Careers at PSR

Equal Employment Opportunity

Pacific School of Religion (the School) is an equal opportunity employer and makes employment decisions on the basis of merit. We want to have the best available persons in every job. School policy prohibits unlawful discrimination based on race, color, creed, gender, gender identification, religion, marital status, domestic partner status, age, national origin or ancestry, physical or mental disability, medical condition including genetic characteristics, sexual orientation, veteran status, citizenship status, height, weight or any other consideration made unlawful by federal, state, or local laws. Discrimination also includes a perception that anyone has any of those characteristics, or is associated with a person who has or is perceived as having any of those characteristics. All such discrimination is unlawful.

This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

The School is committed to compliance with all applicable laws providing equal employment opportunities. This commitment applies to all persons involved in School operations and prohibits unlawful discrimination by any employee of the School, including supervisors and co-workers.

To comply with applicable laws ensuring equal employment opportunities to qualified individuals with a disability, the school will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or an employee unless undue hardship would result.

The School provides a procedure whereby complaints of discrimination based on this policy can be resolved. If the School determines that unlawful discrimination has occurred, effective remedial action will be taken commensurate with the severity of the offense. Appropriate action also will be taken to deter any future discrimination. The School will not retaliate against you for filing a truthful complaint and will not knowingly permit retaliation by management, employees or your co-workers.

Nondiscrimination and Non-Harassment Policy

Pacific School of Religion (PSR), as a religious and educational community, is committed to providing a work environment free of unlawful harassment and discrimination. PSR prohibits sexual harassment, harassment and discrimination based on race, color, national origin or ancestry, gender, sexual orientation, age, marital status, pregnancy, childbirth or related medical conditions, medical condition, genetic characteristics, AIDS or HIV positive status, domestic partner status, mental and physical disability, veteran status, or any other basis protected by federal, state or local law or ordinance or regulation All such harassment involving any of these above categories, is unlawful, a form of discrimination and a violation of PSR policy. This policy also prohibits unlawful harassment based on the perception that anyone has any of those characteristics, or is associated with a person who has or is perceived as having any of those characteristics.

PSR’s policy is to ensure that its employees, consultants, faculty, and students are not subjected to harassment during the course of PSR business or PSR-sponsored activities. While PSR reserves the right to make decisions with regard to employees and students to the extent that their religious creed affects their job or educational performance, harassment, as defined below, on the basis of religious creed is contrary to PSR policy. An employee, consultant, faculty member, or student who violates the policies against discrimination or harassment is subject to disciplinary action that may include termination.
In general, harassment is defined as inappropriate, unwelcome, or offensive conduct whether verbal, physical, or otherwise where:

• submission to such conduct is made an explicit or implicit term or condition of employment or successful matriculation;
• submission to or rejection of such conduct is used as a basis for employment or educational decisions; or
• such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or education, or creating an intimidating, hostile or offensive working or educational environment.

For example, racially-biased actions or comments that ridicule, demean, or offend someone of a particular race may create a hostile work environment. Sexual harassment often involves unwelcome sexual advances, requests for sexual favors, or offensive sexual jokes.

Those who believe they are being harassed and are unable to resolve the situation with the person committing the harassment should promptly notify their supervisor, the Personnel Director, or the President. Investigation and resolution of complaints will be handled by the Personnel Director or the President, as appropriate.

Supervisors or faculty members who become aware of a harassment situation, whether created by employees or non-employees, by students or non-students, should immediately notify the Personnel Director or the President.

Anyone needing advice or counseling on matters addressed by this policy is encouraged to contact the Personnel Director or the President.

You should also be aware that the Federal Equal Employment Opportunity Commission and the California Department of Fair Employment and Housing investigate and prosecute complaints of prohibited harassment in employment. If you think you have been harassed or that you have been retaliated against for resisting or complaining, you may file a complaint with the appropriate agency. The nearest office is listed in the telephone book.

Complaint Resolution Procedure

As your employer, Pacific School of Religion has adopted a firm policy against harassment. Every reasonable step will be taken to prevent harassment from occurring. However, if you believe that you have been unlawfully harassed, we urge you to report the incident immediately so that your complaint can be resolved quickly and fairly.

