individuals will receive assistance in obtaining other necessary protection and support, such as victim advocacy, disability, medical/health or mental health services, and information regarding their right to make a Complaint to the Campus and a separate Complaint with local or University Police. 
  3. Exceptions to Duty to Report:
    1. Under California law, any health practitioner employed in a health facility, clinic, physician's office, or local or state public health department or clinic is required to make a report to local law enforcement if they provide medical services for a physical condition to a person who they know or reasonably suspects is suffering from: (1) a wound or physical injury inflicted by a firearm; or (2) any wound or other physical injury where the injury is the result of assaultive or abusive conduct (including Rape, Sexual Assault, and Dating and Domestic Violence).  This exception does not apply to sexual assault and domestic violence counselors and advocates. Health care practitioners should explain this limited exception, if applicable.
    2. Additionally, under California law, all professionals described above (physicians, psychotherapists, professional counselors, clergy, and sexual assault and domestic violence counselors and advocates) are mandatory child abuse and neglect reporters and are required to report incidents involving Minors to local law enforcement in accordance with the CSU’s Policy on Mandatory Reporting of Child Abuse and Neglect. 1 These professionals will explain this limited exception, if applicable.
    3. Finally, some or all of these professionals may also have reporting obligations under California law to: (1) local law enforcement in cases involving threats of immediate or imminent harm to self or others where disclosure of the information is necessary to prevent the threatened danger, 2 or (2) to the court if compelled by court order or subpoena in a criminal proceeding related to Sexual Misconduct, Dating or Domestic Violence, or Stalking. 3  If applicable, these professionals will explain this limited exception.
  4. Other Matters Related to the Duty to Report:
    1. Athletic Trainers. Where matters involving Discrimination (based on any Protected Status), Harassment (based on any Protected Status), Sexual Misconduct, Sexual Harassment, Sexual Exploitation, Dating Violence, Domestic Violence, Stalking, Prohibited Consensual Relationships, or Retaliation are reported to an Athletic Trainer, the Athletic Trainer must report such incidents to the Title IX Coordinator/DHR Administrator.
    2. Campus Ombuds. Where matters involving Discrimination (based on any protected status), Harassment (based on any protected status), Sexual Misconduct, Sexual Harassment, Sexual Exploitation, Dating Violence, Domestic Violence, Stalking, Prohibited Consensual Relationships, or Retaliation are reported to a Campus Ombuds, the Ombuds must report such incidents to the Title IX Coordinator/DHR Administrator.
    3. Student Employees, including Residential Advisors. Residential Advisors, and other Employees who are also Students, have a duty to report knowledge of misconduct when they learn about such information while they are performing their duties of employment for the institution.
    4. University Police. Employees of the University Police Department have a duty to report to the Title IX Coordinator/DHR Administrator any time they know or have reason to know of incidents that may violate this Nondiscrimination Policy, so that the Title IX Coordinator or DHR Administrator can carry out their duties under the law and under this Nondiscrimination Policy. At a minimum, the information to be reported includes all the information authorized to be disclosed under the law in response to records requests, but without requiring a formal request.4  Such information includes but is not limited to the time, substance, and location of all complaints or requests for assistance received by University Police and the time and nature of the response thereto, including, to the extent the information regarding crimes alleged or committed or any other incident investigated is recorded, the time, date, and location of occurrence, the time and date of the report, the name and age of the victim, the factual circumstances surrounding the crime or incident, the identity of the alleged perpetrator, and a general description of any injuries, property, or weapons involved.5
      1. For certain sex offenses6 the victim has the right to affirmatively request from University Police, after being informed of their options, that the victim's identity remain confidential. However, even if the victim requests confidentiality of identity, the University Police should specifically ask the victim if the victim's name can be provided to the Title IX Office so that the Title IX Coordinator can contact the victim to discuss supportive measures that can be offered. And in all cases, even when the victim requests confidentiality, the identity of the alleged perpetrator (if known) must be reported to the Title IX Coordinator.
      2. If Campus management designees identified in CSU Clery policy determine that the Respondent poses a discernible serious or ongoing threat to the Campus community, a timely warning will be issued in accordance with the Clery Act. Any such warning will not include any information that identifies the victim. 

University Police are strongly encouraged to have regular meetings with the Title IX Coordinator/DHR Administrator to discuss strategies to ensure that victims are fully apprised of their rights and options under the law and under this Nondiscrimination Policy.

