It reached me finally. I work from home and they are still requiring it.
Please let me know what you all wrote down on your religious exemption sheet to get passed. (Chrisitan)
I like my job and company but we work with the government so it made its way here. I can easily find another job but I will exhaust my options to stay first.
Thank you all. I am not afraid and I will stand strong.
First of all, one is 'invoking' their religious rights under Title VII of the Civil Rights Act and your Constitutional Rights. Notwithstanding BEFORE invoking your Rights, it is recommended by lawyers to get Informed Consent. The purpose of which is to get your employer on record to show harm caused to you by coercion and discrimination. It will in the least delay the inevitable if they brazenly violate the law by firing you. One must obtain as big of a paper trail of facts if anyone is to pursue this in a lawsuit. Quitting is the worst thing one could do. Let's get to the strategy of any arbitration or negotiation. Here is an example, from @u/corrbrick/ (https://greatawakening.win/u/corrbrick/). The dates, names, and places may need to be changed and/or updated.
CONDITIONAL ACCEPTANCE With regard to the [company] Mask and Vaccination Guidance sent to [location] employees on August 25, 2021, wherein you stipulate I must undergo the medical intervention of wearing a face covering, and may further need to submit to the interventions of COVID screening and COVID testing in order to resume my duties as a [company] employee at the [location] office, I conditionally accept your offer to do so upon proof of claim of the following points:
[The idea is that you will do what they want, once your conditions are met. The conditions first and foremost, let them know how their actions are immoral and/or unlawful and/or nonsensical. You're educating them, and giving them a chance to back out.]
[The conditions are usually phrased in the negative, and really can't be answered without admitting to violating your rights and/or acting unconstitutionally and/or breaking the law.]
#. Upon proof of claim that these mandatory requirements are not made under threat, duress and/or coercion of potential discipline and/or termination, and further; [If they agree, then they are saying that their mandates are completely optional. If they disagree than they admit to stomping on your person as a free human.] ... #. Upon proof of claim that mandating different office masking rules for vaccinated and non-vaccinated is not a violation of my rights under the 4th Amendment of the Constitution for the united States of America, and further; [The lead up to this established my right to privacy in the Bill of Rights and state law (you have to do the research for your state).] ... #. Upon proof of claim that by mandating me to undertake these medical interventions, whether they are under an EUA designation or full FDA approval, that you are not practicing medicine without a license and in violation of Michigan Compiled Laws § 333.16294, and further; [Screening, testing, Masking & injecting are all medical interventions, and in most (all?) states can only be done by a physician.]
[Commoner Law came up with 41 conditions, after omissions and additions, I ended up with 27.]
Your timely response within 10 days of receipt of this CONDITIONAL ACCEPTANCE, must be in affidavit form, under your full commercial liability, rebutting each of the points of the undersigned, on a point-by-point basis, that the facts contained therein are true,correct, complete, and not misleading. Declarations are insufficient as declarations permit lying by omission, which no honorable draft may contain.
[In closing, you give them time to respond, but specify the form of the response, and tell them why. Otherwise they could just respond with the policy. Not being used to dealing with free men reclaiming their birthright, that's probably the way they will respond anyway, if they respond at all.]
[If they don't respond in time, or not in the proper form, or not at all, then they are in default. We follow up with a Courtesy Notice to give them a few more days, then a Notice of Default, and finally a Notice of Estoppel, which warns them that continuing on this path will result in them committing "tortious" acts against me, in their personal capacity.]
[If they don't back down, then at some point in the process it will become necessary to appear in your county court for an ex parte hearing. That means that only one side (you) will be making an appearance. This of course is the most frightening part, but once you become conscious that you are doing the right and honorable thing the fear abates.]
I'm not especially fond of places like Commonerlaw charging $15 for a download in times like this. It reminds of those purported job opportunities of the Dust Bowl era in the movie the "Grapes of Wrath".