1. When possible, confront the harasser and persuade him/her to stop.
2. Provide a written or oral complaint to your own supervisor or to the Personnel Director or the President of PSR as soon as possible after the incident. Include all details on the incident(s), names of individuals involved and the names of any witnesses.
3. Supervisors will refer all harassment complaints to the Personnel Director or the President. The school will immediately undertake an effective, thorough and objective investigation of the harassment allegations.
4. If PSR determines that unlawful harassment has occurred, it will take effective remedial action in accordance with the circumstances. Any employee the school determines to be responsible for unlawful harassment will be subject to appropriate disciplinary action, up to and including termination.
5. A PSR representative will advise all parties concerned of the results of the investigation.
6. The school will not retaliate against you for filing a truthful complaint and will not tolerate or permit retaliation by management, employees or co-workers.
7. PSR will take appropriate action to remedy any loss to you resulting from harassment.
8. If you have any questions about PSR’s policy against harassment or the procedure for filing complaints, please contact Natasha Lee (nlee@psr.edu).

Nondiscrimination Statement Regarding Employment Practices

Pacific School of Religion (the School) is an equal opportunity employer and makes employment decisions on the basis of merit. We want to have the best available persons in every job. School policy prohibits unlawful discrimination based on race, color, creed, gender, gender identity, religion, marital status, registered domestic partner status, age, national origin or ancestry, physical or mental disability, medical condition , sexual orientation, veteran status, citizenship status, height, weight or any other consideration made unlawful by federal, state, or local laws. 

Discrimination also includes a perception that anyone has any of those characteristics, or is associated with a person who has or is perceived as having any of those characteristics. All such discrimination is unlawful.

Diversity/Non-Discrimination/Equal Opportunity Policy Statement

Pacific School of Religion (the School) is committed to fostering, cultivating and preserving a culture of diversity and inclusion. The collective sum of the individual differences, life experiences, knowledge, inventiveness, innovation, self-expression, unique capabilities and talent that our employees invest in their work and that our students invest in their studies represents a significant part of our culture. We embrace and encourage our employees’ and students’ differences in age, race, color, creed, national origin or ancestry, ethnic origin, sex, gender, gender identity, gender expression, sexual orientation, physical or mental ability, medical condition, religion, marital status, domestic partner status, and any other characteristic protected by applicable law.

Pacific School of Religion affirms its commitment to equality of opportunity for all individuals.

The School prohibits and will not tolerate discrimination, including harassment, intimidation, and violence. This commitment requires that no discrimination shall occur regarding admission, or access to, or treatment or employment in, any program or activity in the seminary on the basis of age, race, color, creed, national origin or ancestry, ethnic origin, citizenship status, sex, gender, gender identity, gender expression, sexual orientation, physical or mental disability, medical condition, genetic information, religion, marital status, domestic partner status, or any other characteristic protected by applicable law in the administration of PSR’s programs and activities.

The School is an equal opportunity employer and makes employment decisions on the basis of merit. We want to have the best available persons in every job. The School is committed to compliance with all applicable laws providing equal employment opportunities. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, and transfer, leaves of absence, compensation, and training.

This policy also prohibits discrimination based on the perception that anyone has any of these characteristics listed above, or is associated with a person who has or is perceived as having any of these characteristics. Discrimination can also include failing to reasonably accommodate religious practices.

Please note: Pacific School of Religion is a school of religion and as such there are some occasions where religious doctrine, religious preference or personal beliefs or characteristics may be a bona fide qualification or limitation with regard to employment or with regard to participation in a particular program or activity.

This commitment applies to all persons involved in School operations and prohibits unlawful discrimination by any employee of the School, including supervisors and co-workers.

To comply with applicable laws ensuring equal employment opportunities to qualified individuals with a disability, the School will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or an employee unless undue hardship would result. The School responds to requests for disability accommodations in accordance with applicable law.

The School provides a procedure whereby complaints of discrimination based on this policy can be resolved. If the School determines that unlawful discrimination has occurred, effective remedial action will be taken commensurate with the severity of the offense. Appropriate action also will be taken to deter any future discrimination. The School will not retaliate against you for filing a complaint and will not knowingly permit retaliation by management, employees or your co-workers.

As part of Pacific School of Religion’s equal employment opportunity policy, PSR will also take action to ensure that minority group individuals, females, veterans, and qualified disabled persons are introduced into our workforce and student body.

The School’s diversity initiatives are applicable—but not limited—to our practices and policies on employee and student recruitment and selection; professional development and training; promotions; transfers; social programs; and the ongoing development of a community environment built on the premise of gender equity that encourages and enforces respectful communication and cooperation between all employees and students.

The above-mentioned policies shall be periodically brought to the attention of employees and students and shall be appropriately administered. All personnel who are responsible for hiring and promoting employees and for the development and implementation of programs and activities are charged to support this policy. An Equal Opportunity Officer will be responsible for the establishment and implementation of procedures to guide our diversity program throughout the School. This includes monitoring diversity-related decisions and activities.