Nondiscrimination and Nonharassment 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.