This issue is heavily debated. Legally, a religious institution is able to ask you about your past sexual history, ethically speaking is another question. The Ministerial Exception is the governing law on this issue which allows religious institutions to violate employment discrimination laws when hiring and firing their ministers. The exemption does not make every religious employee a minister, but it applies to employees with significant religious responsibilities including clergy and religious-school teachers. Thus, these questions are usually justified so long as the job is for a religious position. Religious institutions justify questions about sexual history by arguing that while there is not a direct correlation, there is a strong relationship between child molesters and those who were abused when they were children. Therefore, the religious employers are protecting themselves from potential liability related to potential abuse by employees. The case of Broderick v. King’s Way Assembly of God held the church liable for sexual abuse of a minor child by one of their employees. Thus, to protect themselves from potential liability, religious institutions argue that these questions must be taken into consideration when making hiring decisions.