Wisconsin Church Upholds Policy Against Unmarried Cohabitation, Employee Loses Lawsuit

The Wisconsin Court of Appeals has ruled in favor of Capitoland Christian Center Church, Inc., in a case involving an employee who resigned over a policy against cohabitation outside of marriage. Sandra Sandoval, a former daycare worker at the church, sued the organization, alleging wrongful termination based on her marital status. The court upheld a prior decision from the Madison Equal Opportunities Commission, finding that Sandoval’s resignation was not a result of discrimination.

Sandoval had signed a “Statement of Affirmation and Agreement” when she was hired in 2014, which included a clause prohibiting unmarried employees from cohabitating. The policy was not raised until January 2015, when the church daycare director, Brenda Van Rossum, informed Sandoval that the arrangement violated the agreement. Van Rossum testified that she did not immediately terminate Sandoval but sought to resolve the issue, encouraging her to return the next day and discussing possible solutions with the church pastor.

Sandoval, however, interpreted the conversation as an implicit firing. She did not return to work and did not contact the church for three days, leading to her termination. When she returned four days later to return her keycard, she was told she could not return to work unless she married her boyfriend. Sandoval claims she was not given a clear explanation or opportunity to address the situation before being dismissed.

The court emphasized that the church did not explicitly terminate Sandoval, and that the director had expressed a willingness to work out the issue. The ruling highlights the importance of clear communication in employment matters, particularly when policies are involved. It also underscores the legal distinction between termination and resignation, even in cases where an employee feels they have been wrongfully dismissed.

The case raises questions about the balance between organizational policies and individual circumstances. While the church maintains that its policy is consistent with its values, the court’s decision reinforces the need for transparency and clarity in employment practices. As Proverbs 31:8-9 reminds us, we should advocate for the vulnerable and ensure justice is upheld, even in complex legal situations.

This ruling serves as a reminder of the responsibility organizations have to communicate clearly with employees and to handle policy violations with fairness and discernment. It also reflects the broader need for accountability in all areas of ministry and service, ensuring that the care and protection of individuals remain central to any institution’s mission.

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