We should also be able to exempt if we oppose non-human material being injected into us. I believe the bird flu vaccine has a Cocker Spaniel kidney cell line involved. From this site: “All flu vaccines for this coming season are ethically produced, with essentially the same mix of avian cells (embryonated chicken eggs), insect cells (Sf9) and non-human mammalian cells (MDCK canine).” They may define that as ethical but if any of us don’t want to inject foreign animal material into ourselves we absolutely should not be forced to do that.
Speaking from experience -- six years in general corporate management (division level) and nearly 20 years in Human Resources (specifically, recruiting) -- I recommend against this; that is, declaring the basis for the request for religious accommodation.
Under Title VII, employers with 15 or more employees must provide religious accommodation for their employees. The standard for denying accommodation just got raised by the Supreme Court from minimal hardship to provable substantial hardship (Groff vs. DeJoy). The 𝒆𝒎𝒑𝒍𝒐𝒚𝒆𝒓 must show substantial hardship (monetary and/or other resources) before they can legally deny the accommodation.
Further, the law prohibits the employer from any "tests" on the sincerity of the beliefs or their basis in official doctrine. For example, that joke of a Pope issued a public statement urging Catholics to roll up their sleeves for COVID junk! Why, it's official...The Pope said it's OK...
Who cares? (And I'm Catholic, BTW). On this aspect of sincerity or official doctrine, the ADL says it beautifully:
"The law's intention is to provide protection and accommodation for a broad spectrum of religious practices and belief - not merely those beliefs based upon organized or recognized teachings of a particular religion. 𝑻𝒉𝒆𝒓𝒆𝒇𝒐𝒓𝒆, 𝒓𝒆𝒍𝒊𝒈𝒊𝒐𝒖𝒔 𝒃𝒆𝒍𝒊𝒆𝒇𝒔 𝒏𝒆𝒆𝒅 𝒏𝒐𝒕 𝒃𝒆 𝒂𝒄𝒄𝒆𝒑𝒕𝒂𝒃𝒍𝒆, 𝒍𝒐𝒈𝒊𝒄𝒂𝒍, 𝒄𝒐𝒏𝒔𝒊𝒔𝒕𝒆𝒏𝒕, 𝒐𝒓 𝒄𝒐𝒎𝒑𝒓𝒆𝒉𝒆𝒏𝒔𝒊𝒃𝒍𝒆 𝒕𝒐 𝒐𝒕𝒉𝒆𝒓𝒔 𝒕𝒐 𝒃𝒆 𝒆𝒏𝒕𝒊𝒕𝒍𝒆𝒅 𝒕𝒐 𝒑𝒓𝒐𝒕𝒆𝒄𝒕𝒊𝒐𝒏 𝒂𝒏𝒅 𝒄𝒐𝒖𝒓𝒕𝒔 𝒎𝒖𝒔𝒕 𝒏𝒐𝒕 𝒑𝒓𝒆𝒔𝒖𝒎𝒆 𝒕𝒐 𝒅𝒆𝒕𝒆𝒓𝒎𝒊𝒏𝒆 𝒕𝒉𝒆 𝒑𝒍𝒂𝒄𝒆 𝒐𝒇 𝒂 𝒑𝒂𝒓𝒕𝒊𝒄𝒖𝒍𝒂𝒓 𝒃𝒆𝒍𝒊𝒆𝒇 𝒊𝒏 𝒂 𝒓𝒆𝒍𝒊𝒈𝒊𝒐𝒏 𝒐𝒓 𝒕𝒉𝒆 𝒑𝒍𝒂𝒖𝒔𝒊𝒃𝒊𝒍𝒊𝒕𝒚 𝒐𝒇 𝒂 𝒓𝒆𝒍𝒊𝒈𝒊𝒐𝒖𝒔 𝒄𝒍𝒂𝒊𝒎.