Department of Health and Human Services, Office for Civil Rights (OCR):

(800) 368-1019 (National Headquarters); or (800) 537-7697; or OCRMail@hhs.gov (National Headquarters); or (800) 368-1019; TDD: (800) 537-7697 for the Complaints), (California office)

If you wish to fill out a complaint form online with the OCR, you may do so using the OCR Electronic Complaint Form.

Safety of the University Community is Primary

The university's primary concern is the safety of its university community members. The use of alcohol or drugs never makes the victim at fault for sex discrimination, harassment or sexual misconduct; therefore, victims should not be deterred from reporting incidents of sexual misconduct out of a concern that they might be disciplined for related violations of drug, alcohol or other university policies. Except in extreme circumstances, victims of sexual misconduct shall not be subject to discipline for related violations of the Student Conduct Code.

Information Regarding University, Criminal and Civil Consequences of Committing Acts of Sexual Violence

Individuals alleged to have committed sexual misconduct may face criminal prosecution by law enforcement and may incur penalties as a result of civil litigation. In addition, students may face discipline at the university, up to and including suspension or expulsion and withholding of their degrees. Employees may face sanctions up to and including suspension, demotion or dismissal from employment, pursuant to established CSU policies and provisions of applicable collective bargaining unit agreements.

Students who are found responsible by the university with gender discrimination, harassment or sexual misconduct will be subject to discipline, pursuant to the CSU Nondiscrimination Policy – Student Respondent Procedures  and the California State University and Student Conduct Procedures (see the Student Conduct Procedures Policy, revised on August 14, 2020, or any successor policy) and will be subject to appropriate sanctions. In addition, during any investigation, the university may implement interim measures in order to maintain a safe and non-discriminatory educational environment. Such measures may include but not be limited to immediate interim suspension from the university; a required move from university-owned or affiliated housing; adjustments to course schedule; and/or prohibition from contact with parties involved in the alleged incident.

Confidentiality and Sexual Misconduct, Dating Violence, Domestic Violence and Stalking

The university encourages victims of sexual misconduct, dating violence, domestic violence or stalking to talk to someone about what happened – so they can get the support they need, and so the university can respond appropriately.

Privileged and Confidential Communications

Physicians, Psychotherapists, Professional Licensed Counselors, Licensed Clinical Social Workers, and Clergy – Physicians, psychotherapists, professional, licensed counselors, licensed clinical social workers, and clergy who work or volunteer on or off campus, acting solely in those roles or capacities as part of their employment, and who provide medical or mental health treatment or counseling (and those who act under their supervision, including all individuals who work or volunteer in their centers and offices) may not report any information about an incident of sexual misconduct to anyone else at the university, including the Title IX Coordinator, without the victim's consent. A victim can seek assistance and support from physicians, psychotherapists, professional, licensed counselors, licensed clinical social workers and clergy without triggering a university investigation that could reveal the victim's identity or the fact of the victim's disclosure. However, see limited exceptions below regarding when health care practitioners must report to local law enforcement agencies. Health care practitioners should explain these limited exceptions to victims, if applicable.

Sexual Assault and Domestic Violence Counselors and Advocates  – Sexual assault and domestic violence counselors and advocates who work or volunteer on or off campus in sexual assault centers, victim advocacy offices, women's centers and health centers (including those who act in that role under their supervision, along with non-professional counselors or advocates who work or volunteer in sexual assault centers, victim advocacy offices, women's centers, gender equity centers, or health centers), may talk to a victim without revealing any information about the victim and the incident of sexual misconduct to anyone else at the university, including the Title IX Coordinator, without the victim's consent. A victim can seek assistance and support from these counselors and advocates without triggering a university investigation that could reveal his/her identity or that a victim disclosed an incident to them. However, see limited exceptions below regarding when sexual assault and domestic violence counselors and advocates must report to local law enforcement agencies. Counselors and advocates should explain these limited exceptions to victims, if applicable.

The university will be unable to conduct an investigation into a particular incident or pursue disciplinary action against a perpetrator if a victim chooses to:

1.   Speak only to a physician, professional licensed counselor, licensed clinical social worker, clergy member, sexual assault counselor, domestic violence counselor or advocate; and

2.   Maintain complete confidentiality. Even so, these individuals will assist victims in receiving other necessary protection and support, such as victim advocacy, disability services, medical/health or mental health services, or legal services, and will advise victims regarding their right to file a Title IX complaint with the university and a separate complaint with local or university police.

