Ministerial Exception and Church Autonomy

When does the Fair Labor Standards Act (FLSA) apply to churches and ministries?

How can ministries screen employees effectively while staying compliant with employment law?

What legal protections and defenses can religious organizations rely on in today’s environment?

Who qualifies for the ministerial exception, and how can religious organizations use it to defend against employment lawsuits?

How should religious organizations handle misconduct investigations while respecting both their mission and legal obligations?

How can religious employers structure their policies and handbooks to reduce legal risk while preserving their religious values?

A recent opinion letter from the U.S. Department of Labor suggests that the Ministerial Exception of the First Amendment applies to wage and hour laws. This issue has significant implications for churches and ministries.

A recent decision from a federal appellate court explores the boundaries of the First Amendment’s ministerial exception to employment laws, specifically about the type of claims a minister can bring.

The U.S. Supreme Court recently handed down a First Amendment decision that is likely to clarify job descriptions for religious employers and their employees.

A white paper by Jessica Ross, Esq. about ministerial exception and how it can benefit your religious organization.