Can religious institutions discriminate when selecting their own clergy? According to the U.S. Equal Employment Opportunity Commission, it is illegal to discriminate against a current employee or candidate based on race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or older), disability or genetic information. Does this apply to religious institutions selecting their own clergy? I'm going to guess that it's allowed if there is a religions reason (e.g. the Roman Catholic church has a religious restriction forbidding women from being priests). But if there is not a religious reason, would they be permitted to discriminate? For instance, could a Protestant church that does not have any religious restriction regarding the race of clergy still choose to discriminate based on race for their own reasons (perhaps they only want to hire a black pastor, or say that they will reject candidates who are black pastors)? Or are religious institutions given some sort of protection regarding their hiring practices?
This is known as the "ministerial exception". Because the Free Exercise and Estalishment clauses of the First Amendment prohibit the government from interfering with religion, the government cannot override a doctrine that contradicts the teachings of a religion (so women and gays cannot sue the Catholic church for not being hirable as priests). In Hosanna-Tabor v. EEOC, an individual taught classes and led prayer at a religous school, but was fired ultimately due to a disability (narcolepsy). The Lutheran church does not have any known doctrine condemning narcolepsy: but it was unanimously ruled that "the Establishment Clause prevents the Government from appointing ministers, and the Free Exercise Clause prevents it from interfering with the freedom of religious groups to select their own". Thus the church was legally permitted to fire the individual due to her disability.
The Dept. of Labor makes it easy for you: as they say, it is illegal discrimination. The U.S. Department of Labor (DOL), Civil Rights Center (CRC), is charged with enforcing Title VII of the Civil Rights Act of 1964, 42 U.S.C § 2000e-16, which prohibits employment discrimination based on race, color, religion, sex, and national origin, as it applies to employees and applicants for employment at DOL. National origin discrimination can involve treating applicants for employment or employees of DOL unfavorably because of their actual or perceived place of birth, country of origin, ancestry, native language, accent, or because they are perceived as looking or sounding &quot;foreign.&quot;... National origin discrimination can also include disparate treatment because of a person's accent
Some are, some aren't. For instance, Title VII of the Civil Rights Act prohibits all employment discrimination on the basis of race, including discrimination against whites. On the other hand, the Age Discrimination in Employment Act explicitly only protects people who are at least 40, and the Supreme Court held that it only applies to discrimination against older workers in favor of younger workers in General Dynamics v. Cline. While both laws forbid discrimination on the basis of X, the Supreme Court held that Congress clearly meant to limit ADEA to discrimination against older workers. You specifically use veteran status as an example. Veteran status is protected by the Uniformed Services Employment and Reemployment Rights Act. The point of the law is explicitly to make it easier for people to serve in uniform without messing up their career. The law specifically bans discrimination against veterans (or a couple other service-related categories) on the basis of service. It does not ban discrimination in favor of veterans. In fact, the federal government (which is supposed to be a model employer under USERRA) gives veterans a preference in hiring decisions. Congress's goal in enacting Title VII was to make race a non-factor in employment; their goal with USERRA was to encourage military service.
Businesses can discriminate against their customers on any basis they like provided that such discrimination is not on an illegal basis like race, sex or age. They do not have to serve you if they don't want to.
The religious freedom argument has no legs following Employment Division, Department of Human Resources of Oregon v. Smith, 494 U.S. 872 (1990). Although a State would be "prohibiting the free exercise [of religion]" in violation of the Clause if it sought to ban the performance of (or abstention from) physical acts solely because of their religious motivation, the Clause does not relieve an individual of the obligation to comply with a law that incidentally forbids (or requires) the performance of an act that his religious belief requires (or forbids) if the law is not specifically directed to religious practice and is otherwise constitutional as applied to those who engage in the specified act for nonreligious reasons. With respect to the "involuntary servitude", this was dealt with in Heart of Atlanta Motel, Inc. v. United States, 379 U.S. 241 (1964). The engagement of Federal power relied on the interstate commerce clause but the current case, as a state law matter, does not need to do this. Basically, by voluntarily providing the goods/service to the public, they agree that they will provide it in accordance with the law governing that kind of commerce. They are free to not provide it to anyone but if they choose to supply it they must supply it to everyone (subject ti normal rules of commerce like the customer actually paying etc.).
In the US, there have been a few cases (EEOC v. The Children's Home, Inc., Michael W. Naylor v. City of Burbank) in the realm of employment discrimination. There may well be more cases which are settled without going to court. There are somewhat more court cases in the UK, see here for a number of relevant categories. In addition, there are significant cases regarding discrimination against gay males, for example Bostock v. Clayton Co, decided by SCOTUS this summer.
Discrimination in employment is legal For example, you can discriminate to hire the more qualified or experienced candidate over less qualified ones. What you can’t do is discriminate on the basis of a protected category: The Alberta Human Rights Act (AHR Act) prohibits discrimination in employment based on the protected grounds of race, colour, ancestry, place of origin, religious beliefs, gender, gender identity, gender expression, age, physical disability, mental disability, marital status, family status, source of income, and sexual orientation. If it’s not on the list (or a proxy for something on the list), you can discriminate on it.
From the U.S. Equal Employment Opportunity Commission (EEOC) website: An employer must have a certain number of employees to be covered by the laws we enforce. This number varies depending on the type of employer (for example, whether the employer is a private company, a state or local government agency, a federal agency, an employment agency, or a labor union) and the kind of discrimination alleged (for example, discrimination based on a person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information). All employers are covered, whether or not a particular regulation covers a particular employer is dependent on the number of employees. For example, age discrimination is covered by employers who have more than 20 employees and Equal Pay Act coverage is for virtually all employers. From the same web site: People who are not employed by the employer, such as independent contractors, are not covered by the anti-discrimination laws. Figuring out whether or not a person is an employee of an organization (as opposed to a contractor, for example) is complicated. If you aren't sure whether a person covered, you should contact one of our field offices as soon as possible so we can make that decision. The EEOC has regulations covering: Title VII of the Civil Rights Act of 1964 The Pregnancy Discrimination Act The Equal Pay Act of 1963 The Age Discrimination in Employment Act of 1967 Title I of the Americans with Disabilities Act of 1990 Sections 102 and 103 of the Civil Rights Act of 1991 Sections 501 and 505 of the Rehabilitation Act of 1973 The Genetic Information Nondiscrimination Act of 2008 The EEOC is an agency responsible for creating rules and regulations and enforcing civil rights laws against workplace discrimination. The regulations and enforcement actions are based on a large number of laws, any one of which may or may not apply to a particular employer. Exemptions are based on a particular anti-discrimination law, not on the agency itself. Each anti-discrimination law has a different set of entities to which the law applies and different sets of exemptions.