If a victim insists on confidentiality, such professionals, counselors and advocates will likely not be able to assist the victim with university academic support or accommodations; changes to university-based living or working schedules; or adjustments to course schedules. A victim who at first requests confidentiality may later decide to file a complaint with the university or report the incident to the police, and thus have the incident fully investigated. These counselors and advocates can provide victims with that assistance if requested by the victim. These counselors and advocates will also explain that Title IX includes protections against retaliation, and that the university will not only take steps to prevent retaliation when it knows or reasonably should know of possible retaliation but will also take strong responsive action if retaliation occurs.

EXCEPTIONS

Under California law, any health practitioner employed in a health facility, clinic, physician's office, or local or state public health department or clinic is required to make a report to local law enforcement if the health practitioner provides medical services for a physical condition to a patient/victim who the health practitioner knows or reasonably suspects is suffering from:

1.   A wound or physical injury inflicted by a firearm; or

2.   Any wound or other physical injury inflicted upon a victim where the injury is the result of assaultive or abusive conduct (including sexual misconduct, domestic violence, and dating violence).

This exception does not apply to sexual assault and domestic violence counselors and advocates. Health care practitioners should explain this limited exception to victims, if applicable.

Additionally, under California law, all professionals described above (physicians, psychotherapists, professional counselors, licensed clinical social workers, clergy, and sexual assault and domestic violence counselors and advocates) are mandatory child abuse and neglect reporters and are required to report incidents involving victims under 18 years of age to local law enforcement. These professionals will explain this limited exception to victims, if applicable.

Finally, some or all of these professionals may also have reporting obligations under California law to:

1.   Local law enforcement in cases involving threats of immediate or imminent harm to self or others where disclosure of the information is necessary to prevent the threatened danger; or

2.   To the court if compelled by court order or subpoena in a criminal proceeding related to sexual misconduct, dating or domestic violence, or stalking incident.

If applicable, these professionals will explain this limited exception to victims.

REPORTING TO UNIVERSITY OR LOCAL POLICE

If a victim reports to local or university police about sexual misconduct crimes, the police are required to notify victims that their names will become a matter of public record unless confidentiality is requested. If a victim requests that their identity be kept confidential, their name will not become a matter of public record. However, even if the victim requests confidentiality of identity, the University Police should specifically ask the victim if the victim's name can be provided to the Title IX Office so that the Title IX Coordinator can contact the victim to discuss supportive measures that can be offered. If a victim gives consent to law enforcement to provide their name to the Title IX Coordinator, their name will not become a matter of public record. Even if a victim does not give the police permission to provide their name to the Title IX Coordinator, University police will report the facts of the incident itself to the Title IX Coordinator being sure not to reveal to the Title IX Coordinator victim names/identities or compromise their own criminal investigation. The university is required by the federal Clery Act to report certain types of crimes (including certain sex offenses) in statistical reports. However, while the university will report the type of incident in the annual crime statistics report known as the Annual Security Report, victim names/identities will not be revealed.

REPORTING TO THE TITLE IX COORDINATOR AND OTHER UNIVERSITY EMPLOYEES

Most university employees have a duty to report incidents of sexual misconduct when they are on notice of it. When a victim tells the Title IX Coordinator or another university employee about an incident of sexual misconduct, the victim has the right to expect the university to take immediate and appropriate steps to investigate what happened and to resolve the matter promptly and equitably. In all cases, the university strongly encourages victims to report incidents of sexual misconduct directly to the university Title IX Coordinator. As detailed above, in the "Privileged and Confidential Communications" section of this policy, all university employees except physicians, licensed professional counselors, licensed clinical social workers, sexual assault counselors and advocates, must report to the Title IX Coordinator all relevant details about any incidents of sexual misconduct of which they become aware. The university will need to determine what happened – and will need to know the names of the victim(s) and the perpetrator(s), any witnesses, and any other relevant facts, including the date, time and specific location of the incident.

