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Sue Kelley's avatar

Thanks for posting that about Samaritan. The only thing keeping me in my job as a nurse right now is healthcare costs. I truly want to leave the field as I share your disdain ( sadly)for what it has become. I am currently having to prove to my employer my " sincerely held Christian beliefs" because I won't take the flu vaccine. Beyond insulting as I MUST accept anyone's sincerely held belief they are a cat or dog or whatever they say-- no proof required. MAYBE this is my window out! πŸ™

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Heterodox Introvert's avatar

Disclaimer: not an attorney.

Refer to Title VII of the Civil Rights Act. If you need a lawyer to wordsmith your filing for a religious exemption, it might be worth it? Note the language (consult an employment law attorney) involved regarding discrimination. One does not submit a "request" for a religious exemption although they have been treated as such throughout this fiasco. A "request" can be denied.

If you are completely able-bodied and employed and for example, somehow become wheelchair bound but can still perform all the functions of your job (re nursing this is a poor example but I'll keep going anyway), you would file for accommodations with your employer (raise or lower your desk at your workstation for example). Your employer *must* provide accommodation/s unless it impacts their business to some π‘₯ degree financially or otherwise, and the onus is on them to prove their case.

Race, color, religion, sex, national origin, etc are all protected classes.

As said, filings for religious exemptions have been treated as requests, something they are NOT. Even the courts upheld employers' denial of "requests" in the early going. But now there's precedent in the courts. The old trick of denying a "request"/(not-a-request) is not something employers can rely on anymore (in the name of preserving the institution's generous cashflow incentives from government).

Today, a properly worded letter from a lawyer submitted alongside your filing for religious exemption will probably do the trick. A little out of pocket up front to save you the trouble of a lawsuit post-termination if the employer wants to keep playing the game while the rules are changing, and not in their favor?

Read again my disclaimer: I am not a lawyer. Had to inform myself back in '21. Learned a couple of things. If you're in CA I can refer you to a lawyer whose primary practice is employment law.

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Copernicus's avatar

Good point about the dog/cat scenario.

Such double standards.

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RunningLogic's avatar

Agree, that IS a very good point.

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