So, what the ADL is saying (backed up by the law itself) is that being pushed into a corner by your employer is illegal. The individual does not need to prove or explain anything. The individual is invoking his/her already recognized right to religious expression. So...though I'm not a lawyer, don't play one on TV, and this is not legal advice, keep the focus on the accommodation. Not the basis for it, but the employer's obligation to meet it. That obligation holds whether the reason is the use of fetal cell lines in the drug's/vaccine's development or the worship of the Sea Nymph on Planet Zulu in the Andromeda Galaxy.
I just read on the COG website that the Moderna flu vaccines do contain fetal cell lines (see quote below). Am I missing something? Thanks.
“We have researched the pre-clinical development and testing of mrna-1010 and found, not surprisingly, that the Moderna mRNA flu shot was developed and tested with the use of aborted fetal cell lines.”
I'm retired 81....not jabbed....who knows I may be confined to my home some day.....cuss Imdo not intend to comply to their shiite! It may be the hill I will die on! FN commies!
Fantastic Resource Jennifer. I book marked it and setup a monthly donation. Killing our babies for the profit of greedy, awful corporations like planned parenthood and many drug companies is wrong. Plain and simple, wrong!
Verrrrrrrry helpful!
We should also be able to exempt if we oppose non-human material being injected into us. I believe the bird flu vaccine has a Cocker Spaniel kidney cell line involved. From this site: “All flu vaccines for this coming season are ethically produced, with essentially the same mix of avian cells (embryonated chicken eggs), insect cells (Sf9) and non-human mammalian cells (MDCK canine).” They may define that as ethical but if any of us don’t want to inject foreign animal material into ourselves we absolutely should not be forced to do that.
Meanwhile, the military has no such exemptions. Teenagers are forced to inject poison into their bodies or get kicked out.
And possibly be felons.
Speaking from experience -- six years in general corporate management (division level) and nearly 20 years in Human Resources (specifically, recruiting) -- I recommend against this; that is, declaring the basis for the request for religious accommodation.
Under Title VII, employers with 15 or more employees must provide religious accommodation for their employees. The standard for denying accommodation just got raised by the Supreme Court from minimal hardship to provable substantial hardship (Groff vs. DeJoy). The 𝒆𝒎𝒑𝒍𝒐𝒚𝒆𝒓 must show substantial hardship (monetary and/or other resources) before they can legally deny the accommodation.
Further, the law prohibits the employer from any "tests" on the sincerity of the beliefs or their basis in official doctrine. For example, that joke of a Pope issued a public statement urging Catholics to roll up their sleeves for COVID junk! Why, it's official...The Pope said it's OK...
Who cares? (And I'm Catholic, BTW). On this aspect of sincerity or official doctrine, the ADL says it beautifully:
"The law's intention is to provide protection and accommodation for a broad spectrum of religious practices and belief - not merely those beliefs based upon organized or recognized teachings of a particular religion. 𝑻𝒉𝒆𝒓𝒆𝒇𝒐𝒓𝒆, 𝒓𝒆𝒍𝒊𝒈𝒊𝒐𝒖𝒔 𝒃𝒆𝒍𝒊𝒆𝒇𝒔 𝒏𝒆𝒆𝒅 𝒏𝒐𝒕 𝒃𝒆 𝒂𝒄𝒄𝒆𝒑𝒕𝒂𝒃𝒍𝒆, 𝒍𝒐𝒈𝒊𝒄𝒂𝒍, 𝒄𝒐𝒏𝒔𝒊𝒔𝒕𝒆𝒏𝒕, 𝒐𝒓 𝒄𝒐𝒎𝒑𝒓𝒆𝒉𝒆𝒏𝒔𝒊𝒃𝒍𝒆 𝒕𝒐 𝒐𝒕𝒉𝒆𝒓𝒔 𝒕𝒐 𝒃𝒆 𝒆𝒏𝒕𝒊𝒕𝒍𝒆𝒅 𝒕𝒐 𝒑𝒓𝒐𝒕𝒆𝒄𝒕𝒊𝒐𝒏 𝒂𝒏𝒅 𝒄𝒐𝒖𝒓𝒕𝒔 𝒎𝒖𝒔𝒕 𝒏𝒐𝒕 𝒑𝒓𝒆𝒔𝒖𝒎𝒆 𝒕𝒐 𝒅𝒆𝒕𝒆𝒓𝒎𝒊𝒏𝒆 𝒕𝒉𝒆 𝒑𝒍𝒂𝒄𝒆 𝒐𝒇 𝒂 𝒑𝒂𝒓𝒕𝒊𝒄𝒖𝒍𝒂𝒓 𝒃𝒆𝒍𝒊𝒆𝒇 𝒊𝒏 𝒂 𝒓𝒆𝒍𝒊𝒈𝒊𝒐𝒏 𝒐𝒓 𝒕𝒉𝒆 𝒑𝒍𝒂𝒖𝒔𝒊𝒃𝒊𝒍𝒊𝒕𝒚 𝒐𝒇 𝒂 𝒓𝒆𝒍𝒊𝒈𝒊𝒐𝒖𝒔 𝒄𝒍𝒂𝒊𝒎.
