University Policies

1. Computer and Network Usage

The complete Computer and Network Responsible Usage Policy and any technical requirements and guidelines are published on the Information Technology website.

2. Confidentiality

No faculty member shall disclose or discuss with any non-employee or unauthorized person, any conﬁdential matter regarding the University or any of its activities or any information obtained by virtue of the faculty member's employment with the University, the disclosure of which might in any way be detrimental to the interests of the University. All University employees are required to sign a conﬁdentiality agreement as a part of their new hire paperwork with Human Resources.

For more information on Human Resource policies, please see the University Policy Manual.

3. Copyright and Patent Policy

Copyrightable materials which are developed by University personnel within the course of employment or which are developed with the use of University funds or facilities shall be the property of the University. For the detailed policy please see the Provost's University Policy on Patents and Copyrights web page.

4. Equal Employment Opportunity Employer

4.1. Pepperdine is an Equal Employment Opportunity Employer and does not unlawfully discriminate on the basis of any status or condition protected by applicable federal, state, or local law. Pepperdine is committed to providing a work environment free from all forms of harassment and discrimination. Engaging in unlawful discrimination or harassment will result in appropriate disciplinary action, up to and including dismissal from the University.

Pepperdine is religiously afﬁliated with the Churches of Christ. It is the purpose of Pepperdine to pursue the very highest employment and academic standards within a context which celebrates and extends the spiritual and ethical ideals of the Christian faith. While students, faculty, staff, and members of the Board of Regents represent many religious backgrounds, Pepperdine reserves the right to seek, hire, and promote persons who support the goals and mission of the institution, including the right to prefer co-religionists.

It is the intent of the University to create and promote a diverse workforce consistent with its stated goals and mission.
4.2. A full statement of Pepperdine’s Equal Employment Opportunity (EEO) Policy is posted in the University Policy Manual.
4.3. PEPPERDINE PROHIBITS UNLAWFUL EMPLOYMENT DISCRIMINATION AND HARASSMENT

As stated in the EEO Policy, Pepperdine prohibits unlawful discrimination and harassment. This policy includes conduct that occurs on Pepperdine's campus, while traveling on University business, or at University-related social functions, whether on or off campus. The University does not tolerate unlawful discrimination and harassment of its employees by vendors, guests, and other visitors to campus.

Information on how to ﬁle a complaint is provided below. Additionally, with regard to complaints concerning sexual harassment or violence, the University's Title IX coordinators are available to address concerns or receive complaints.

Unlawful Discrimination and Harassment Defined

Title IX Coordinators

Filing Complaints

For more information on this policy, please see section 5 of the University Policy Manual.

5. Faculty Notice and Comment Policy

5.1. University

The faculty and administration of the University each have strong and vital interests in the terms and provisions of faculty handbooks and in the development of policies that will advance the mission of the University and its six schools. Mutual respect and candor in communication serve as the guiding principles in all dealings between the faculty and administration, including matters of governance. As one manifestation of the University’s commitment to those principles, the administration (including the central University administration and each school’s administration) shall provide full-time faculty members with appropriate notice of no less than thirty days to review and comment on new policies, changes to existing policies or amendments to faculty handbooks that will substantively affect the privileges, roles, or responsibilities of full-time faculty before the policy change is adopted. The administration will carefully consider all comments received before deciding whether to implement the change.

Policy changes that are mandated by federal or state law or by the University’s Board of Regents, or changes that do not substantively affect the privileges, roles or responsibilities of full-time faculty (such as parking and trafﬁc regulations, athletic event ticket policies, faculty beneﬁts policies, Human Resources policies, and travel and reimbursement policies) may not be subject to the period of review and comment. Nothing in this provision is intended to supersede the authority set forth in the Bylaws of the University concerning the right of ﬁnal decision on all institutional matters.
5.2. College of Health Science

The administration of the CHS will give CHS faculty prior notice of proposed policy changes that impact the academic enterprise and are speciﬁc to the college. As described in the University notice and comment policy, CHS administration will provide full-time faculty members with appropriate notice of no less than thirty days to review and comment on new policies, changes to existing policies or amendments to faculty handbooks that will substantively affect the privileges, roles, or responsibilities of full-time CHS faculty before the policy change is adopted. The administration will carefully consider all comments received before deciding whether to implement the change.

Policy changes that are mandated by federal or state law or by the University’s Board of Regents, or changes that do not substantively affect the privileges, roles or responsibilities of full-time faculty may not be subject to the period of review and comment.

In all cases, the consideration of CHS faculty opinion is not meant to supersede the authority of the University concerning ﬁnal decisions on institutional matters.

Once established, college policies shaped by committees with elected faculty representatives will be exempt from prior notice standards.

