Churches and ministries operate uniquely in the employment sphere, often requiring protections that recognize their religious mission and values. The Apostle Paul reminds us, “For we preach not ourselves, but Christ Jesus the Lord; and ourselves your servants for Jesus’ sake” (2 Corinthians 4:5). Employment practices must reflect this calling.
Federal and state laws provide religious exemptions allowing churches to hire staff consistent with their beliefs without violating anti-discrimination laws. However, these exemptions require clear policies and consistent application to withstand legal scrutiny.
Fall is an excellent time to review your church’s employment policies. Ensure job descriptions and employee agreements clearly communicate your religious standards. Consult CLA’s legal resources to understand how to properly implement religious exemptions while remaining compliant with applicable laws.