. . . the Attorney General has explained that religious employers are entitled to employ only persons whose beliefs and conduct are consistent with the employers’ religious precepts, and, more broadly, that the United States Constitution bars the government from interfering with the autonomy of a religious organization.

This case presents an important question: whether a religious entity’s interpretation and implementation of its own religious teachings can expose it to third-party intentional-tort liability. The First Amendment answers that question in the negative.