Remote Employees State Policies

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All remote employees should click on their state of residence (work state) to access the official employment posters associated with their particular state of residence (work state) and for additional employment policies that may pertain to the employee based on state law and Liberty’s Christian Mission and religious exemptions.

Please be aware that Liberty University’s Equal Employment Opportunity statement, including protected federal and state classes, is consistent for every employee regardless of the state of residence (work state ) where the employee resides. The policy, as stated below, applies to all Liberty University employees:

The University is an Equal Opportunity Employer. We believe it is our moral and legal obligation to meet the responsibility of ensuring that all management practices regarding employees are conducted in a nondiscriminatory manner.

In compliance with Title VII of the 1964 Civil Rights Act, and other applicable federal and state statutes, all recruiting, hiring, training, and promoting for all job classifications will be administered without regard to race, color, ancestry, age, sex, national origin, pregnancy or childbirth, disability, military veteran status or other applicable status protected by law, including applicable state of employment protected classes. It is, therefore, our policy and intention to evaluate all employees and prospective employees strictly according to the requirements of the job.

All personnel-related activities such as compensation, benefits, transfers, job classification, assignments, working conditions, educational assistance, terminations, layoffs, and return from layoffs, and all other terms, conditions, and privileges of employment will be administered without regard to race, color, ancestry, age, sex, national origin, pregnancy or childbirth, disability, military veteran status or other applicable status protected by law, including all applicable state of employment protected classes.

The University is a Christian religious-affiliated organization, and as such, is not subject to religious discrimination requirements. The University’s hiring practices and EEO discrimination practices are in compliance with both federal and state law. Federal law creates an exception to the “religion” component of the employment discrimination laws for religious organizations (including educational institutions), and permits them to give employment practice preference to members of their own religious beliefs.

Remote Employees State Policies

State Employment Posters