In short, 𝒕𝒉𝒆 𝒇𝒂𝒄𝒕 𝒕𝒉𝒂𝒕 𝒏𝒐 𝒓𝒆𝒍𝒊𝒈𝒊𝒐𝒖𝒔 𝒈𝒓𝒐𝒖𝒑 𝒆𝒔𝒑𝒐𝒖𝒔𝒆𝒔 𝒔𝒖𝒄𝒉 𝒃𝒆𝒍𝒊𝒆𝒇𝒔 𝒐𝒓 𝒕𝒉𝒆 𝒇𝒂𝒄𝒕 𝒕𝒉𝒂𝒕 𝒕𝒉𝒆 𝒓𝒆𝒍𝒊𝒈𝒊𝒐𝒖𝒔 𝒈𝒓𝒐𝒖𝒑 𝒕𝒐 𝒘𝒉𝒊𝒄𝒉 𝒕𝒉𝒆 𝒊𝒏𝒅𝒊𝒗𝒊𝒅𝒖𝒂𝒍 𝒑𝒓𝒐𝒇𝒆𝒔𝒔𝒆𝒔 𝒕𝒐 𝒃𝒆𝒍𝒐𝒏𝒈 𝒎𝒂𝒚 𝒏𝒐𝒕 𝒂𝒄𝒄𝒆𝒑𝒕 𝒔𝒖𝒄𝒉 𝒃𝒆𝒍𝒊𝒆𝒇 𝒘𝒊𝒍𝒍 𝒏𝒐𝒕 𝒅𝒆𝒕𝒆𝒓𝒎𝒊𝒏𝒆 𝒘𝒉𝒆𝒕𝒉𝒆𝒓 𝒕𝒉𝒆 𝒃𝒆𝒍𝒊𝒆𝒇 𝒊𝒔 𝒂 𝒓𝒆𝒍𝒊𝒈𝒊𝒐𝒖𝒔 𝒃𝒆𝒍𝒊𝒆𝒇." (Bold/italics added.)
So, what the ADL is saying (backed up by the law itself) is that being pushed into a corner by your employer is illegal. The individual does not need to prove or explain anything. The individual is invoking his/her already recognized right to religious expression. So...though I'm not a lawyer, don't play one on TV, and this is not legal advice, keep the focus on the accommodation. Not the basis for it, but the employer's obligation to meet it. That obligation holds whether the reason is the use of fetal cell lines in the drug's/vaccine's development or the worship of the Sea Nymph on Planet Zulu in the Andromeda Galaxy.
I just read on the COG website that the Moderna flu vaccines do contain fetal cell lines (see quote below). Am I missing something? Thanks.
“We have researched the pre-clinical development and testing of mrna-1010 and found, not surprisingly, that the Moderna mRNA flu shot was developed and tested with the use of aborted fetal cell lines.”
I'm retired 81....not jabbed....who knows I may be confined to my home some day.....cuss Imdo not intend to comply to their shiite! It may be the hill I will die on! FN commies!
Fantastic Resource Jennifer. I book marked it and setup a monthly donation. Killing our babies for the profit of greedy, awful corporations like planned parenthood and many drug companies is wrong. Plain and simple, wrong!