![]() ![]() Finally, when it comes to consuming things into our body as opposed to, say, making payments to the government, compliance with God’s law above all is required.The body is the Temple of the Holy Spirit and we, as Christians, are compelled to protect it from defilement.There is a moral duty to refuse the use of medical products, including certain vaccines, that are created using human cell lines derived from abortion during any stage of the vaccine’s development, including the testing phase of development of a medical product.My sincerely held religious beliefs requiring the accommodation include the following Biblical commands and principled Christian teachings: Proclamation 21-14 specifically provides that even “Health Care Providers and Workers for State Agencies are not required to get vaccinated against COVID-19 if they are entitled under the Americans With Disabilities Act (ADA), Title VII of the Civil Rights Act of 1964 (Title VII), the Washington Law Against Discrimination (WLAD), or any other applicable law to a disability-related reasonable accommodation or a sincerely held religious belief accommodation to the requirements of this order…”. I request this exemption and accommodation under the Free Exercise Clause of the First Amendment to the United States Constitution, the Americans with Disabilities Act and Civil Rights Act of 1964, the Washington Law Against Discrimination (WLAD), and Section 2 of Governor Inslee’s Proclamation 21-14, based upon my sincerely held religious beliefs. The right Connecticut workplace attorney can help ensure that your rights as an employee are fully protected.I am a Christian seeking religious exemption from the “Covid-19 Vaccination Requirement” imposed by either Proclamation 21-14 or by you, my employer. If employers fail to act in accordance with Connecticut laws regarding vaccinations, workers should consider speaking to an attorney who can help protect their rights. ![]() What Happens if Employers Violate State Law? If accommodations are necessary for unvaccinated workers, employers are asked to do so by state law, as long as they do not cause an undue burden to the employer. Employers are also advised to pay for vaccinations, or ensure insurers do, and give workers sufficient time to get the immunization. Employers will generally examine whether such religious beliefs are sincerely held, or whether the medical conditions are significant enough to merit an exemption.Įmployers are generally advised to create a standardized process for evaluating exemptions. A letter submitted from a physician or religious authority may or may not be sufficient to receive an exemption. Employers generally handle these exemptions on a case-by-case basis. Can Workers Get a Letter from a Doctor or Religious Figure for an Exemption? However, there is a significant gray area involved. The law does require that “reasonable accommodations” be made for religious beliefs, disabilities, and pregnancy. Under Connecticut law, employers can choose to require workers to receive immunizations (including for COVID-19) for continued employment. Workplace requirements, however, remain slightly different, as the religious exemption remains in place. In early 2021, Connecticut became just one of six states to ban religious exemptions for school vaccine mandates. Religious exemptions were also available for those who believed vaccination ran counter to their faith. Because not everyone can receive a vaccination safely, these requirements typically included provisions for opting out of the mandate for health reasons. Many states have historically had laws requiring that residents receive vaccinations offering protection from various contagious illnesses before enrolling in schools or accepting certain jobs. Let’s take a closer look at how vaccine mandates work in Connecticut, with particular emphasis on the workplace. How these exemptions are being handled, however, is not always very clear. It’s been reported that the number of people seeking these exemptions has risen dramatically and governments and private employers have issued new requirements mandating vaccination for employees. The recent COVID-19 pandemic has ignited a flurry of interest in vaccine mandates – and the exemptions that people can receive to avoid being immunized. ![]()
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