In Montgomery v. St. John's United Church of Christ, (OH App., April 6, 2023), an Ohio state appellate court held that the ministerial exception doctrine requires dismissal of plaintiffs' hostile work environment claims. In the case, the church's minister and a pastoral assistant contended that they were sexually harassed by a lay leader of the church, and that their employment was terminated because of their resistance to this conduct. The court said in part:
The [trial] court found that due to the nature of relationships of the parties involved and the subject matter of the conversations and communications between them, it could not “adjudicate the sexual harassment claims of Appellants without distinguishing between Appellee Martin as a parishioner in the congregation seeking counsel, guidance, and comfort from his pastor and pastoral assistant, and Martin as a church officer engaging in harassing or hostile behavior.”... The court found that it could not make this distinction or determination without “delving deeply into the relationships and expectations of the parties and their church and their faith.” ...
We agree that this is precisely the kind of state inquiry into church employment decisions that the First Amendment forbids....