6. Jointly-Sponsored University Events

UNIVERSITY-SPONSORED VS. NON-UNIVERSITY-SPONSORED EVENTS

For many reasons, including budget and insurance and risk management, the University distinguishes between “university-sponsored events” and “non-university-sponsored events.” In brief, some events are clearly university-sponsored events (e.g., the Annual Pepperdine Lectures, Summer Youth Leadership Conference, etc.). These events, initiated by and directed by University ofﬁcials, enjoy access to University facilities at minimal or no cost.

Other campus events are not formally university-sponsored events. These educational events, sponsored by organizations, clubs, churches, external to the university, rent our facilities, typically through the Special Programs Ofﬁce. These organizations are required to enter into a written agreement with the University and also pay fees for the use of campus facilities, as determined by the Special Programs Ofﬁce.

Some events are somewhat ambiguous because they are joint efforts of a University entity and an outside organization. For example, a unit of the organization (an academic division, for example) may invite a scholarly society or a professional organization to hold its meeting in University facilities. In this case the university unit (school, division, department, etc.) officially serves as the local host or as the "local arrangements” entity. Such events may qualify as “university-sponsored events” under certain conditions. For a complete explanation of such conditions, see the Policy Regarding Jointly-Sponsored University Events document posted on the Provost’s website.

7. Pepperdine Disclosure: California Education Code Section 66270

As a Christian University afﬁliated with the Churches of Christ, Pepperdine treats everyone with the respect and kindness that we have been called to show one another. The University community is a space where lives intersect and knowledge is discovered, which fortiﬁes the strength found in our differences and uncovers the virtues revealed in diversity, unity, and restoration. To that end, Pepperdine is committed to fostering an environment free from discrimination as described in California Education Code Section 66270 and reserves its right to remain a Christian University by favoring co-religionists in its admissions decisions.

8. Proof of Employability

8.1. According to the Immigration Reform and Control Act of 1986, employers must request documentation to establish both work authorization and the identity of new hires. The University requires certiﬁcation of the right to work in the United States at the start of work. Documentation required for certiﬁcation of employability is listed on the Proof of Right to Work in the United States web page on Human Resources’ website.
8.2. Faculty members must present documentation upon acceptance of an offer of employment or within three days of the start of their contract. Failure to provide documents in a timely fashion will result in the suspension and/or termination of the faculty member's employment.

For more information or clariﬁcation on this mandatory veriﬁcation of all new hires, please refer to the Proof of Right to Work in the United States web page on Human Resources’ website.

9. Safety and Hazardous Substances

The University considers the safety of its students, faculty, staff, and visitors to be of the highest priority. Accident prevention is a function of good management and contributes to a positive educational and work environment. The quality of service at the University is directly affected by each individual's commitment to performing his or her role in a safe and efﬁcient manner. Achieving a safe campus environment at each University location is one of the University's safety program goals.

Each department head is responsible for maintaining safe and healthful conditions in his or her area. Faculty and staff must understand that safety is given a higher priority than expedience, and unsafe shortcuts are not to be tolerated. Each supervisor is charged with effectively implementing the University's safety program, as well as the safe practices uniquely applicable to the speciﬁc jobs and tasks in their department. Effective implementation includes investigating actual and potential accident causes and promptly recommending corrective measures. Performance evaluations should include the success or failure of each supervisor in fulﬁlling these responsibilities. All University community members are encouraged to immediately report any unsafe conditions and make suggestions to their respective supervisors or departmental safety committees, as applicable. Additionally, employees may report unsafe conditions to the Ofﬁce of Insurance and Risk, Human Resources, or the Department of Public Safety.

The complete Safety Policy and Hazardous Substance Policy are available in Section 32 and Section 39, respectively, of the University Policy Manual.

10. Selection of Specified Personnel and Faculty of Pepperdine University

The selection of academic ofﬁcers and faculty of Pepperdine University is a process of greatest importance in fulﬁlling the mission of the University. The University seeks to provide the highest quality educational programs and to combine academic excellence with spiritual values as an expression of the rich heritage of Christian service, aims that are crucially important to the preservation of the highest ideals of America’s heritage. Therefore, the following procedures are designed to be followed in keeping with the principle expressed in the Mission Statement of the University. By accepting a part in the selection of certain academic ofﬁcers and faculty, all individuals thereby agree to support and implement the Mission Statement in the selection process.

