Sorry, I haven't been around. What I am remembering is this. During the hayday of covid when people here were scrambling for help and wanted to use religious exemptions, I told them to look to the Constitution, since it's the "Supreme Law" of the land. I read it myself (just a regular joe, not a constitutional scholar) and I was able to identify a few different articles that I believed would relate to a situation like the mandated vaxxes. Later, I learned the VERY articles I had identified were used in a major case against a couple of big universities. The very same articles I found back then. I don't remember what the articles were now, but maybe, possibly, 4 8 and 9. I remember that two of them were quite spot on and one was more iffy but might work. Anyway, the two strongest were the ones used in the lawsuit against the universites and it was won! States do have rights, but their laws can not supersede the Constitution. That's why everyone needs to look there first when things such as this arise. Good luck.

Crickets... sorry I got impatient, so I asked the google. I suppose it may be possible but it looks like a difficult path. I am not a lawyer though...

Has the COVID mandate ever been defeated on constitutional grounds in the private sector?

AI Overview

The most prominent COVID-19 mandate for the private sector was struck down by the Supreme Court in 2022, but the decision was based on administrative overreach, not core constitutional grounds. The court found that the Occupational Safety and Health Administration (OSHA) exceeded its statutory authority, not that a vaccine mandate itself is inherently unconstitutional.

The OSHA mandate and the Supreme Court

• The mandate: The Biden administration directed OSHA to issue an Emergency Temporary Standard (ETS) in November 2021. The ETS required private companies with 100 or more employees to mandate vaccination or weekly testing for all employees.
• The legal challenge: Numerous lawsuits challenged the ETS, with opponents arguing it was an unconstitutional overreach of federal power.
• The Supreme Court's ruling: In January 2022, the Supreme Court blocked the enforcement of the ETS. The majority opinion stated that Congress had not given OSHA the authority to regulate public health on such a broad scale, reserving this power for workplace-specific dangers.
• The constitutional question: While opponents of the mandate raised constitutional arguments, the Supreme Court's decision was centered on the more narrow question of whether OSHA had the legal authority to issue the rule. The court did not hold that a vaccine mandate for private employees was a violation of constitutional rights like due process or religious freedom.

Constitutional challenges to employer mandates

Constitutional claims against private employers over vaccine mandates have generally failed in court. This is because the Constitution limits government actions, not those of private companies.

• Private vs. public sector: The Bill of Rights applies to the government, so a private company's internal policies do not violate an employee's constitutional rights in the same way that a government-imposed rule might.
• Employment-at-will: Legal scholars note that the "at-will" nature of most U.S. employment generally allows employers to set workplace rules, including vaccine policies, as long as they comply with anti-discrimination laws.

Religious and disability accommodations

Employees challenging mandates have been more successful with claims based on federal anti-discrimination law, rather than constitutional arguments.

• Religious objections (Title VII): Under Title VII of the Civil Rights Act, private employers must provide reasonable accommodations for employees with sincerely held religious beliefs that conflict with a vaccine mandate, unless doing so would cause an "undue hardship" for the business.
• Undue hardship: A key issue in these cases is the definition of "undue hardship." A 2023 Supreme Court decision in Groff v. DeJoy raised the standard for what constitutes undue hardship, though the effect on vaccine mandate cases is still developing.
• Disability accommodations (ADA): Employers must also provide reasonable accommodations for employees with a disability that prevents them from being vaccinated, in accordance with the Americans with Disabilities Act (ADA).