- Current Openings
- Jobs in Ministry and Local Employment
- Student Employment Information
- Employment Policies
- Diversity/Non-Discrimination/Equal Employment Opportunity Policy Statement
Working at Pacific School of Religion
Pacific School of Religion offers a lively and enriching place to work, with many opportunities to challenge your intellect and refresh your spirit. Our mission statement ensures the school’s commitment to being an open and affirming community that honors diversity and presses toward racial, gender, sexual orientation, and economic justice. PSR also offers beautiful surroundings, a rich tradition and history, and a sense of community and belonging.
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.
There are no faculty openings at this time.
These sites can get you started on a local job search in the San Francisco Bay Area.
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Opportunity Knocks is your source for nonprofit jobs. This national site offers local search options.
On-campus student jobs
PSR depends on the dedicated work of its students and is pleased to offer on-campus employment opportunities. These jobs allow students to contribue to the PSR community and work in an environment that appreciates a student’s need to balance academic work and employment. A number of positions are available across various aspects of the school’s work, from admissions to facilities.
Students are a vital part of the operation of most departments. Students should be aware of the fact that departments are reliant on the services students contribute just as they depend on the work performed by the career staff. For this reason, the following student responsibilities are listed to give students an idea of what is expected of them as employees.
Scheduling: PSR recognizes that for student employees their priority is their academic work. there is a level of flexibility for many student employment positions that would not exist in other job environments. However, both student employees and supervising staff are responsible for ensuring that work hours and duties are understood at all times. Students rely on work as a source of income and staff rely on students to accomplish a great deal of work. If either the student or staff member need to change hours or will not be available during scheduled hours, they must communicate this to the other in a timely manner. Students should notify their supervisors in a generally within 24 hours whenever it is necessary to be absent from work.
Adhere to Policies: Abide by the policies and guidelines of your employing department and observe appropriate workplace behaviors. Remember you represent your department’s interests to other students, faculty, and visitors to the school.
Perform Work Duties: Students should report to work on time and remain working until the specified hours are completed. While on the job, all of your tasks should be work related. Homework and other personal activities should be saved for times when you are not working.
Maintain Confidentiality: Students should maintain confidentiality regarding workplace issues and information including, but not limited to, releasing or sharing information about other students. This includes not discussing job-related information in an off-the-job context. PSR takes violations of confidentiality very seriously, and may discipline employees for breaching it.
Additional Responsibilities: Students should notify their supervisor of any change in class schedule which may affect their work schedule. Students should also give their supervisors as much notice as possible (1-2 weeks preferable) if they plan to terminate employment.
Every position is different, and not every department has the same policies. Obligations and responsibilities (except for those listed above) will vary. Ask your supervisor for the obligations that pertain to your position and your department.
International Student Employment
International students attending Pacific School of Religion and other member schools in the Graduate Theological Union on an F-1 Visa are eligible to work on-campus jobs at PSR. The BCIS limits students in F-1 status to working on a campus for a maximum of 20 hours per week during the academic year. Students may work full-time during academic breaks.
Federal Work-Study (FWS) is a federally subsidized program designed to promote part-time employment of students to help them avoid excessive debt while in school. Student employees who are employed under the FWS program are awarded FWS as part of their total financial aid package. Students may be employed on- or off-campus with their FWS funds. FWS jobs are available to financial aid recipients with FWS eligibility listed on the Financial Aid award letters mailed out from the GTU Financial Aid Office. Check with the Admission Office for more information.
What is the benefit to me of taking work-study rather than non-work-study employment?
PSR supervisors are strongly encouraged to hire PSR students with Federal Work Study (FWS) grants and PSR international students who are ‘non-resident aliens’ in this country on an F1 visa.
Can I get a student job without having Federal Work-Study (FWS)?
Most positions open to students with FWS are also open to students without, but those with FWS do have an advantage. Without FWS, you will not be hired prior to September 15, or within the first two weeks that a student job is posted, as this time is reserved for FWS and international student applications. (Some exceptions occur such as when a returning student applies for the same position in the new academic year.)
