2027 Curriculum
Christian College and University
Employer Protection Checklist
A 12-question leadership review for protecting religious mission, employment practices, benefits and regulatory readiness at Christian colleges and universities.
Download the Complimentary Checklist →A Governance and Readiness Tool
How to Use This Checklist
Use This Checklist With
- The president and executive leadership team
- Human resources and benefits leaders
- General counsel or qualified outside counsel
- The board or an appropriate board committee
Purpose. Use these 12 questions to identify where your institution is well prepared, where documents or practices may be inconsistent, and what leadership should address next. This is a governance and readiness tool, not a substitute for institution-specific legal advice.
Recommended process. Complete the checklist as a cross-functional team. Mark each question Ready, Review Needed, or Priority Action. Assign an owner and deadline for every item that requires follow-up.
Readiness Score
Add the scores for all 12 questions. The score helps set priorities; it does not determine legal compliance or eligibility for any exemption or court protection.
The 12 Questions
Why this matters. Religious identity should be visible in the documents that govern the institution and in the practices that shape its community. Inconsistent or outdated language can weaken decision-making and create avoidable disputes.
Why this matters. A board must do more than approve a mission statement. Governance records should show that trustees understand, oversee and consistently apply the institution's religious commitments.
Why this matters. Mission expectations are more defensible and more workable when employees receive clear notice, understand how their roles advance the mission and see standards applied consistently.
Why this matters. Religious institutions may have important protections, but the scope and application can depend on the organization, role, law and facts. A defined process helps prevent overstatement and inconsistency.
Why this matters. The ministerial exception is a constitutional doctrine applied through a fact-specific analysis. Titles alone do not decide whether a position is ministerial.
Why this matters. A handbook should reflect both current practice and the institution's religious commitments. Contradictions between policies, contracts and actual decisions create unnecessary risk.
Why this matters. Religious accommodations, pregnancy-related limitations, disability matters and protected leave require prompt, individualized review. Supervisors should not make informal promises or denials.
Why this matters. Plan summaries may not reveal every covered service, exclusion, drug or administrative practice. Institutions should understand what the governing plan documents require and how vendors administer them.
Why this matters. CEA has secured significant federal court relief for qualifying members, but protection is not automatic. Eligibility, active membership, affirmation of CEA's Statement of Faith and correct implementation matter.
Why this matters. Title IX and other federal-funding obligations can intersect with religious identity, employment, athletics, housing and student life. The institution should not wait for a complaint to determine its position.
Why this matters. Students, graduate assistants, resident staff, interns, coaches and adjuncts may have different roles, but labels do not replace a wage-and-hour or employment analysis.
Why this matters. A prompt, disciplined response can preserve documents, protect privileges and prevent inconsistent statements. Preparation should cover employment charges, wage-and-hour inquiries, benefit issues and tax matters.
Important Notice: This checklist is an educational resource and does not provide legal advice or create an attorney-client relationship. Laws, regulations, court orders and agency interpretations can change, and their application depends on the institution's facts, location, funding, documents, workforce and practices. Institutions should consult qualified legal counsel regarding their particular circumstances. CEA membership and court protections are subject to eligibility, active membership, affirmation of CEA's Statement of Faith, the scope of the applicable court orders and proper implementation.
Complimentary Resource
Download the Full Checklist with Worksheets and Action Planning Guide
The complete PDF includes the 12-question review with "What to Verify" and "Warning Signs" for each question, a 30-Day Leadership Action Plan worksheet, a Recommended Annual Review Calendar, and Federal Reference Points.
Designed for use with the president and executive leadership team, HR and benefits leaders, general counsel, and the board.
Download the Complimentary Checklist →Ongoing Practice
Recommended Annual Review Calendar
- Q1 Board mission and religious-identity review
- Q2 Hiring, handbook and classification audit
- Q3 Accommodation, agency-response and manager training
- Renewal Health-plan coverage and CEA implementation review
- As needed Targeted counsel review after any material legal or operational change
Prompt Escalation
When to Involve Counsel Promptly
- ▸ An agency charge, subpoena, audit request or demand letter arrives
- ▸ A proposed decision turns on religious doctrine, a claimed exemption or ministerial status
- ▸ An employee requests an accommodation involving a conflict with institutional beliefs
- ▸ A carrier, TPA or plan document conflicts with a requested religious limitation
- ▸ Federal funding, Title IX, accreditation or state law creates a potential mission conflict
- ▸ Leadership is considering termination, discipline or denial of a request in a sensitive matter
What Comes Next
Protection Requires More Than a Good Score
CEA helps Christian colleges and universities understand their rights, prepare their institutions, implement applicable legal protections, and respond to emerging regulatory threats. Qualifying protection is conditioned on active, continuous membership and the requirements of the applicable court orders and settlement.