10.1. In the selection of academic ofﬁcers and faculty, the University wishes to follow procedures that provide meaningful participation at each level of responsibility within the University. A spirit of mutual respect, trust, and cooperation should characterize this endeavor.
10.2. Under the governance structure set forth in the Articles of Incorporation and Bylaws of Pepperdine University, the administration has the responsibility of leading the institution so as to ensure the preservation of the University’s heritage. The Articles of Incorporation speciﬁcally state the Faith and Heritage Committee of the Board of Regents has exclusive authority to set guidelines with reference to employment of faculty. The administration is responsible to this committee for following its directives.
10.3. Within the policies established by the regents, the administration and the faculty will cooperate in the selection of speciﬁed personnel as outlined in the following paragraphs. It is understood that each committee will have the responsibility to consider qualiﬁed, available candidates, to fairly evaluate the various candidates, to prepare summaries of the strengths and weaknesses of all candidates who are given serious consideration, and to submit their recommendations in writing to the administration. It is further understood that the procedures outlined in this document constitute a method of having the faculty make recommendations about hiring for various positions and not a mechanism for faculty voting, in the expectation that the vote will be tantamount to a decision. The administration will make ﬁnal decisions and appointments, but will do so after considering the recommendations of the appropriate committees. In such instances of a position to be ﬁlled, potential candidates for the position may be proposed by the faculty and/or the administration.
10.4. In the event a vacancy exists in the ofﬁce designated as chairperson of any committee, the president or the provost of the institution will select the individual to serve as chairperson. In the event that any administrative ofﬁcer included below as a member of a committee is unavailable due to a vacancy in the ofﬁce, the administration may appoint another administrator to serve on the committee.
- 10.4.1. Dean of the College of Health Science
  
  In the event that the CHS seeks to ﬁll the position of dean, the administration will appoint a review committee. The provost of the University will serve as chairperson of the committee. This committee will be limited to a maximum of seven members. Three of the members shall hold an academic appointment in the CHS and will consist of two full-time faculty members and one dean or program director. The administration will have the responsibility of deciding on the four other members, at least one of whom shall be a faculty member of the CHS.
- 10.4.2. Faculty
  
  Prior to August 2025, the Founding Dean of the CHS will develop a policy, including guidelines and best practices, related to the search, hiring, and appointment of new faculty members in the CHS. Once finalized, this section of the Handbook will be updated to include the policy.

11. Smoking

All Pepperdine University campuses are smoke-free at all times and smoking, including e-cigarettes, is strictly prohibited. This prohibition includes but is not limited to the interior of University facilities, outdoor areas, and undeveloped property, as well as in any vehicle owned, leased, or operated by the University. Also, the sale, distribution, and advertisement of, or sponsorship by tobacco products is prohibited anywhere on campus, at University-sponsored events, or in publications produced by the University. This policy applies to all persons on a Pepperdine University campus.

Please note: California passed a law in 2016 raising the smoking age to 21; consequently, students under 21 are not permitted to smoke cigarettes, cigars, vape, e-cigarettes, hookah, and many other tobacco products. Pepperdine sponsored events with students under 21 should not involve smoking or use of any other tobacco products.

12. Substance Abuse

In keeping with the mission of the University and its commitment to provide an alcohol and drug-free work environment, the University has a policy regarding alcohol and drugs. The University's policy prohibiting substance abuse may be found in section 18 of the University Policy Manual. This policy applies to all employees, including those persons who are classiﬁed as faculty, staff, and student workers.

The University provides assistance to employees who are dealing with personal or family drug or related problems.

13. Use of Name and Letterhead

Faculty members, either individually or collectively, shall not, without the written consent of the University administration, use any name or logo of the University in connection with any activity of any kind beyond the scope of their duties as employees of the University.

Full-time faculty members may, as part of their professional role, need to write letters on behalf of students to support research efforts or recommend students to graduate schools. Such letters may be written on University letterhead as long as they are signed by the professor. Under no circumstances may a student be permitted to use the University's name or letterhead for the purpose of supporting his or her own academic work.

14. Code of Ethics Policy

Pepperdine University is a Christian University committed to the highest standards of academic excellence and Christian values. Members of the Pepperdine University community - faculty, staff, students, administrators, members of the Board of Regents, members of the University's advisory boards, and volunteers - are responsible for maintaining the standards of the institution and of the various communities in which they live. We value integrity, honesty, and fairness and strive to integrate these values into our daily practices.

Our ethical expectations are found in Holy Scripture, the University Mission Statement, the founding vision of George Pepperdine, and the University Afﬁrmation Statement. Holy Scripture provides the ultimate source for our ethical standards, including the two great commands taught by Jesus: the duty to love God and love one's neighbor as one's self (Matthew 22: 37-40).

In this spirit, we commit ourselves to the highest standards of ethical conduct. We act with integrity; we treat others with respect and dignity; we carefully steward the University's resources; we avoid conﬂicts of interest or commitment; we maintain conﬁdentiality; and we comply with legal and professional obligations. We are individually accountable for our own actions, and we are collectively accountable for upholding these standards of behavior and complying with all applicable laws, policies, standards, and regulations. While human and therefore fallible, we constantly strive to meet our ethical expectations. Moreover, because the Pepperdine community is composed of many distinct constituencies, we understand that, beyond the general ethical principles outlined in this document, we may be subject to additional rules of conduct speciﬁc to our respective roles within the community.

Complete information can be found in the University Code of Ethics Policy.