VICKIE FISHER, Plaintiff-Appellant, vs. ARCHDIOCESE OF CINCINNATI, Defendant-Appellee.
APPEAL NO. C-130295; TRIAL NO. A-1108451
IN THE COURT OF APPEALS FIRST APPELLATE DISTRICT OF OHIO HAMILTON COUNTY, OHIO
March 14, 2014
[Cite as Fisher v. Archdiocese of Cincinnati, 2014-Ohio-944.]
Civil Appeal From: Hamilton County Court of Common Pleas; Judgment Appealed From Is: Affirmed
Graydon Head and Ritchey, LLP, Steven P. Goodin and Nicholas J. Ziepfel, for Defendant-Appellee.
Please note: this case has been removed from the accelerated calendar.
O P I N I O N.
{¶1} Following her termination from employment, plaintiff-appellant Vickie Fisher filed suit against her former employer defendant-appellee the Archdiocese of Cincinnati (“Archdiocese“), asserting claims for age discrimination, promissory estoppel, and intentional infliction of emotional distress. The trial court dismissed her claims based upon the ministerial exception, which is rooted in the
{¶2} Fisher‘s appeal presents the first opportunity for this court to address the ministerial exception in light of the United States Supreme Court‘s decision in Hosanna-Tabor. Based upon our review of the record and the law, we conclude that there is no genuine issue of material fact that Fisher was a ministerial employee, and that her claims are barred under the ecclesiastical abstention doctrine. We, therefore, affirm the trial court‘s decision granting summary judgment to the Archdiocese.
Fisher‘s Employment with the Archdiocese
{¶3} Fisher, a practicing Catholic, was employed at the Gate of Heaven Cemetery for nearly two decades. The cemetery is wholly-owned and operated by the Archdiocese. It is a manifestly religious institution established for the sacred purpose of carrying out the liturgical rite of Catholic burial and the subsequent care of the burial spaces. The Catechism of the Catholic Church provides that “the Christian funeral is
{¶4} When Fisher began her employment at the cemetery in 1989, she received a copy of the Gate of Heaven Cemetery Employee Handbook. In addition to identifying all employees as at-will employees, the handbook sets forth the unique mission of the Catholic cemetery, the management of which requires special sensitivities to the customs and rites of Catholic religious practice. This mission statement was also posted on Fisher‘s office wall.
{¶5} The mission statement provides that employees must:
* * * acknowledge that the Catholic cemetery is established to carry out the sacred religious function of the burial, and care for the resting places, of the deceased members of the Church.
* * * accept the responsibility of implementing this religious function under the directions and supervision of the Archbishop of the Catholic Archdiocese of Cincinnati.
* * * believe in, and [be] firmly committed to, the teachings and rich tradition of the Catholic Church with regard to its deceased members, and the sacredness of the cemeteries in which their bodies rest.
* * * recognize the deep religious significance of the Corporal Work of Mercy involved in the burial of the dead, and reverence for the deceased.
* * * [be] dedicated to the respectful care of the people of God who, even in death, remain a part of the whole Christian community. * * * [be] committed to encouraging Catholic prayer and devotion for our deceased brothers and sisters, especially within our Catholic cemetery.
* * * oppose any effort to minimize or destroy any of the Catholic teachings which relate to death, burial and devotion to departed souls.
* * * proclaim through our words, work, and example the sacredness of the Human Body, the Belief in the Resurrection and the Christian Virtue of Hope.
{¶6} Fisher started her employment as a Family Service Counselor/Special Projects Coordinator/Funeral Escort. The written job description for the position provides that the employee “have a special sensitivity to the mission of the Catholic cemetery and safeguard the values and ethics of same.” Fisher sold burial services, coordinated special cemetery events, including Memorial Day Mass, Candlelight Services, Children‘s Services, and was responsible for the conduct of funeral services held within the cemetery‘s chapel or on its grounds. Fisher told families that she was Catholic and was familiar with the Catholic burial service.
{¶7} Fisher also received faith-based training for the position. The Archdiocese paid for Fisher to attend a four-year program in Catholic cemetery management at John Carroll University. The classes, which were presented by the National Conference of Catholic Cemeteries, required a one-week residency each year with full days of coursework in human resources and land management, as well as spirituality and the psychology of death and dying. The courses were provided from a Catholic theological perspective. Fisher earned a certificate for her completion of the course during her employment at the Gate of Heaven Cemetery.
