Federal Case
Regional Implications
McMahon v. World Vision, Inc.
In a closely watched case, the Ninth Circuit court upheld a ministry’s right to withdraw a job offer from an applicant in a same-sex marriage. The twist? The role wasn’t a pastor—it was a customer service representative. This ruling signals a potential broadening of the ministerial exception, the First Amendment doctrine that shields faith-based employers when hiring for roles tied to their spiritual mission.
What You Need to Know
Aubry McMahon was offered a remote customer service position with World Vision, a global Christian humanitarian organization. But after the organization learned she was married to another woman, it withdrew the offer, citing its religious code of conduct, which prohibits same-sex relationships among employees.
McMahon sued, alleging discrimination. A district court initially ruled in World Vision’s favor, then reversed itself and granted summary judgment to McMahon. On appeal, however, the Ninth Circuit Court of Appeals reinstated the original decision in favor of World Vision.
The court found that World Vision’s customer service representatives carry out “vital religious duties,” including praying with donors and communicating the organization’s Christian mission. Because of these responsibilities, the court applied the ministerial exception—a legal doctrine that protects religious organizations from certain employment-related lawsuits. As a result, McMahon was barred from challenging the rescinded offer in court.
What Your Ministry Can Do
Review Job Descriptions: Actively review and update job descriptions to ensure they articulate the religious duties and mission-critical functions of ministerial positions.
Express Your Expectations: Clearly communicate your ministry’s standards of conduct and statement of faith to all applicants and employees.
Consult Legal Counsel: Proactively consult with legal counsel to ensure your hiring policies and employment practices comply with local laws and regulations.
