Federal discrimination laws prevent employers from terminating (or refusing to hire individuals) for holding certain religious beliefs. One exception to this rule is churches, but a recent Court decision expands this rule to include faith-based organizations, allowing them to require religious beliefs as a condition of employment.
However, the judges in the case used two different sets of criteria to reach the same decision, so employers should tread lightly. As we wait to see how the Court’s decision will be applied, here is one great tip from our partners at Barran Liebman:
Employers who look to qualify as religious entities should be careful to ensure their religious purposes are both conspicuous on key organizational documents (such as bylaws or mission statements) and easily discernable in dealings with the public.
If it’s not well defined, you could find yourself in hot water. Find out more on this topic, by reading “Ninth Circuit Allows Faith-Based Organization to Dismiss Employees Based on Religious Beliefs.” Click here for the article.