In General Conference of Seventh-Day Adventists v. Horton, (D MD, June 18, 2025), a Maryland federal district court denied a preliminary injunction in a suit challenging the Maryland Supreme Court's interpretation of the religious exemption in the Maryland Fair Employment Practices Act. The Maryland Supreme Court has held that the exemption is limited to claims brought by employees who perform duties that directly further the core mission of the religious entity. As summarized by the court, plaintiffs allege in part:
(1) the exemption violates Plaintiffs' church autonomy rights under the Religion Clauses of the First Amendment; (2) it violates the Establishment Clause of the First Amendment because it excessively entangles government with religion; (3) it violates the Free Exercise Clause of the First Amendment; (4) it violates the Establishment Clause by discriminating against Plaintiffs based on their denomination; (5) it violates Plaintiffs' First Amendment right to expressive association; (6) it violates Plaintiffs' First Amendment right to assembly; and (7) it violates the right to due process of law under the Fifthand Fourteenth Amendments because it is unconstitutionally vague.
In a 43-page opinion, the court found that plaintiffs are not likely to succeed on the merits of any of these claims. However it refused to dismiss outright three of plaintiff's claims, saying in part:
... [T]he Court recognizes that Plaintiffs are in good faith seeking an extension of the law in Count 1 [church autonomy], and that on Count 3 [free exercise], Plaintiffs have a different interpretation of the law on the issue of the applicable level of scrutiny that is not strictly foreclosed by precedent. Ordinarily, a court should refrain from dismissing outright a claim asserting a novel legal theory that can better be assessed after factual development....
... [T]he Court finds that under its view of the legal landscape, Plaintiffs have not stated a viable claim of a violation of the right to expressive association. Nevertheless, as with Counts 1 and 3, where Plaintiffs are seeking an extension of the law to have claims based on expressive association apply to the employment context, and further factual development is arguably warranted before full disposition of this claim, the Motion to Dismiss will be denied as to this claim.
