In a case of limited application, the U.S. Supreme Court has determined that the employment discrimination laws do not apply to ministerial employees of churches. Obviously, whether one is a ministerial employee depends on their education, as well as their duties, and I guess this case, involving a Lutheran Church, is relevant in Minnesota and Wisconsin. Consistent with several Court of Appeals cases holding that the Establishment and Free Exercise clauses do not apply to employment discrimination suits brought against churches by the ministerial employees, the Supreme Court noted the purpose of the exception is not to safeguard a church’s decision to fire a minister only when it is made for religious reasons, but the exception instead insures that the church alone may select and control who are the ministers of the faithful—a matter strictly ecclesiastical. The court left open whether or not a breach of contract or tortious conduct cases could be brought by religious employees against their churches. (U.S. Supreme Court 2012).