Patriots, I need your help. My husband's employer is threatening demotion and hindrance of job progression if the employees refuse to get a COVID-19 vaccine. This is the manager's policy, not the company-wide policy (kinda vague but this isn't the type of organization that you can go to the "company CEO"). I would appreciate any info or suggestions you can provide. Below are the ideas that I have thought of.
- Religious Exemption - "Aborted fetal cells are used in the creation of this vaccine and I have a religious and moral objection to the insertion of murdered babies into #MY BODY. "
Does anyone have any reliable sources that say in fact the aborted fetal cells are used in vaccines?
- Discrimination - It would be discrimination if an employer refused to allow breastfeeding employees the time to go pump while at work. The COVID-19 vaccine should not be taken by those who are pregnant or breastfeeding.
If anyone knows of a regulation or link to the Equal Employment Opportunity Commission that states you cannot discriminate against those who pregnant or breastfeeding.
3a. Allergies or medical conditions (self) - What allergies, medical conditions, or past reactions would exempt me from taking the COVID-19 vaccine? WIll the "you can't force me to disclose my medical information" work in this situation?
3b. Allergies or medical conditions (family members) - What immune disorders (like lupus) could a family member I live with have that would prevent me from being around them if I received the vaccine.
Does anyone have a link to the Americans with Disabilities Act that says they cannot force me to disclose my family or my medical information or they cannot discriminate against me for having an allergy or medical condition.
We are all in this fight together against the Xiden occupation. Thank you Patriots.
Why would your husband be using excuse number 2? Wouldn’t that only apply to women who are breastfeeding? Also, the CDC recommended pregnant women NOT take the vaccine if I recall. I also have concerns with my employer (see first link) and received some good advice there. See the second link for a law firm that you can talk to. Lastly, if it’s a manager and not his company mandating this I would think that goes against HR policy and he could make a complaint. If they then demote or fire him he has a great retaliation lawsuit on his hands.
Personally, I think the religious exemption or allergy route is a good way to go. Lastly, if his manager just wants to see a bogus covid card (since I doubt the manager is allowed to access his medical records), print a blank card via the third link below, print on heavier card paper and you can easily find sample cards online from folks who have already gotten the vaccine.
https://patriots.win/p/12hRH24Oue/and-so-it-begins-w-the-corporate/
https://gab.com/ICANdecide/posts/105708630117372985
https://health.wyo.gov/wp-content/uploads/2020/10/2020-COVID-19-shot-card-2b.pdf
Thank you for those links. I hadnt seen the one about the legal help. He has co-workers who are breastfeeding and do not want to get the vaccine due to concern of it being passed through to the baby.
No problem. I’m not sure if the discrimination route is your best bet since I think a religious exemption will hold more water. Having said that, if it’s just a manager requesting it and not a company-wide policy then he probably has a pretty good case to go to HR because I don’t see how a manager in a company has the authority to dictate that. If you think that’s too risky, then I can’t imagine the manager has the authority to look up employee medical history to confirm they got the vaccine as that would be a violation of HIPAA.l, so the easiest way might be to fake the vaccine card. I’m in a very similar boat and my company indicated they were going to request employees to get it but they also sent out a survey the other day to gauge employee interest. I’m hoping they get a ton of pushback but i am not taking that vaccine regardless so if my employer tries to force it then I’ll be seeking one of the routes already mentioned.