{¶9} In the fall of 2010, Richard Kelly, the Chief Financial Officer for the Archdiocese, received a complaint from a cemetery employee that the Gate of Heaven Cemetery was being mismanaged. The employee had alleged that Fisher and Rooks were involved in selling damaged grave markers for scrap metal and distributing the cash proceeds to Gate of Heaven employees. A subsequent investigation affirmed the grave-marker allegation and revealed that Fisher was using profanity with the employees. Fisher and her codirector, Rooks, were reprimanded.
{¶10} Kelly ultimately decided that the cemetery needed new management. During Fisher‘s and Rooks’ tenure as codirectors, the cemetery had acquired significant negative equity. Sales were lackluster and an auditor had expressed concern about the financial health of the cemetery.
{¶11} Kelly decided that the cemetery would operate better under a single on-site manager, who had more substantive business credentials. He contacted Human Resources Director William Hancock, and asked him to create a job description for the
{¶12} Fisher applied for the new position, emphasizing the spiritual aspects of her Gate of Heaven position: “I got the most satisfaction personally and spiritually from my current position * * * Assisting those in pain is personally very fulfilling.” The Archdiocese eventually hired Debra Crane as the new executive director of the cemetery. Crane was an experienced attorney and manager, who possessed extensive experience turning around underperforming businesses. She was also a deeply spiritual woman, who had left her prior position as general counsel for an insurance company to serve as a pastor at a nondenominational church.
{¶13} In January 2011, Kelly informed Fisher and Rooks that Crane had been hired as the new director. Fisher believed that Crane, a non-Catholic, could not handle the “faith part of the job.” She was equally concerned with what the hiring of a non-Catholic would mean for the future of the cemetery. In June 2011, Fisher‘s position and several other employees’ positions were eliminated as a result of Crane‘s decision to restructure the Gate of Heaven sales force.
Trial Court Proceedings
{¶14} In October 2011, Fisher filed suit against the Archdiocese alleging age discrimination, promissory estoppel, and intentional infliction of emotional distress. In December 2011, the trial court stayed the case pending a ruling from the United States Supreme Court in Hosanna-Tabor. One week after the Supreme Court‘s ruling in
{¶15} On May 4, 2013, the trial court granted the Archdiocese summary judgment on two separate grounds. First, the trial court held that “there is no genuine issue of material fact that Fisher is a ‘ministerial employee’ as defined by the United States Supreme Court‘s ruling in Hosanna-Tabor, given that her training and job duties at the Gate of Heaven Cemetery expressly involved religious doctrine and practices, and her role is ‘ministerial.’ ” Second, the trial court found that “separate and apart from the ‘ministerial exception’ * * * judicial inquiry into and second-guessing of the human resources decisions of church-affiliated organizations offends the
Summary Judgment Standard
{¶16} In a single assignment of error, Fisher argues that the trial court erred in granting the Archdiocese summary judgment. We review a trial court‘s grant of summary judgment under
(1) [n]o genuine issue as to any material fact remains to be litigated; (2) the moving party is entitled to judgment as a matter of law; and (3) it appears from the evidence that reasonable minds can come to but one conclusion, and viewing such evidence most strongly in favor of the party against whom the motion for summary judgment is made, the conclusion is adverse to that party.
The Ministerial Exception
{¶17} The Free Exercise and Establishment Clauses provide that “Congress shall make no law respecting an establishment of religion or prohibiting the free exercise thereof.”
{¶18} In Hosanna-Tabor, the United States Supreme Court affirmed the exception and clarified “that the [ministerial] exception operates as an affirmative defense to an otherwise cognizable claim, [instead of] a jurisdictional bar.” Id. at 706, 709 at fn.4. The Supreme Court then examined whether the exception applied to an employee who had performed mixed secular and ministerial duties. Id. at 709. The plaintiff in Hosanna-Tabor, Cheryl Perich, was a “called” teacher at a school operated by Hosanna-Tabor Evangelical Lutheran Church and School (“Hosanna-Tabor“), “a member congregation of the Lutheran Church-Missouri Synod, the second largest Lutheran denomination in America.” Id. at 699. Teachers at Hosanna-Tabor were classified as either “called” or “lay” teachers. Both performed the same duties, but ” ‘called’ teachers [we]re regarded as having been called to their vocation by God through the congregation.” Id.
{¶19} Perich began her employment as a lay teacher, but was later asked to become a called teacher. Id. at 700. She accepted and “received a ‘diploma vocation,’ designating her as a commissioned minister.” Id. Sometime later, she became ill, was diagnosed with narcolepsy, and eventually terminated. Id. When the
{¶20} In determining whether the ministerial exception applied, the Supreme Court expressly stated that “the ministerial exception is not limited to the head of a religious congregation.” Id. at 707. The court, however, refrained from “adopt[ing] a rigid formula for deciding when an employee qualifies as a minister,” instead choosing to examine the circumstances of Perich‘s employment to determine if the exception applied. Id.
