Posted on 11/23/2021 5:18:44 AM PST by ObozoMustGo2012
My (extremely liberal) company in New Jersey has issued a mandate based on Biden’s “vaccine” mandate for companies who are also federal contractors.
The originally deadline was October, but kept getting kicked down the road with delays, and court stays. Now it seems like the Jan 5th deadline is it. If my “vax” card is not loaded into their confidential system by the 4th, I will be terminated with no severance on Jan 5th, after 7+ years of impeccable service and dedication. However there’s more to just not wanting to get the shot. I was approved to move out of state (to a popular state in the south with a great gov), which I uprooted my life and moved to earlier this month, so I will be working remotely, however they are mandating it for remote employees as well.
Here’s the real kicker… I applied for a religious exemption in the late summer and was APPROVED. BUT NOW, HR has said in black and white that my religious exemption is not longer approved… that they can “assume”, but not “determine” that I have strongly held religious beliefs... that is their basis for denial. And that working remotely or getting tested would create “an undue hardship” with my company.
Anyone else getting this same BS from their job? What course of action are you taking? I am NOT going to get this shot, so I am weighing all of my options, including submitting a discrimination complaint with the EEOC, and outing the company to local news sources.
They’re easily checked up on, and forging one is technically a felony.
The solution is simple
Forge the vaccine certificate and thereby force the company to prove it is invalid.
Having the certificate is all that is required to allow the company to save face
[Do you have the religious exemption approval in writing - letter, email, text?]
Yes, in email.
The email states that they approved it “for now”....
Currently, there is a court stay against Biden's jab mandate. If fired, the employee should sue.
11/17/21 Yahoo article by Jake Gibson & Caitlin McFall:
"A federal judicial panel has assigned the 6th Circuit Appeals Court in Cincinnati to handle over 30 cases filed around the country challenging the Biden administration's effort to mandate employers force their employees to take the COVID-19 vaccine or get tested weekly.
The appeals court in Cincinnati was randomly selected, but ultimately removes the matter from the 5th Circuit Appeals Court in New Orleans, where earlier this month a three-judge panel blocked the Biden administration from proceeding with the rule.
It’s not immediately clear which judges on the 6th Circuit will hear the matter.
The Department of Justice said in response to the 5th Circuit decision that it will "vigorously defend" the rules laid out by the Occupational Safety and Health Administration (OSHA), which go into effect Jan. 4, 2022.
"This decision is just the beginning of the process for review of this important OSHA standard," a spokesperson told Fox News this week. "The Department will continue to vigorously defend the standard and looks forward to obtaining a definitive resolution following consolidation of all of the pending cases for further review."
5th Circuit Judge Kurt Engelhardt said concern over economic uncertainty and opposition to a sweeping vaccine mandate meant the stay was in the public’s best interest.
"The public interest is also served by maintaining our constitutional structure and maintaining the liberty of individuals to make intensely personal decisions according to their own convictions - even, or perhaps particularly, when those decisions frustrate government officials," Engelhardt wrote.
At least 27 courts filed challenges in a move to block the Nov. 4 federal vaccine mandate."
You’re now a citizen of that southern state with a popular gov, not the state with that company that went back on their written agreement.
Do contact Liberty Counsel and any other employment lawyers; also get ahold of the AG in your new state.
Is there a reason you are not revealing the name of the company? Personal privacy maybe - I would understand wanting to maintain that.
I’m certain there are those who would accommodate the need without said risk.
[Is there a reason you are not revealing the name of the company? Personal privacy maybe - I would understand wanting to maintain that.]
Yes, I am still employed by them (for now).
Not if the shot goes in the sink, and not the arm...
From my understanding, that is only for private employers. The federal contractor mandate is not even being litigated in court. I’m also one of the people impacted by this.
I’m sorry for their losses.
Card will be real even if the shot goes in the sink and not the arm...
To be specific, Nazi policy and Nazi collaborators should be treated with all the respect they deserve.
What is the difference in a legal sense? How could your company “determine” you have “strongly held” beliefs? Live at a monastery? Pray the Liturgy of the Hours?
No one wants to get sued, but I wonder if some companies are banking on employees not going through the effort of suing them.
The big losers in these is far too often the employee, who at best will get pennies on the dollar in any settlement and will more likely take a big financial hit in terms of lost income as well as suffering physically and mentally with all the the stress.
I was recently granted a religious exemption at my company but I was willing to walk away with no hard feelings. Had I lost my job over the mandatory shots, I would have used it as an opportunity to sell my NYC area home and move to a more conservative area such as the Carolinas or maybe Tennessee. I would love to go to Florida but that's just too hot a climate for my wife.
That might all still happen if my company reverses course and starts taking away the exemptions they granted. But for now, I'm upping my savings and preparing for an earlier exit from the work force than I was planning on.
ObozoMustGo2012 didn’t mention what type of company it was, fed, fed contractor, or private-with-100-employees.
ObozoMustGo2012, which type of company is yours?
Go to LibertyCounsel.com and ask for help. Fill out a doc and maybe you may be enjoined to a class-action lawsuit. At the very least you can get updated on their lawsuits and info on how to proceed/continue your religious exemptions
There isn’t, this is them deliberately distorting the text of Title VII so they can violate federal law. These HR departments are literally holding seminars where lawyers come up with illegal tricks to pressure people. They have no legal standing to do this and they know it.
If you have moved to Florida I believe you are protected by what DeSantis just signed. Lean heavily on that route.
Sorry to hear this and will pray on it.
You have probably already thought of the following.... filing complaints with the EEOC and the State equivalents in NJ and your new State will help make firing you more cumbersome, potentially to the level of granting you an exception in the new State. As another freeper suggested gather every policy document (employee handbook, emails, etc.) along with performance appraisals you can now and keep a copy for yourself. An attorney could use these to support a case. Similarly, get personal contact info of colleagues you trust that could serve as insiders or even witnesses. If able network with others you know in this same situation.
Again, assume you’re already on this train of thought.... your employer has declared war on you. Any goodwill and trust is now gone. Fight to protect your job, but update the resume and LinkedIn profile. Start looking right now for the new job. It could take weeks or months to replace the income.
Hope you kick their asses and come out on top.
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