Does the IT Guy in a Church Need to Share the Faith? The Ninth Circuit Weighs In

​Imagine you’re a Roman Catholic and you go to confession. After spilling your guts about things you’ve done that weigh on your conscience, the priest says, “Actually, don’t sweat it, I don’t believe there is such a thing as sin. Do whatever feels right to you.” You would understandably feel confused as you stumbled out of the confession booth.

This never actually happens because the Roman Catholic Church, like all religions, insists that its clergy believe in its precepts. And in Roman Catholicism, the need for confession and the forgiveness of sins is definitely one of them.

This makes religious organizations different from a business. If a corporation were to tell a job applicant, “sorry, you’re well qualified for this position, but we don’t hire Jews (or Christians, or Muslims, or atheists),” that would be a gross violation of federal civil rights laws. And it should be.

But the law cannot force the Catholic Church to employ a priest who is a stone-cold atheist, or a synagogue to employ a rabbi who wishes to share the Christian gospel. In order for religious groups to have integrity – in the sense of being a coherent whole – they must be able to use their right of free association, as implied by the First Amendment, to only hire their co-religionists.

That is, in essence, what the law means by a “ministerial exception.” Without that exception, religions would have no coherence, rendering the First Amendment’s promise of the free exercise of religion meaningless.

So far, so good. But does the ministerial exception extend to staff? What about the IT guy who keeps the organization’s computer system running? Does he have to adhere to the faith?

That was the question at stake for the Union Gospel Mission of Yakima, Washington. This Christian mission group offers services to the homeless, the hungry, the sick, and the addicted. It operates shelters, health clinics, soup kitchens, and faith-based recovery services. That organization insists that its support staff uphold its beliefs and practices, which includes “abstaining from any sexual conduct outside of biblical marriage between one man and one woman.” Again, in any ordinary context, such a standard by an employer would be – and should be – illegal. But what about a church?

A case against this mission group has bounced several times between a lower court and the Ninth Circuit Court of Appeals over a violation of the state’s Washington Law Against Discrimination – perhaps the most robust anti-discrimination law in the United States. On Jan. 6, the Ninth Circuit ruled – and it came down in favor of the Union Gospel Mission on the basis of a broader “church autonomy doctrine.”

Judge Patrick Bumatay wrote: “The church autonomy doctrine encompasses more than just the ministerial exception. It forbids interference with ‘an internal church decision that affects the faith and mission of the church itself.’”

Judge Bumatay noted that Union Gospel requires “employees attend daily prayers and weekly chapel services, and are encouraged and expected to pray for one another and share devotionals … Union Gospel’s religious beliefs guide everything it does … It expects its employees to participate in the group’s evangelism and be an example to others of what Union Gospel believes it means to be a Christian.”

The court found that the hiring of non-ministerial positions isn’t necessarily a religious matter. The religious institution must be able to show – as Union Gospel did – that it has a sincere religious belief in the religious mission of these staff positions.

Judge Bumatay, noting in his opinion that “personnel is policy,” wrote that “this applies perhaps even more so for religious organizations.”
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In the end, the Ninth Circuit did not say that churches get a blank check to discriminate – but it did say that when a religious organization can show that every role is bound up in its spiritual mission, the Constitution gives that judgment real weight. The IT guy may not preach from the pulpit, but if his job is part of advancing the faith, the law will not force a church to separate belief from practice. That balance – between civil rights and religious autonomy – is exactly the line the First Amendment was meant to draw.

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