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:
IF YOUR BOSS THREATENS YOU WITH FIRING IF NOT VACCINATED DON'T REFUSE:
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.”:
1. Can you please advise the approved legal status of any vaccine and if it is experimental?
2. Can you please provide details and assurances that the vaccine has been fully, independently and rigorously tested against control groups and the subsequent outcomes of those tests?
3. Can you please advise the entire list of contents of the vaccine I am to receive and if any are toxic to the body?
4. Can you please fully advise of all the adverse reactions associated with this vaccine since its introduction?
5. Can you please confirm that the vaccine you are advocating is NOT experimental mRNA gene altering therapy?
6. Can you please confirm that I will not be under any duress from yourselves as my employers, in compliance with the Nuremberg Code?
7. Can you please advise me of the likely risk of fatality, should I be unfortunate to contract Covid 19 and the likelihood of recovery?
8. Can you please advise me if I were to experience any adverse reactions is the manufacturer of the vaccine liable? If the manufacturer isn’t liable will the company I’m currently employed with be responsible & liable as it is their request that I have the vaccine in order to carry on my employment?
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:
1. You confirm in writing that I will suffer no harm.
2. Following acceptance of this, the offer must be signed by a fully qualified doctor who will take full legal and financial responsibility for any injuries occurring to me, and/or from any interactions by authorized personnel regarding these procedures.
3. In the event that I should have to decline the offer of vaccination, please confirm that it will not compromise my position and that I will not suffer prejudice and discrimination as a result?
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.
First of all, one is 'invoking' their religious rights under Title VII and your Constititional 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:
IF YOUR BOSS THREATENS YOU WITH FIRING IF NOT VACCINATED DON'T REFUSE:
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.”:
1. Can you please advise the approved legal status of any vaccine and if it is experimental?
2. Can you please provide details and assurances that the vaccine has been fully, independently and rigorously tested against control groups and the subsequent outcomes of those tests?
3. Can you please advise the entire list of contents of the vaccine I am to receive and if any are toxic to the body?
4. Can you please fully advise of all the adverse reactions associated with this vaccine since its introduction?
5. Can you please confirm that the vaccine you are advocating is NOT experimental mRNA gene altering therapy?
6. Can you please confirm that I will not be under any duress from yourselves as my employers, in compliance with the Nuremberg Code?
7. Can you please advise me of the likely risk of fatality, should I be unfortunate to contract Covid 19 and the likelihood of recovery?
8. Can you please advise me if I were to experience any adverse reactions is the manufacturer of the vaccine liable? If the manufacturer isn’t liable will the company I’m currently employed with be responsible & liable as it is their request that I have the vaccine in order to carry on my employment?
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:
1. You confirm in writing that I will suffer no harm.
2. Following acceptance of this, the offer must be signed by a fully qualified doctor who will take full legal and financial responsibility for any injuries occurring to me, and/or from any interactions by authorized personnel regarding these procedures.
3. In the event that I should have to decline the offer of vaccination, please confirm that it will not compromise my position and that I will not suffer prejudice and discrimination as a result?
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.