A grateful visitor
Your employer needs to be informed of the following items to approve a Religious Exemption from the Covid shots.
They may ask you what your religion is, how long you've been practicing that religion and many other irrelevant and possibly illegal questions. They might ask you for a letter from a pastor or Rabbi. That's also prohibited., but you know that because you read and understand You Have Rights.
So let's build an exemption. From the sections below pick and choose like a buffet those beliefs that resonate with you personally. It is advised to choose MORE THAN ONE of the required sections. If you only stand on the aborted fetal cells issue they might create a vaccine not using them and that becomes a 'gotcha'.
THEN: string each of them into a narrative that explains your beliefs, in your voice. It's not advised to leave them as stand alone, especially if your employer being difficult.
All the attorneys we've consulted agree: be vague. You don't have to beg for an exemption, you're informing your employer of your beliefs and expecting them to accommodate you as the law requires. See the example letter from America's Front Line Doctors. Also, Pointers for a Successful Religious Exemption
We're here to help. If your situation isn't covered in this Builder or if you have employer generated question forms you're willing to share so we can address specific issues, please contact us.
We've made suggestions to all of the most often asked questions
USE YOUR OWN WORDS.
This is your submission of your PERSONAL beliefs.
Use as many as you want to build your narrative.
New: We've added relevant scripture citations to make your submission easier.
Although many legal opinions we've reviewed state that asking one's religion is not legal, it's being asked by many employers. HOW and IF you respond is up to you. Some employers are denying exemptions based on a religion's published stance on the shots (Example the Vatican requires vax and Israel is almost fully vaxed 3x.) Some suggestions:
This is a required question. Your exemption must clearly explain your sincerely held belief. It won't be accepted otherwise. Here are list of common beliefs with scripture reference for Jewish and Christian faiths. We've also include some not explicitly for those faiths.
This is the second required question. You must clearly explain how the sincere beliefs you cited conflict with getting the Covid 19 shot. Here are a few suggestions. This is where you can cite medical data and other religious opinions to support your belief.
Final required element. Most companies are requiring testing as an accommodation as recommended by the CDC. But that recommendation was before the mandate and did not take into account religious exemptions, only vaccination status. The attorneys we've consulted believe that it could be discrimination unless all are tested.
The company is not obligated to grant your accommodation and may suggest their own. (Most responses are boiler plate) Once your exemption is granted you can negotiate the accommodation such that it aligns with the beliefs you listed in your exemption.
If the company doesn't agree to your accommodation request, and it is truly objectionable, you can accept theirs "under protest and threat of termination", then you can consult an attorney to fight on your behalf or file a complaint via the EEOC, or file a civil rights complaint with your state Attorney General's office.
This question is not critical but many companies are asking it. Some suggestions.
For a medical accommodation this would be pertinent, but unless you plan on changing your mind about your beliefs, it's irrelevant. Some suggestions.
This is an opportunity to stand up for yourself and your rights against clearly invasive and illegal questioning of your beliefs. The Supreme Court has narrowed what employers can ask but some are stepping over the line according to many attorneys. Here are some suggested answers extracted from the Anonymous Opinion Regarding Invasive Questions and derived from other sources.
But if you're not comfortable with standing up to this line of questioning and feel compelled to answer, some suggestions:
Finally, be firm but polite. The HR people are doing an awful job under awful circumstances. They, by and large, are not the enemy. If you were in their shoes how would you want to be treated?
"I look forward to receiving confirmation that you have approved my exemption as I have clearly complied with the law under Title VII of the Civil Rights Act of 1964 and applicable precedents."
Wouldn't it be great if some of them were so impressed by the people that submitted Religious Exemptions that they found or renewed their faith?
At this point you might feel like you want to put the company on notice that you understand your rights under law by citing EEOC or state specific laws.
Example if you live in AZ:
Example if you live in TX
Governor Abbott issued an EO expanding the reasons one may apply for an exemption.
Example if you live in IA
Governor Reynolds signed a bill protecting Religious Exemptions and giving people who are fired for not getting vaccinated unemployment benefits.
You might want to provide a statement of faith.
If that makes you feel more comfortable, then follow your conscience. There are several exemption letters with great phrasing located in the FILES and DOCS
You might want to send them a copy of the Liberty Counsel letter posted below.
Perhaps reminding them that you have rights and you know what those rights are would make you feel more comfortable. It might also help others who aren't so bold. Download it HERE.
You might want to explain why you're so brief, assuming you were vague.
We sincerely hope this helps you compose an Religions Exemption submission that is accepted the first time. If it's not, don't panic. Look at our page on how to appeal.
Just a reminder, nothing on this site is legal advice, only information and suggestions. Please seek counsel if you feel you need additional help.
Well obviously they think they can ask but you are not legally required to answer. The example to the left is horrifying. One of many we've seen.
If you have supplied the 3 critical elements as described above, and on the Religious Exemption page, then you have fully complied with the law.
Are these Gotcha Questions? Yes.
Here's another way to answer additional questions.
"In compliance with Title VII of the Civil Rights Act of 1964 I have clearly explained my sincerely held belief and the conflict that taking the Covid "vaccine" would cause to those beliefs. In addition I've notified of the accommodation I need to resolve that conflict. I reserve the right to keep other medical decisions private as provided by law. Please see the attached legal opinion."
What to attach?
The argument that one shouldn't use other drugs that were recently tested with fetal cells lines falls flat.
"While any use of the remains of aborted children ought to be rejected by anyone who values the dignity of human life, these medicines do not exist ‘but for the use of’ those children’s bodies. These medicines were developed independently of such use. Later on, other researchers may have conducted tests on the already existing medicines using HEK-293 or some other aborted fetal cell line, but there is a distinction between medicines that would not be here but for the use of aborted children and those that were later tested. Ultimately, it is that practice that must be ended — indeed the entire practice of abortion — and that is the reason why we focus on the root cause at Children of God for Life.
HEK-293 was first available to researchers in 1977, long after these products were developed. Their development could not have depended on the use of HEK-293. "
Hydroxychloroquine was first approved for medical use in the U.S. in 1955.
Ivermectin‘s discovery and development used broad animal trials. Ref: Pesticide Synthesis Through Rational Approaches (acs.org)
Albuterol (Ventolin) was discovered in 1966, marketed in the UK as Ventolin in 1969. ref: Landau R (1999). Pharmaceutical innovation: revolutionizing human health. Philadelphia: Chemical Heritage Press. p. 226.
Aspirin was first discovered in 1853. A U.S. patent was awarded to Bayer in 1900. Ref: Aspirin – Wikipedia
Lidocaine was discovered in 1946 and brought to market in 1948. Ref: Scriabine, Alexander (1999). “Discovery and development of major drugs currently in use”. In Ralph Landau; Basil Achilladelis; Alexander Scriabine (eds.). Pharmaceutical Innovation: Revolutionizing Human Health. Philadelphia: Chemical Heritage Press. p. 211.
Metformin was discovered in 1922 and first marketed in France in 1957. Ref: Fischer J (2010). Analogue-based Drug Discovery II. John Wiley & Sons. p. 49.
Metoprolol was first developed in 1969 and patented in 1970. Ref: Fischer, Jnos; Ganellin, C. Robin (2006). Analogue-based Drug Discovery. John Wiley & Sons. p. 461