Hiring/Employment

Policy

Employees should understand that, as a condition of employment, they are required to observe the standards of the university, the CES Honor Code and Employee Dress and Grooming Standards, and to refrain from behavior or expression that seriously and adversely affects The Church of Jesus Christ of Latter-day Saints (“Church”). Members of the Church who accept an offer of employment for a nonstudent position on or after January 27, 2022, also accept as a condition of employment that they will hold and be worthy to hold a current temple recommend. Those hired prior to January 27, 2022, are invited to voluntarily accept this same standard as a condition of employment. Members of the Church hired in nonstudent positions before January 27, 2022, who have not voluntarily accepted the temple recommend standard continue to accept as a condition of employment the standards of conduct consistent with qualifying for temple privileges. Preference is given to applicants that are members of the Church. Employees who are not members of The Church of Jesus Christ of Latter-day Saints are also expected to maintain the same standards of conduct as outlined in the CES Honor Code and Employee Dress and Grooming Standards as well as the applicable standards in the Ecclesiastical Clearance and University Standards Compliance Verification policy.

Human Resources adheres to the university’s Church Educational System Nondiscrimination policy of hiring qualified active members of the church for open positions without regard to race, color, gender, national origin, age, veteran status, or disability. Employment-related grievances will be resolved according to the Employee Grievance policy. Reasonable accommodations will be provided under the guidelines in BYU–Hawaii’s Accommodations of persons with Disability policy.

Disclaimer

The policies on this website (including any university procedures, processes, benefits, courses of conduct, or oral or written statements arising from or related to these policies) do not constitute any legally enforceable contract, obligation, or liability on the part of the university, except to the extent that they are incorporated by reference into a written agreement signed by an authorized university official. These policies do not alter the “at-will” employment status of any university employee hired on an “at-will” basis. The university reserves the right to interpret, revise, or withdraw these policies at any time and at its sole discretion.