Nevertheless, there's some great information that can be gleaned from this information I provided above. Another person on GAW posted this which is pretty good also. Unfortunately I forgot to copy the source. My apologies to that individual for not giving credit. Please identify yourself and I'll be happy to give credit where it belongs. Anyway, this individual; posted the following:
The secret is NOT to refuse the jab and do not sign anything! From a lawyer:
If you are being forced to Vax in order to keep your job, here’s a great way to handle it. (Conditional acceptance)
The secret is NOT to refuse it.
“I write with regard to the matter of potential covid vaccine and my desire to be fully informed and appraised of ALL facts before going ahead. I’d be most grateful if you could please provide the following information, in accordance with statutory legal requirements.”:
Once I have received the above information in full and I am satisfied that there is NO threat to my health, I will be happy to accept your offer to receive the treatment, but with certain conditions – namely that:
I would also advise that my inalienable rights are reserved.
The point is that if they CANNOT provide that information you’ve NOT refused.
I have a different slightly different version I created. To save time, I won't post it here, but if you want to see it, I'll post it for you to use.
Once you have gone through the Informed Consent process, and you will get feedback to know the direction this is all going, your other remedy is INVOKING your religious rights. A written statement with the Federal Code for the EAU:
21 U.S. Code § 360bbb–3(e)(1) - Authorization for medical products for use in emergencies (A) Required conditions: (ii) Appropriate conditions designed to ensure that individuals to whom the product is administered are informed— (I) that the Secretary has authorized the emergency use of the product; (II) of the significant known and potential benefits and risks of such use, and of the extent to which such benefits and risks are unknown; and (III) of the option to accept or refuse administration of the product, of the consequences, if any, of refusing administration of the product, and of the alternatives to the product that are available and of their benefits and risks.
Also, consider telling them "I am waiting for the FDA approved Cominraty vaccine to become available in the USA, sometime in 2023 or 24. I will not be taking ANY "EUA" Emergency Use Authorization vaccines". Which is ALL of them currently.
Also consider responding to the employer and inform them that mandatory vaccines as well as mandatory covid testing are in direct violation of The Genetic Information Nondiscrimination Act of 2008
The Genetic Information Nondiscrimination Act of 2008 (Pub.L. 110–233 (text) ( pdf), 122 Stat. 881, enacted May 21, 2008, is an Act of Congress in the United States designed to prohibit some types of genetic discrimination. The act bars the use of genetic information in health insurance and employment: it prohibits group health plans and health insurers from denying coverage to a healthy individual or charging that person higher premiums based solely on a genetic predisposition to developing a disease in the future, and it bars employers from using individuals' genetic information when making hiring, firing, job placement, or promotion decision.
All of this should be considered after the Informed Consent part is submitted.
Furthermore, Know that:
Government rules, guidelines, and recommendations do not exceed or meet statutory law. It is always inferior even under executive order. Only the legislature can create law. Hospitals also fall under this law. Nurses, medical doctors, and staff that have refused the Covid injection and lost their job as a result have a very valid case for lawsuits. Here is the law for Emergency Authorization Use (EAU). Remember that ALL these Covid injections are categorized as Not Approved by the FDA.
16 Am Jur 2D Section 98. “An emergency can not create power and no emergency justifies the violation of ANY OF THE PROVISIONS of the United States Constitution or States Constitutions.”
Furthermore,
16 Am Jur 2d., Sec. 97: “Then a constitution should receive a literal interpretation in favor of the Citizen, is especially true, with respect to those provisions which were designed to safeguard the liberty and security of the Citizen in regard to person and property.”
Bary v. United States - 273 US 128 “Any constitutional provision intended to confer a benefit should be liberally construed in favor in the clearly intended and expressly designated beneficiary.”
Face masks are designated by the FDA as a medical device and regulated under 21 CFR 878.4040. Herewith, demanding an employee or store patron to wear a mask is the unlicensed practice of medicine.