{¶21} In performing its examination, the court noted that Perich held the title of “Minister of Religion, Commissioned” and performed some ministerial duties in the course of her employment. Id. at 707. The court commented that “although such a title, by itself, does not automatically ensure coverage, the fact that an employee has been ordained or commissioned as a minister is surely relevant, as is the fact that a significant religious training and a recognized religious mission underlie the description of the employee‘s position.” Id. at 710.
{¶22} The court also examined Hosanna-Tabor‘s treatment of Perich. It found that the school had “held [her] out as a minister with a role distinct from that of most of its members.” Id. at 707. It also examined how Perich had presented herself. It found that Perich had “held herself out as a minister of the church by accepting the formal call to religious service,” by claiming a housing tax exemption available only for ministers, and by referring to herself as a minister. Id. at 707-708.
{¶23} After examining the circumstances of Perich‘s employment, the court found that Perich‘s job duties “reflected a role in conveying the Church‘s message and carrying out its mission.” Id. at 708. The Supreme Court held that the
{¶24} The court, however, stated that it was “express[ing] no view on whether someone with Perich‘s duties would be covered by the ministerial exception in the absence of other considerations [it] had discussed,” nor was it expressing any “view on whether the ministerial exception bars other types of suits, including actions by employees alleging breach of contract or tortious conduct by their employers.” Id. at 708, 710. The court concluded that there would be “time enough to address the applicability of the exception to other circumstances, if and when they ar[o]se.” Id. at 710.
{¶25} Justices Thomas and Alito wrote separate concurring opinions. Justice Kagan joined Justice Alito‘s concurrence. Justice Thomas agreed with the majority‘s decision to eschew a bright-line test or multi-factor analysis, noting that “whether an employee is a minister is itself religious in nature and the answer will vary widely.” Id. at 710-711 (Thomas, J., concurring). He was concerned that attempts to formulate such a test would “risk disadvantaging those religious groups whose beliefs, practices, and membership are ‘outside of the mainstream’ or unpalatable to some.” Id. at 711. He found Hosanna-Tabor‘s sincere belief that Perich was a minister sufficient for him to conclude her suit properly barred by the ministerial exception. Id.
{¶26} Justice Alito, who was joined by Justice Kagan, wrote separately to “clarify his understanding of the significance of formal ordination and designation as a ‘minister’ in determining whether an employee of a religious group falls within the
{¶27} Justice Alito urged courts to focus upon these key functions performed by the persons who work for religious institutions when determining whether the ministerial exception applies. In his opinion, the ministerial exception should apply to “any employee who leads a religious organization, conducts worship services, or important religious ceremonies or rituals, or serves as a messenger or teacher of its faith.” Id. at 711-712.
{¶28} Post Hosanna-Tabor, federal and state courts have found parochial school teachers, music directors, and seminary professors to be “ministers” under Hosanna-Tabor‘s framework. See Herzog v. St. Peter Lutheran Church, 884 F.Supp.2d 668 (N.D.Ill.2012); Cannata v. Catholic Diocese of Austin, 700 F.3d 169, 176 (5th Cir.2012); Kirby v. Theological Seminary, No. 2010-CA-001798-MR, 2012 Ky.App. Unpub. LEXIS 1007 (July 27, 2012); Kant v. Theological Seminary, No. 2011-CA-000004-MR, 2012 Ky. App. Unpub. LEXIS 1014 (July 27, 2012).
{¶29} Fisher argues that the ministerial exception does not apply because her duties at the Gate of Heaven Cemetery were not religious; the Archdiocese did not hold her position out as a religious position; her position required no religious training; and her position did not include conveying the church‘s message. We disagree.
{¶31} Fisher also underwent multi-year, doctrine-specific training at a Jesuit Catholic University to better perform her job. She was involved in the preparation and performance of religious rituals. As codirector of the cemetery, she served in an indisputable leadership position, acting as the face of the Catholic Church to thousands of grieving families. And like the plaintiff in Hosanna-Tabor, she saw herself as part of a larger ministry.