To the extent possible, information reported to the Title IX Coordinator or other university employees will be shared only with individuals responsible for handling the university's response to the incident. The university will protect the privacy of individuals involved in a sexual misconduct violence incident except as otherwise required by law or university policy. A report of sexual misconduct may result in the gathering of extremely sensitive information about individuals in the university community. While such information is considered confidential, university policy regarding access to public records and disclosure of personal information may require disclosure of certain information concerning a report of sexual misconduct. In such cases, efforts will be made to redact the records, as appropriate, in order to protect the victim's identity and privacy and the privacy of other individuals involved. Except as detailed in the section on "Privileged and Confidential Communications" above, no university employee, including the Title IX Coordinator, should disclose the victim's identity to the police without the victim's consent or unless the victim has also reported the incident to the police.

If a victim requests of the Title IX Coordinator or another university employee that their identity remain completely confidential, the Title IX Coordinator will explain that the university cannot always honor that request or guarantee complete confidentiality. If a victim wishes to remain confidential or request that no investigation be conducted or disciplinary action taken, the university must weigh that request against the university's obligation to provide a safe, non-discriminatory environment for all students, employees, and third parties, including the victim. Under those circumstances, the Title IX Coordinator will determine whether the victim's request for complete confidentiality and/or no investigation can be honored under the facts and circumstances of the particular case, including whether the university has a legal obligation to report the incident, conduct an investigation or take other appropriate steps. Without information about a victim's identity, the university's ability to meaningfully investigate the incident and pursue disciplinary action against the perpetrator may be severely limited. See the Interim CSU Nondiscrimination Policy (or any successor policy) for further details around confidential reporting, and other related matters.

Additional Resources

Cal Poly’s Title IX Notice of Nondiscrimination sexual misconduct violence prevention and education statement, which includes facts and myths about sexual misconduct violence, at Cal Poly’s Title IX website.

U.S. Department of Education, regional office
Office for Civil Rights
90 7th Street, Suite 4-100, San Francisco, CA 94103
Phone: (800) 368-1019
TDD: (800) 537-7697
Email: OCRComplaint@hhs.gov

VALORUS
1215 K. Street, Suite 1850 Esquire Plaza
Sacramento, CA 95841
(916) 446-2520
VALORUS website

1.   Domestic and Family Violence, Office of Justice Programs, United States Department of Justice: Intimate Partner Violence

2.   National Institute of Justice: Intimate Partner Violence, Office of Justice Programs, United States Department of Justice

3.   National Domestic Violence Hotline Website and phone number 1-800-799-SAFE (7233)

4.   Office of Violence against Women, United States Department of Justice

5.   Centers for Disease Control and Prevention: Intimate Partner Violence

LOCAL CONFIDENTIAL RESOURCE INFORMATION:
Cal Poly Counseling & Psychological Services

805-756-2511
https://chw.calpoly.edu/counseling/

Cal Poly Health Services

805-756-1211
Hearing or Speech Impaired: Call 711 (Telecommunications Relay Service)
https://chw.calpoly.edu/

Cal Poly Safer

805-756-2282
https://safer.calpoly.edu/

Lumina Alliance (Formerly RISE & STAND STRONG)

805-545-8888 (24/7 Crisis & Information Hotline)
Contact@LuminaAlliance.org
https://luminaalliance.org/

Academic Freedom

Cal Poly recognizes and supports the principle of academic freedom, by which each instructional faculty member, researcher, librarian and counselor has the right to teach, to conduct research, and to publish material relevant to that faculty member's discipline, even when such material is controversial.

The University also guarantees to its faculty the same rights shared by all citizens, which include:

  • the right to free expression,
  • the right to assemble, and
  • the right to criticize and seek revision of the institution's regulations.

At the same time, the faculty should recognize an equally binding obligation to perform their academic duties responsibly and to comply with the internal regulations of the University.

Each faculty member is expected to recognize the right of free expression of other members of the university community.

Faculty shall not claim to be representing the University unless authorized to do so.

