Employee Handbook

2025-2026

The purpose of the Employee Handbook is to help you find answers to some of the basic questions regarding your employment with The Seattle School of Theology & Psychology (The Seattle School). The following policies are not designed to be, nor do they create, a contract for employment. The Seattle School reserves the right to amend, modify, or discontinue any benefit or policy at its sole discretion, with or without prior notice. The provisions of this handbook take precedence over all other oral and written representations, which may have been made by representatives. Your employment at The Seattle School is at will, meaning both you and The Seattle School have the right to terminate the employment relationship at any time with or without reason or notice. No representative of the institution, other than the President or the Vice President of Finance & Administration/Chief Financial Officer (CFO), in writing, has any authority to enter into any employment agreement for any specified period of time or to make other commitments or promises or assure any benefit or terms and conditions of employment.

The Employee Handbook presents an overview of the policies, benefits and work environment of The Seattle School. Please read it carefully. It is important that you familiarize yourself with both your rights and responsibilities as an employee of The Seattle School. If you wish more detailed information on any of these policies or have other questions, please feel free to direct them to your immediate supervisor, the Human Resource Office, or any member of the management team.

History & Accreditation of The Seattle School of Theology & Psychology

Standards of Conduct

Policies & Practices

Employee Classifications

Your Employee Benefits

Leaves of Absence

Your Safety & Security

Appendices

The Seattle School reserves the right, and has the discretion, to modify or change any portion of this handbook at any time. The Human Resources Department is responsible for the updating and revising of the Employee Handbook. The Board of Trustees has final authority for approval of the Employee Handbook and approves changes annually.