Listing Policies & Community Standards

Fair Housing Compliance

If you post a real estate listing on MyFaithVillage — for sale, for rent, or vacation rental — your listing must comply with the Federal Fair Housing Act (Title VIII of the Civil Rights Act of 1968).

You may NOT include in your real estate listing:

• Any preference, limitation, or discrimination based on race, color, religion, sex, handicap, familial status, or national origin
• Phrases like “Christian family preferred,” “perfect for a young couple,” “no children,” “adults only,” or “Christians only”
• References to specific churches or religious institutions that suggest religious preference (e.g., “walking distance to First Baptist”)
• Photos depicting only one demographic in a way that suggests exclusion

You MAY include:

• Neutral neighborhood descriptions (“quiet street,” “tree-lined block,” “near schools and parks”)
• Generic references to amenities (“walking distance to places of worship, schools, and shopping”)
• Accessibility features (these are required disclosures, not preferences)
• Honest descriptions of the property itself

Important legal notes:

• There is NO exemption to the advertising provisions of the Fair Housing Act. Even small landlords (Mrs. Murphy exemption) and religious organizations cannot publish discriminatory advertisements.
• The faith community fields are disabled on Real Estate listings specifically to prevent any appearance of religious preference.
• Violations of the Fair Housing Act can result in civil penalties up to $25,597 for a first offense, plus damages and attorney fees.

MyFaithVillage is not a substitute for legal advice. If you're a real estate professional, consult your broker or attorney to ensure your listings comply with all federal, state, and local fair housing laws.

Equal Housing Opportunity

Equal Employment Opportunity

Job listings on MyFaithVillage must comply with Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), and applicable state employment laws.

Standard rule for most employers:

Job postings may not express preference based on race, color, religion, sex, national origin, age (40+), disability, or genetic information. This includes phrases like “young energetic team member,” “Christian only need apply,” or “must be male/female.”

The Religious Organization Exception (Title VII §702):

Title VII contains a specific exception that allows religious organizations to give preference to members of their own religion when hiring. This exception:

• Only applies to qualifying religious organizations — typically churches, religious schools, and faith-based nonprofits whose primary mission is religious. A Christian-owned plumbing company is NOT a religious organization for this purpose.
• Only allows preference based on religion — never on race, color, sex, national origin, disability, age, or other protected classes
• May not be used to circumvent other discrimination laws

The Ministerial Exception:

A separate doctrine (rooted in the First Amendment) allows religious organizations broad freedom in hiring “ministers” — defined broadly to include clergy, religious teachers, worship leaders, and others whose primary duties are religious. See Hosanna-Tabor v. EEOC (2012) and Our Lady of Guadalupe v. Morrissey-Berru (2020).

How MyFaithVillage handles religious job requirements:

When you post a job listing, you’ll be asked whether the position has a bona fide religious requirement. If yes, you must check a certification confirming:

“I certify that this employer is a religious organization as defined under Title VII §702 of the Civil Rights Act, that the religious requirement constitutes a bona fide occupational qualification, and that I take full responsibility for ensuring this listing complies with all applicable employment laws.”

By checking this box, you take legal responsibility for your job posting. MyFaithVillage provides the platform but does not verify or warrant your eligibility to use the religious organization exception.

All job listings should also include: salary range or salary disclosure (where required by state law), application instructions, and equal opportunity language.