Cal Poly endorses the nationally recognized definition of academic freedom from the American Association of University Professors (AAUP): The 1940 Statement of Principles on Academic Freedom and Tenure with 1970 Interpretative Notes, is as follows:

  1. Teachers1 are entitled to full freedom in research and in the publication of results, subject to the adequate performance of their other academic duties; but research, for pecuniary return, should be based upon an understanding with the authorities of the institution.
  2. Teachers are entitled to freedom in the classroom in discussing their subject, but they should be careful not to introduce into their teaching controversial subject matter which has no relation to the subject.2 Limitations of academic freedom because of religious or other aims of the institution should be clearly stated in writing at the time of appointment.
  3. College and university teachers are citizens, members of a learned profession, and officers of an educational institution. When they speak or write as citizens, they should be free from institutional censorship or discipline, but their special position in the community imposes special obligations. As scholars and educational officers, they should remember that the public may judge their profession and institution by their utterances. Hence, they should at all times be accurate, should exercise appropriate restraints, should show respect for the opinions of others, and should make every effort to indicate they are not speaking for the institution.
1

The footnote from the 1940 Statement states: “The word ‘teacher’ as used in this document is understood to include the investigator who is attached to an academic institution without teaching duties.”

2

The footnote from the 1970 Interpretative Notes on the AAUP Statement reads: “The intent of this statement is not to discourage what is ‘controversial.’ Controversy is at the heart of free academic inquiry which the entire statement is designed to foster. The passage serves to underscore the need for teachers to avoid persistently intruding material which has no relation to their subject.” Reference: AAUP: The 1940 Statement of Principles on Academic Freedom and Tenure with 1970 Interpretative Notes, adopted by the Council of the American Association of University Professors in April 1970 and endorsed by the Fifty-sixth Annual Meeting as Association policy, www.aaup.org/AAUP/pubsres/policydocs/contents/1940statement.htm/.

Student Academic Rights and Responsibilities

The classroom (including laboratories, field trips, independent study, etc.) is the essential part of any university where freedom to learn should flourish. The instructor has the responsibility for the manner of instruction and the conduct of the classroom. The instructor should not act in any way that denies the rights of students as set forth below:

Students are free to take reasoned exception to the data or views offered in courses. It is the responsibility of the instructor to take every precaution to ensure that what is presented is factual. If the instructor’s presentation is in the area of opinion, belief, or debatable fact, it is the instructor’s responsibility to make this clear to the students. Students may be required to know thoroughly the particulars set forth by the instructor, but they are free to reserve personal judgment as to that which is presented in the classroom.

The student has the right to substantial presentations appropriate to the course. Unjustified failure of the instructor to meet or prepare for classes, which results in incompetent performance, is a legitimate ground for student complaints against the instructor.

The student has the right to a statement at the beginning of each quarter providing: instructor’s name, office location, office telephone number, and office hours; texts and supplementary materials required for the course; purpose of the course; prerequisites; requirements for grading; frequency and types of tests; and other information to assure student’s understanding of the nature and requirements of the course.

A Fairness Board has been established to hear grievances of students who believe their academic rights have been denied or violated. The legitimacy of the process and procedure of evaluation in the course shall be the sole criterion of the Fairness Board. Students may contact the Academic Senate at 805-756-1258, www.academicsenate.calpoly.edu/ for clarification of the description and procedures for the Fairness Board and the appeal process for grade disputes. Students should address grade disputes involving allegations of academic dishonesty to the Office of Student Rights and Responsibilities at 805-756-2794.  Students may also contact the University Ombuds at 805-756-1380 for informal assistance with grade disputes.

Academic Responsibilities

Students enrolled in a class are responsible for meeting standards of performance and conduct established by the University and the instructor. Students are given full control over their enrollment transactions through the Student Information System within the limits of the academic policies and dates as published. Therefore, it is the students' responsibility to ensure that all their enrollment transactions have been successfully processed in a timely manner. These transactions include, but are not limited to, adding, dropping, withdrawing, auditing, and choosing the desired grading basis when applicable. Students are also responsible to make sure that those enrollment transactions initiated after the add/drop period, during the course of the term, are successfully processed and appropriately reflected in their record before the end of the said term (e.g., course and/or term withdrawals).

Students are responsible for completing and submitting all class assignments, examinations, tests, projects, reports, etc., by scheduled due dates, or face penalties. If any problem arises regarding course work or attendance, the student is held responsible for initiating communication and contact with the instructor. In addition, students are held responsible for behavior and conduct adverse to the preservation of order as established by the University and the instructor. Students are responsible for meeting their degree requirements as provided in the university catalog.

