K.6. If an employer requires vaccinations when they are available, how should it respond to an employee who indicates that he or she is unable to receive a COVID-19 vaccination because of a sincerely held religious practice or belief? (12/16/20)
Once an employer is on notice that an employee’s sincerely held religious belief, practice, or observance prevents the employee from receiving the vaccination, the employer must provide a reasonable accommodation for the religious belief, practice, or observance unless it would pose an undue hardship under Title VII of the Civil Rights Act. Courts have defined “undue hardship” under Title VII as having more than a de minimis cost or burden on the employer. EEOC guidance explains that because the definition of religion is broad and protects beliefs, practices, and observances with which the employer may be unfamiliar, the employer should ordinarily assume that an employee’s request for religious accommodation is based on a sincerely held religious belief. If, however, an employee requests a religious accommodation, and an employer has an objective basis for questioning either the religious nature or the sincerity of a particular belief, practice, or observance, the employer would be justified in requesting additional supporting information.Get ready for religious-based objections to employer vaccine mandates
In this video Dr. Cole provides a very fine basis for a Buddhist religious exception to any vaccine mandate. Listen to what he says and make note of the points that make the most sense to you or that apply to you best. May also be useful for other religions.
This link provides an Employer Letter Example: Vaccine Mandate Objection.
UPDATE: This provides more justification for religious exemption. PFIZER CENSORS RELIGIOUS EXEMPTION INFORMATION: ‘We Want to Avoid Having Info on Fetal Cells Out There’
UPDATE: This is a good approach: Vaccine – Conditional Acceptance letter if you are being threatened by your employer