How do know if I have Federal Work-Study (FWS) as part of my financial aid package?
FWS is usually included on the print out sent to students illustrating expenses, scholarships, loans, and estimated costs. If you are unsure about whether or not you qualify for work study, or are unsure about how much work study you qualify for, you can contact the PSR Financial Aid.
How do I find a Federal Work-Study (FWS) position?
Most student positions are available to students with FWS. PSR does not assign job positions. When seeking jobs on campus, check the Web site and Holbrook student mailroom notice board for information on available positions. As with any job, a resume and possibly an interview will be required. Be sure to inform the employer that you qualify for work-study status.
Is there a way that I can acquire Federal Work-Study (FWS), or additional FWS?
The Financial Aid Office is available to assist students who do not currently have FWS grants and possibly make additional awards.
Does the money I earn in a student position go directly towards my student account with PSR?
No, you receive the money you earn in the form of a paycheck. You will need to budget it towards your school expenses.
Can I work more than one job as a student?
Yes, but while enrolled in classes your total hours per week may not exceed 20. Limited exceptions may be made with approval of the Academic Dean. Also, you may work no more than 8 hours in a day or 40 hours in a week during academic breaks.
How do I balance work with school?
A national study showed that students who work 10-15 hours per week have a higher graduation rate than the overall student body. However, the graduation rate begins to decline as the number of hours worked increases above 15. Students who try to work more than 20 hours per week and go to school full-time have the highest dropout rate. But remember, you know yourself better than anyone, so pay attention to how you handle a workload. You are here first as a student, and student employment is meant to support that endeavor, not detract from it. You may decrease or drop your work hours at any time, such as if you plan on needing more time during finals week, though you should discuss this with your supervisor beforehand so that they can prepare and the work can still get done in your absence.
How do I get paid, and how often?
As a student employee, you will fill out a timesheet. Blank timesheets can be found just inside the door to the student mailroom. Make sure the ‘type of work funding’ section is marked appropriately, as well as the Employer/Job line and the Account No. If you do not know your job’s account number, please contact your supervisor. Verify that the hours worked each day, the daily totals, the total hours for the week, and the total hours for the pay period are all accurate. Student and supervisor signatures are required before the timesheet can be processed. Review the timesheet for completeness. The typical pay period at PSR is two weeks, and time sheets are due to the Business Office as outlined in the payroll schedule, generally every other Friday. Paychecks are placed in the student’s PSR mailbox. A direct deposit option is available (forms are available at the PSR Personnel Office or online): PSR Direct Deposit Memo and Authorization
Do I get to take breaks?
Student workers are considered non-exempt employees. All employees who are non-exempt (covered by the Fair Labor Standards Act and thus entitled to overtime) must be provided a meal break of at least one half hour (unpaid) for every work period of more than five hours. However, if six hours of work will complete the day’s work, the employee may voluntarily choose not to take the meal break. Student workers are also entitled to a rest break of not less than 10 minutes for each four hours worked, to occur as nearly as possible near the middle of the work period. These breaks are paid, and are not noted on time sheets.
If I work on a holiday, do I receive overtime pay?
If student workers are asked to work on a PSR holiday, they will be paid at regular or overtime wage rates depending on the number of hours worked during the work day and week.
Is my paycheck taxable?
Yes, your earnings are taxed. Besides Social Security and other applicable taxes, how much is deducted from your paycheck depends on how you complete your W-4 form.
Key Pacific School of Religion policies for your reference:
- Equal Employment Opportunity (scroll down)
- Nondiscrimination and nonharassment policy (scroll down)
- Complaint resolution procedures (scroll down)
- Payroll schedule 2015-2016
- PSR Paid Sick Leave Policy & Absence Record form »
For Adjunct Faculty, Teaching Assistants, TEL Instructors, Student- and Temporary Employees only.
- Tax Deferred Annuity Plan
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 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.
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 Patrick O’Leary
Diversity/Non-Discrimination/Equal Employment 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.