A condition of employment or public accommodation to anyone who conscientiously objects against being vaccinated or to wear a face mask, whether it is for religious or medical reasons, most certainly falls under the legal definition of experiencing 'duress' as a result of the unlawful practice of medicine. Black’s Law Dictionary defines duress as:
Section 242 of Title 18, Deprivation of Rights Under Color of Law, makes it a crime for a person acting under color of any law to willfully deprive a person of a right or privilege protected by the Constitution or laws of the United States.
For the purpose of Section 242, acts under "color of law" include acts not only done by federal, state, or local officials within their lawful authority, but also acts done beyond the bounds of that official's lawful authority, if the acts are done while the official is purporting to or pretending to act in the performance of his/her official duties. Persons acting under color of law within the meaning of this statute include police officers, prisons guards and other law enforcement officials, as well as judges, care providers in public health facilities, and others who are acting as public officials. It is not necessary that the crime be motivated by animus toward the race, color, religion, sex, handicap, familial status or national origin of the victim.
The offense is punishable by a range of imprisonment up to a life term, or the death penalty, depending upon the circumstances of the crime, and the resulting injury, if any.
TITLE 18, U.S.C., SECTION 242 Whoever, under color of any law, statute, ordinance, regulation, or custom, willfully subjects any person in any State, Territory, Commonwealth, Possession, or District to the deprivation of any rights, privileges, or immunities secured or protected by the Constitution or laws of the United States, ... shall be fined under this title or imprisoned not more than one year, or both; and if bodily injury results from the acts committed in violation of this section or if such acts include the use, attempted use, or threatened use of a dangerous weapon, explosives, or fire, shall be fined under this title or imprisoned not more than ten years, or both; and if death results from the acts committed in violation of this section or if such acts include kidnapping or an attempt to kidnap, aggravated sexual abuse, or an attempt to commit aggravated sexual abuse, or an attempt to kill, shall be fined under this title, or imprisoned for any term of years or for life, or both, or may be sentenced to death.
Also take note that Biden's Mandate EO is without any required guidelines. In other words, it has no mechanism of enforcement. Read Jon Rappoports's piece on this.
My issue is that I like my employer and I work with a small company where we all, to some extent, know each other, but they also don't want to jeopardize the company as we are a government sub-contractor, so I am not sure how to do all this without it coming across as aggressively confrontational or hostile.
I feel like the way much of this is written comes across as very 'layman lawyer' and hostile 'gotcha' type language, and so I'm trying to process this situation in a way that shows I also am trying to do what is best for the company and myself at the same time.
It's a lot of information there with different approaches. I basically threw it together for you. There's no doubt you'll have to put it in your own language. I didn't intend to write in terms of the 'sensitivity' of your manager.
You are right, you do not want to be perceived as challenging your manager. This is why the informed consent is the best approach to start out with as prescribed. Write it in your own language. You should also mention in writing your religious belief against vaccination. That's all that is needed to be said or should be said. Discussing your religious beliefs will be counter-productive.
As I stated in my posting, when submitting the informed consent, you'll know how this plays out before they even get back with you. You must get Informed Consent though. The questions conveyed are lawful and your life depends on it. If your management refuses to answer the questions, it's not hard to deduce you are going to be terminated. It may delay the inevitable though. The religious exemption, which is already has legal precedent, will most likely fail as well. They are violating the law, and your Rights.
In other words, you are experiencing coercion by your employer, which is also unlawful. It also violates every tenet of the Nuremberg Code. At this point, you must realize you are experiencing tyranny. I hope you recognize this. Your employer is selling you out to the enemy. There's no sense of being a nice guy at that point in time which you know you're going to be terminated. You are being thrown under the bus. If you have a family, then it is not only you, but your wife and kids too. Playing nice is not going to make this go away. Start out amicably despite management using coercion and putting you under duress. Try everything to negotiate a solution. Ask questions regarding Informed Consent. If you know its looking like termination, then educate management on what the existing laws are. An EO never eclipses and over rules legislated law or the Constitution.