Religious Exemption Form
Based on my understanding of Title VII of the Civil Rights Act, the First Amendment to the United States Constitution, and other federal and state laws, I choose to exercise my right to a religious exemption to the requirement that I be vaccinated using any COVID-19 vaccinations.
This exemption is based on my deeply held religious beliefs pursuant to my reliance on teachings in the Holy Bible. This personal statement outlines my religious beliefs that directly conflicts with the COVID-19 vaccination mandate.
While it is unlawful for an employer to question the accuracy of a sincerely held religious belief and any belief is valid under the Civil Rights Act of 1964 (“Title VII”), my religious belief is my life’s foundation and commands my morals and values…
IMPORTANT QUESTIONS FOR AN EMPLOYER FORCING VACCINE MANDATE.
Q: Is there a published Executive Order (EO) in the Federal Registrar mandating the COVID-19 vaccine per the Biden Administrations announcement?
A: NO!
There is no EO requiring employers with 100+ employees to mandate the COVID-19 vaccine. If you don’t believe the Terror of the Woods, CHECK FOR YOURSELF!
The only "vaccine mandates" are:
EO 14043: Requiring Coronavirus Disease 2019 Vaccination for Federal Employees
EO 14042: Ensuring Adequate COVID Safety Protocols for Federal Contractors
If and when the time comes for the government to enforce a monetary penalty on a company, they have no law to cite or reference!
Q: Is there a COVID-19 vaccine currently LICENSED/APPROVED by the FDA?
A: NO!
Despite what President Biden said in his September press conference, the FDA has NOT “licensed/approved” any COVID-19 vaccine outside of the “authorized” Emergency Use Authorization (EUA).
Biden and the FDA lied!
Dr. Jill has broken it down for you, HERE!
Additional support to this TRUTH, can be found in this recently published Congressional Research Services Report from October 20, 2021. (Page 6)
It’s 490 pages but here is a little clip.
“…requires employees to either be fully vaccinated against COVID-19 OR be tested weekly and wear face coverings, based on the type of policy their employer adopts. It stops short of requiring the full suite of workplace controls against SARS-CoV-2 transmission recommended by OSHA and the CDC, including distancing, barriers, ventilation, and sanitation. As OSHA explained in Need for the ETS…OSHA has determined that it needs more information before imposing these requirements on the entire scope of industries and employers covered by the standard. OSHA is interested in hearing from employers about their experience in implementing a full suite of workplace controls against COVID”
Medical tyranny is here!
Please download and print the Law of the Land Reference Card to keep on your person while you and countless other Patriots fight back using your unalienable Rights endowed by your Creator.
We the People secure the Blessings of Liberty to ourselves and our Posterity, do ordain and establish the Constitution for the United States of America.
The U.S. Constitution is the supreme law of the land, and any statute, to be valid, must be in agreement.
“All laws which are repugnant to the Constitution are null and void.” Marbury vs. Madison, 5 U.S. 137, (1803)
Now more than ever, it is imperative Americans know their constitutional rights and the laws that protect them from government overreach.
Terror of the Woods has created the LAW OF THE LAND Reference Card for your easy reference to the lawful information to help you fight back against your employer and the government who have dismissed your religious and medical exemptions against the COVID-19 vaccine.
Under federal, employers who mandate COVID-19 vaccination must provide reasonable accommodations to employees who cannot obtain the COVID-19 vaccine due to a disability or a sincerely held religious belief. Employers must accommodate such employees by using other safety measures.
If an employee holds a sincerely-held religious belief that would prevent the employee from receiving a COVID-19 vaccine, then an employer cannot subject the employee to an adverse employment action but must instead provide a reasonable accommodation so long as doing so does not create an undue hardship.
A sincerely held religious belief about receiving COVID-19 vaccine, includes a moral or ethical belief against receiving a COVID-19 vaccination that has the strength of a traditional religious view. And the sincerity of that belief should be judged based on the employee's words and conduct at the time the conflict about the COVID-19 vaccine arises and not based on prior words or conduct, particularly related to the employee's prior views or conduct about non-EUA vaccinations.
An employer's inquiry into the sincerity of an employee's sincerely-held religious belief should be narrowly tailored and no more intrusive than necessary.
Below is a list of United States Code, including the Civil Rights Act of 1964 and Americans with Disabilities Act, both are exreamlly important in this fight.
U.S.C. 42 Chapter 21Title VII (Civil Rights Act of 1964) (“Title VII”)
Title VII prohibits employment discrimination on the basis of protected traits identified in 42 U.S.C. § 2000e-2(a)(l), it is "an unlawful employment practice for an employer...to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual's race, color, religion, sex, or national origin." Under Title VII, "religious practice is one of the protected characteristics that cannot be accorded disparate treatment and must be accommodated.".
42 U.S.C. § 2000e(j) religion includes all aspects of religious observance and practice, as well as belief, unless an employer demonstrates that he is unable to reasonably accommodate an employee's or prospective employee's religious observance or practice without undue hardship on the conduct of the employer's business. A claim for religious discrimination can be asserted under several different theories, including disparate treatment and failure to accommodate. Only if the employer can show that no accommodation would be possible without undue hardship is it excused from taking the necessary steps to accommodate the employee's religious beliefs.
29 C.F.R. § 1605.1defines religious practices to include moral or ethical beliefs as to what is right and wrong which are sincerely-held with the strength of traditional religious views.
U.S.C. 42 Chapter 126 Title I (Americans with Disabilities Act) (“Title I”)
Title I prohibits employment discrimination by a "an employer" in 42 U.S.C. § 12112(a). The ADA prohibits an employer from discriminating against a qualified individual with a disability because of the disability. For an employee who cannot receive a vaccine because of a disability-related reason, the employer must consider alternatives to a mandatory vaccine that will allow the employee to perform the essential functions of his or her position, unless the employer can establish that an unvaccinated employee poses a "direct threat" to the health or safely of the employee or others in the workplace.