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Court Rejects Ministerial Exception Defense In Firing of Pregnant Teacher

By Howard M. Friedman

In Redhead v. Conference of Seventh-Day Adventists, 2008 U.S. Dist. LEXIS 49416 (ED NY, June 27, 2008), a New York federal district court, applying the 2nd Circuit's recent "ministerial exception" decision in Rweyemamu v. Cote, refused to grant defendant's motion for summary judgment in a Title VII pregnancy discrimination case. Plaintiff, an unmarried teacher at a Seventh-Day Adventist school, was fired after she became pregnant. The school claimed that she was dismissed because she violated its religious policy against fornication. Plaintiff, Jewel Redhead, argued that this was a pretext for pregnancy discrimination, and that the anti-fornication policy was not applied equally to men and women employees.

The court rejected defendant's "ministerial exception" defense, holding that "while certain statements in Cote can be read to foreclose a ministerial employee from ever being able to challenge his employer's stated religious motive for a discharge..., nothing in that decision ... supports extending a similarly absolute prohibition to secular employees such as plaintiff." The court went on to hold that an inquiry into the school's motivation in this cased would not violate the Establishment Clause because it could be made without calling into question the validity or truthfulness of religious doctrine. The decision reaffirmed the court's 2006 holding in the case, which it had agreed to reconsider in light of the recent 2nd Circuit decision.

Full post as published by Religion Clause on July 02, 2008 (boomark / email).