The Story
Basically, she told them she caught preggers and had no intention of marrying. They came back and told her that she had to go find another job because she didn't have one with them any more. She's suing for wrongful dismissal. They have a stated policy that teachers cannot violate the tenets of Catholic morality.
I'm of the opinion that the school is within its rights to impose that restriction upon its employees and that her dismissal is justified, even if it isn't the sort of thing that gives you warm tingly feelings during the holiday season.
However, I can see the other side of this as well. Where do an employer's rights end and an employees rights begin? Where is the line? I know my own employer has conduct clauses in their policies and they are so vague that they could be used as an excuse to fire you for farting in public. To my knowledge, they never have been abused in such a manner. But the threat is implicit: Do things we don't approve of and you could lose your job. What is the happy medium and should a religion-oriented organization be allowed to impose its tenet son its employees?
What's the difference between expecting employees to say the Lord's prayer, expecting them to say the Pledge of Allegiance, expecting them to sing the company song, and expecting them to do "normal work" if these expectations are laid out clearly at the time of hire?