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We built the site to help Raytheon employees get through the disclosure due Oct 15th (when we did it) and then apply for exemptions. In the process, employees from other Federal Contractors reached out for help. So we've responded and created the Exemption Builder for all contractors. It still works for Raytheon too.
On October 22nd it was announced regarding dates of Religious Exemption Submission:
RTX will provide paid leave for employees who submit their request for accommodation prior to Nov. 1 and do not get a response by Dec 8th
RTX will NOT provide paid leave for employees who submit their request for accommodation between Nov 1 and Dec 8 and do not get a response by Dec 8. In such a situation, the leave beginning on Dec. 9 will be unpaid and employees will be required to use earned PTO.
If you have not been given a link to the online form, you should be able to submit your application directly to People Services. You'll need to type in the address on a company computer. https://raytheon-accommodate.symplicity.com/public_accommodation
UPDATE Reported: If you are legacy Raytheon, go to oneRTN. Under "Human Resources", click on "HR Support Center". Then, click on the icon for "1st Time Submission"
CREATE YOUR ANSWERS IN A SEPERATE DOC AND COPY PASTE. THE SITE IS CRASHING ALOT.
If you received the expanded form as pictured please visit our page with tips and suggestions from attorneys in how to respond. GO HERE.
Yes, all the attorneys we consulted say it's illegal to require answers to those questions. But it's up to you to assert your rights.
Judges have ruled that testing the unvaccinated isn't discrimination.
BUT, all the attorneys we consulted said that if only people with Religious Exemptions are getting tested then it becomes discrimination. This is our next hurdle.
Clearly the data show that the vaccinated are getting and spreading covid. Unless they are required to mask and test, then no one should.
Also, reasonable accommodations can't be out of the ordinary as a condition of approving an accommodation. All the sudden requiring testing as a condition of employment after months of no testing on site, is onerous. In court it's likely unjustifiable.
But first we must work through all available administrative avenues. The Ombuds Probram will help advise you to the correct process and connect you to the right departments.
If we're continually denied, then it's time to file an EEOC complaint.
UPDATE: an employee filed a civil rights complaint with the state Attorney General. They indicated that he was discriminated against and they opened an investigation. If they determine he was discriminated against then the testing requirement will either be expanded to everyone, or no one.
Although we are sharing information we've gathered from government, state and legal websites, and attorneys our team has contacted as well as 1st hand reports from employees just like you who have applied for exemption to help educate you and help navigate this unprecedented time in our history, this is not legal advice. Please seek legal counsel if you feel you need it.