Hello,Thank you for the information and your question. Although some States include "marital status" as a protected class under employment discrimination
laws, NC does not. Additionally, Federal law does not protect employees based on their marital status. In this case, even if there were such a law, I would venture a guess that the employer would try to use their Constitutional religious rights as a bona fide occupational qualification as a defense. Not sure that would work for them, but it is what they would try to use, saying that because they are a private Christian College this edict is what their religion requires. But, in any event, that is not really going to be an issue since there is no law protecting your son based on marital status. That said, if your son were to be let go because he did not comply with the direction from his employer, he could try to find a local employment law
attorney who might try to use "invasion of privacy
" as a tool for challenging the termination
. That would not be something that has had that much success and is fairly unusual, but it would be the only issue that he might hang his hat on since there is no other favorable law that would protect him. This assumes that they aren't treating him differently for some other impermissible reason such as his gender, race, national origin, age (over 40), religion, disability, military status, etc. Please feel free to ask for clarification, I would be glad to assist you further if I can.