Ministry Employment

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 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.

In this post, we discuss a recent United States Supreme Court decision that may have a significant impact on employers, particularly on religious organizations.

The EEOC abandoned its policy disfavoring mandatory arbitration for employment disputes. The new policy is now consistent with current case law. This post addresses what employers need to know.

Employers are faced with challenges when trying to curb abuses of FMLA leave privileges, while at the same time caring for legitimate medical needs.

A white paper by Theresa Lynn Sidebotham, Esq., which includes an employment self-assessment checklist to help your religious organization.

Federal and state laws prohibit specific types of employment screening, but how do these laws apply for religious organizations, and are there exceptions?

If non-compete agreements are too restrictive, they are not enforceable. We discuss factors that determine reasonability and enforceability, which helps provide guidance.