Cheating and Plagiarism

Academic Dishonesty: Cheating and Plagiarism

The University does not condone academic cheating or plagiarism in any form. Faculty are expected to uphold and support the highest academic standards in this matter. Instructors should be diligent in reducing potential opportunities for academic cheating and plagiarism to occur. Students' rights shall be ensured through attention to due process, as detailed on the Office of Student Rights and Responsibilities' webpage for Academic Integrity.

Definition of Cheating

Cheating is defined as obtaining or attempting to obtain, or aiding another to obtain credit for work, or any improvement in evaluation of performance, by any dishonest or deceptive means. Cheating includes, but is not limited to: lying; copying from another's test or examination; discussion at any time of answers or questions on an examination or test, unless such discussion is specifically authorized by the instructor; taking or receiving copies of an exam without the permission of the instructor; using or displaying notes, "cheat sheets," or other information devices inappropriate to the prescribed test conditions; allowing someone other than the officially enrolled student to represent same.

Definition of Plagiarism

Plagiarism is defined as the act of using the ideas or work of another person or persons as if they were one's own without giving proper credit to the source. Such an act is not plagiarism if it is ascertained that the ideas were arrived at through independent reasoning or logic or where the thought or idea is common knowledge. Acknowledgement of an original author or source must be made through appropriate references; e.g., quotation marks, footnotes, or commentary. Examples of plagiarism include but are not limited to the following: the submission of a work, either in part or in whole completed by another; failure to give credit for ideas, statements, facts or conclusions which rightfully belong to another; failure to use quotation marks (or other means of setting apart, such as the use of indentation or a different font size) when quoting directly from another, whether it be a paragraph, a sentence, or even a part thereof; close and lengthy paraphrasing of another's writing without credit or originality; use of another's project or programs or part thereof without giving credit.

Students who have received a grade reduction as a result of academic dishonesty are NOT eligible to receive a CR/NC, or to withdraw from the course in which the grade for the course has been impacted by academic dishonesty. All CR/NC will revert to the letter grade issued by the instructor for the course. For the complete policy regarding Cheating and Plagiarism see Academic Programs and Planning.

For more information, please visit the Academic Integrity webpage by the Office of Student Rights and Responsibilities.

Use and Release of Student Information

https://registrar.calpoly.edu/ferpa_summary
The Family Educational Rights and Privacy Act (FERPA) affords students certain rights with respect to their education records. This federal law applies to all schools that receive funding under most programs administered by the Department of Education. The primary rights afforded each student are the right to inspect and review their education records, the right to seek to have the records amended, and the right to have some control over the disclosure of information from the records.

Responsible Use of Technology at Cal Poly

Cal Poly technology resources, including network services, email, and university systems, are provided to support academic, research, and administrative activities. Members of the university community are expected to use these resources responsibly and in accordance with university policies and applicable laws. Misuse of university technology resources may result in disciplinary action and/or loss of access privileges.

For more information, visit the Responsible Use Policy.

E-mail - An Official Means of Communication to Students

Email is an official means of communication at Cal Poly. All students are provided with a university email account (@calpoly.edu), and the university uses this address to distribute important academic, administrative, and time-sensitive information.

Students are responsible for reviewing official university email communications in a timely manner. Faculty, departments, and university offices may use email as the sole method of communicating official university information.

For more information, visit the Electronic Mail Policy.

Accessibility of Cal Poly Electronics and Information Technology Resources

Cal Poly is committed to providing accessible electronic and information technology resources and ensuring equal access to university programs, services, and activities for qualified individuals with disabilities. The university supports the California State University policy of making information technology resources and services accessible to students, faculty, staff, and members of the public regardless of disability status.

For more information, visit the Accessibility website.

Copyright Infringement and File Sharing

Unauthorized downloading, sharing, or distribution of copyrighted material may violate federal law and university policy. Students are responsible for ensuring that their use of university technology resources complies with applicable copyright laws.

Students who receive copyright infringement notices may have network access suspended until required remediation steps have been completed. Repeated violations may result in referral to the Office of Student Rights and Responsibilities for disciplinary action.

For more information, visit Copyright Compliance.

Information Security Program

Protecting university information and systems is a shared responsibility. Members of the university community are expected to follow information security requirements and practices designed to protect institutional data and technology resources.

The Information Security Program establishes the framework for protecting the confidentiality, integrity, and availability of university information and systems while supporting compliance with applicable laws, regulations, and university policies.

For more information, visit the Information Security Program.