Jump directly to the Content

Sexual Harassment Claim by a Minister Dismissed for Lack of Proof

But federal court also says “ministerial exception” was not an available defense to hostile environment allegation.

Ohio
State:
Categories:
Key Point 8-12.5. Sexual harassment is a form of sex discrimination prohibited by Title VII of the Civil Rights Act of 1964. It consists of both “quid pro quo” harassment and “hostile environment” harassment. Religious organizations that are subject to Title VII are covered by this prohibition. An employer is automatically liable for supervisory employees’ acts of harassment, but a defense is available to claims of hostile environment harassment if they have adopted a written harassment policy and an alleged victim fails to pursue remedies available under the policy. In some cases, an employer may be liable for acts of sexual harassment committed by nonsupervisory employees, and even nonemployees.Key Point 8-10.1. The civil courts have consistently ruled that the First Amendment prevents them from applying employment laws to the relationship between a church ...

Join now to access this member-only content

Become a Member

Already a member? for full access.

Related Topics:
Posted:
  • May 26, 2021

Related ResourcesVisit Store

Understanding Wage and Hour Laws
Understanding Wage and Hour Laws
Learn about the Fair Labor Standards Act and how it applies to churches.
Essential Guide to Employment Issues for Church Boards
Essential Guide to Employment Issues for Church Boards
Covers selection and screening, dispute resolution, terminations, discrimination, and minimum wage.
Sexual Harassment in the Christian Workplace - Executive Report 2020
Sexual Harassment in the Christian Workplace - Executive Report 2020
An inside look at the church and parachurch ministries workplace environment survey.
Human Resources Bundle
Human Resources Bundle
Your one-stop-shop for HR knowledge, designed to help prevent employment-related legal issues.