Equal Opportunity and Non-Discrimination Policy
The Hebrew Union College - Jewish Institute of Religion (the “College-Institute”), as an institution of higher education, a community of scholars, a religious institution and employer, is committed to the elimination of unlawful discrimination and the provision of equal opportunity in all aspects of education and employment. As a matter of policy and, where applicable, to comply with local, state and federal laws, College-Institute prohibits unlawful discrimination on the bases of race, color, ancestry, national origin, ethnicity, religion (including observance of Sabbath), disability, medical condition, use of service dog, marital and familial status, age, sex, sexual orientation, status as a victim of domestic violence, assault or stalking, gender identity and expression, genetic information, AIDS/HIV, pregnancy, political activities or affiliations, military or veteran status, prior arrests or criminal accusations and, subject to applicable requirements, prior convictions, lawful off-work conduct and any other legally protected status or activity (“protected status”). However, nothing in this policy waives or restricts the ability of the College-Institute, a religious institution, to exercise its First Amendment right to make personnel and other decisions consistent with and according to its Jewish faith.
All personnel actions including recruitment, selection, hiring, training, compensation, benefits, transfers, and promotions for all job classifications shall conform to this commitment. All educational activities, including recruitment, admission and decisions affecting academic standing and status, shall likewise conform. This policy is in aid of creating an environment where all College-Institute constituencies, including students, employees, faculty, administrators, governors, overseers, volunteers, visitors and other third parties with whom the College- Institute community interacts do not engage in and are free from unlawful discrimination.
College-Institute will respond promptly to allegations of discrimination, harassment, and retaliation. The College- Institute will conduct investigations and take appropriate corrective action, including disciplinary action, up to and including dismissal or expulsion, against individuals found to have violated its policies, and provide, where appropriate, assistance to complainants and the College-Institute community.
The College-Institute prohibits retaliation against anyone who submits a complaint of unlawful discrimination or who assists or participates in any manner in a related investigation or proceeding. This provision may not apply to complaints established to have been made with knowing falsity and malice.
For inquiries regarding discrimination, harassment, or retaliation, please contact the EEO and Title IX Coordinator at:
New York Campus Dean, Rabbi David Adelson, (212)-824-2217
Cincinnati Campus Dean, Rabbi Jonathan Hecht, (513) 487-3255
Los Angeles Campus Interim Dean, Dr. Josh Garroway, (203)-376-7233
Jerusalem Campus Interim Dean, Einav Lahav, +972-26203328
Scope of the Policy
This policy applies to all College community members, including students, employees, professors, administrators, visitors, or any third parties performing services on any College campus.
This policy applies not only to discriminatory conduct occurring within the typical classroom or campus settings, but also to any location owned or operated by the College as well as College-sponsored or College- sanctioned functions taking place outside those typical settings. Such College-sanctioned functions include, but are not necessarily limited to, Field-Based Educational Experiences. The College expects that all members of its community will help promote a learning environment free from discrimination. Any off-campus discriminatory conduct that has an actual or potential adverse impact on another’s College environment may also be addressed under this policy.
Discriminatory Harassment
Discriminatory harassment is conduct that has the purpose or foreseeable effect of unreasonably interfering with an individual’s work or academic performance or of creating an intimidating, hostile, or offensive work or learning environment for that individual. It is not necessary that the consequences actually occur; HUC-JIR strives to stop any such conduct before the consequences occur. Discriminatory harassment is harassment that is based on the targeted individual’s disability, race, color, religion, national origin, ancestry, genetic information, marital status, sex, age, sexual orientation, veteran status, or gender identity and expression. Discriminatory harassment includes sexual harassment, which is further defined in the Sexual Misconduct and Interpersonal Violence Policy.
Forms of harassment include, but are not limited to: Epithets, slurs, negative stereotyping, threatening, intimidating or hostile acts relating to race, color, religion, gender, national origin, sexual orientation, age, disability, or any other legally protected class; written or graphic material circulated by any means that creates a hostile or offensive educational environment toward an individual or group of individuals because of their race, color, religion, gender, national origin, sexual orientation, age, disability, or any other protected class.
Examples of sexual harassment can be found in the definition of sexual harassment located in the Sexual Misconduct and Interpersonal Violence Policy.
Please be aware, however, that just because the expression of an idea or point of view may be offensive or inflammatory to some, it is not necessarily discriminatory. HUC-JIR values freedom of expression and the open exchange of ideas. While this value of openness protects controversial ideas, it does not protect harassment or expressions of bias or hate.
Retaliation
The College will not tolerate any form of retaliation taken against anyone who makes a complaint of conduct prohibited by this policy or anyone who cooperates in the investigation of a complaint of conduct prohibited by this policy.