{¶32} Fisher argues that because the Archdiocese replaced her with Crane, who was a non-Catholic, the Archdiocese has conceded that status as a priest or minister or membership in the Catholic Church was not a requirement for the executive director of the cemetery. But Fisher has not cited any authority to support her argument that Crane‘s duties are relevant to a determination of Fisher‘s status as a “ministerial” employee. Rather, courts apply an analysis that is personal to the individual plaintiff. See Hosanna-Tabor, 132 S.Ct. at 707-710, 181 L.Ed.2d 650, (examining the facts and circumstances of Perich‘s employment); see also Cannata, 700 F.3d at 176 (rejecting plaintiff‘s argument that his position as a “music director” could not have been a “lay minister position” in the Catholic Church because the
{¶33} The Catholic faith, like many other religions, has a focus on “life after death.” The Archdiocese introduced evidence that burial rituals and beliefs, as articulated in the Catechism of the Catholic Church, are central to its faith. The cemetery‘s mission statement and handbook expressly required Fisher to recognize the importance of this “religious function.” Fisher‘s role at the Gate of Heaven Cemetery, moreover, helped further the mission of the Catholic Church in this regard. Because Fisher‘s job duties, training, and performance during her tenure at the Gate of Heaven Cemetery demonstrate that she was a ministerial employee, the Archdiocese was entitled to summary judgment on Fisher‘s age-discrimination claim.
{¶34} At oral argument, Fisher argued that the ministerial exception applied only to discrimination claims, and thus, did not bar her promissory-estoppel and intentional-infliction-of-emotional-distress claims. The Supreme Court in Hosanna-Tabor, “expresse[d] no view on whether the exception bar[red] other types of suits, including actions by employees alleging breach of contract or tortious conduct by their religious employers.” 132 S.Ct. at 710, 181 L.Ed.2d 650. Several state courts, however, have applied the ministerial exception to common-law claims, when they stem directly from the individual‘s employment and are inextricably entangled with the employee‘s discrimination claim. See Kant, No. 2011-CA-000004-MR, 2012
Ecclesiastical Abstention Doctrine
{¶35} In addition to finding that Fisher was a “ministerial” employee, the trial court also granted summary judgment to the Archdiocese on a separate ground, namely that its adjudication of Fisher‘s claims would require it to intrude into the Archdiocese‘s internal affairs.
{¶36} In Watson v. Jones, 80 U.S. 679, 20 L.Ed. 666 (1872), the United States Supreme Court held that the
{¶37} In Weiter v. Kurtz, for example, an at-will bookkeeper/receptionist claimed that she had been wrongfully terminated for opposing the church‘s reassignment of a priest. Weiter at *2-3. While the Kentucky Court of Appeals
{¶38} Similarly, here, the resolution of Fisher‘s claims would invariably interject this court into the Archdiocese‘s internal affairs. As set forth earlier in paragraphs 3 through 7, and 30 through 34, the manner in which the Archdiocese chooses to carry out its funeral rites clearly falls within the realm of ecclesiastical decision-making. Thus, the Archdiocese was entitled to summary judgment on Fisher‘s claims for this additional reason. We, therefore, overrule Fisher‘s sole assignment of error and affirm the trial court‘s judgment dismissing her claims.
Judgment affirmed.
DINKELACKER, P.J, concurs.
DEWINE, J., concurs separately.
DEWINE, J., concurring separately.
{¶39} I agree that the facts of this case amply demonstrate that Ms. Fisher‘s claims are barred by the
{¶40} I write separately only because I fear that the final paragraphs of the opinion may engender some confusion. The majority affirms the trial court‘s decision on the “separate ground” that adjudication of the dispute would intrude into the Archdiocese‘s internal affairs. It bases this “separate ground” on Watson v. Jones, 80 U.S. 679, 20 L.Ed. 666 (1872), and its “progeny.” But, as the Supreme Court has just recently reminded us, the line of cases delineating the ministerial
{¶41} The cases the majority cites deal with situations where religious freedom protections apply even where an employee has been found not to be a minister because adjudication of the dispute might nonetheless entangle the courts in matters of church doctrine. Weiter v. Kurtz, No. 2011-CA-001058-MR, 2012 Ky.App. Unpub. LEXIS 937, *18-19 (Dec. 14, 2012); McCallum v. Billy Graham Evangelistic Assn., 824 F.Supp.2d 644, 651-652 (W.D.N.C.2011). It is certainly true that the Free Expression and Establishment Clauses allow for autonomy in religious matters in areas that extend beyond the selection of a church‘s ministers. But here, having found that Ms. Fisher is a minister for purposes of the exception, there is no need to ponder whether a broader exception might apply to her employment-based claims if she were not a minister.
Please note: The court has recorded its own entry this date.