Religious employers, the ministerial exception and single moms -- again!
I wonder if there is a recognized legal specialty in the area of unwed-pregnant-moms-and-religious-schools-discrimination law. If so, I think I will qualify very soon. Happy belated Mother's Day?
Religious Accommodation Issues for the Health Care Employer: Termination of Pregnancy and Related Issues (pdf)
Health care employees who object to providing pa- tient care for women seeking an abortion have long presented a thorny issue for health care em- ployers. A recent settlement in the U.S. District Court for the District of New Jersey is a reminder that this is- sue continues to raise tricky questions. Nonetheless, a careful employer can successfully navigate the issue and avoid common pitfalls associated with walking the tightrope between accommodating an employee’s reli- gious beliefs without compromising the integrity of the health care employer’s mission.
Religious employers, the ministerial exception, and pregnant women
With Easter and Passover almost upon us, what better topic than a new case on the ministerial exception to Title VII?
Supreme Court Upholds Ministerial Exception in Discriminatory Termination Lawsuit
On January 11, 2012, the United States Supreme Court ruled that a "ministerial exception" to employment discrimination laws bars certain employees of religious purpose entities from bringing employment discrimination lawsuits against their employers (Hosanna-Tabor Evangelical Lutheran Church & Sch. v. EEOC, No. 10-533).
Supreme Court Holds that ‘Ministerial Exception’ Protects Church from Teacher’s Retaliation Claim
In a significant, unanimous decision last week, the U.S. Supreme Court confirmed that a “ministerial exception†bars employment discrimination actions brought by employees who fall within this exception against religious employers. Relying upon the “religion clauses†of the First Amendment, the Supreme Court held that the exception barred the retaliation claim of a teacher who was also a commissioned minister. Hosanna-Tabor Evangelical Lutheran Church and School v. E.E.O.C.
Supreme Court Recognizes “Ministerial Exception†to Employment Discrimination Laws
Last week, the United States Supreme Court ruled for the first time that the First Amendment bars suits by ministers against their churches under employment discrimination laws. The ruling, however, is not limited to those individuals who head a congregation or to any one particular religion.
Supreme Court Addresses "Ministerial Exception" to Discrimination Laws
Executive Summary: On January 11, 2012, the Supreme Court issued what is arguably one of its most significant religious liberty decisions in two decades. The Supreme Court unanimously held that a teacher at a Lutheran School could not maintain an action under the Americans with Disabilities Act (ADA) arising out of her discharge. Chief Justice John Roberts, writing for the court, in Hosanna-Tabor Evangelical Lutheran Church and School v. Equal Employment Opportunity Commission, et al., 565 U.S. ___, No. 10-553 (2012), stated that the "ministerial" exception to the application of such employment discrimination laws was grounded in the Establishment and Free Exercise Clauses of the First Amendment and should be applied to this teacher because she was a minister within the meaning of the "ministerial" exception.
U.S. Supreme Court on Ministerial Exception to Title VII
The U.S. Supreme Court decided for the first time that there is a "ministerial exception" to anti-discrimination laws such as the ADA. The lower courts for many years recognized that exception.
First Supreme Court Employment Decision of 2012
What the Court's "ministerial exception" case means for employers.
Accommodation for Healthcare Employees Objecting to Abortion-Related Procedures
Healthcare employees who object to providing patient care for women seeking an abortion have long presented a thorny issue for healthcare employers. A recent settlement in the United States District Court for the District of New Jersey is a reminder that this issue continues to raise tricky questions. Nonetheless, a careful employer can successfully navigate these issues and avoid common pit-falls.
