by KrisAnne Hall, JD
The US Department of Justice is attempting to perpetrate a legal fraude upon the people by issuing an “opinion” that the American people do not possess the right to refuse injections into their body.
The DOJ analysis is not based upon any semblance of logic, reason, or proper legal analysis – in short it is a complete farce.
With the help of Liberty First Legal we are publishing a legal memorandum that informs you of your Right to Refuse and the truly legal liabilities your employer assumes for mandating you take an injection into your body as a term of your employment.
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**Note** What I am going to instruct you on are the LEGAL options. In this capacity, it is not my job to give you a lesson on morality or spiritual guidance. I cannot make these decisions for you. What may be right for you, what may be right according to your conscience may not reconcile with what has been established as the legal options. You must personally count the cost.
If you want to challenge the current legal standing, that is also up to you. But the purpose of this article is to show you the current legal standing, not to instruct you on how to challenge it.
If your employer is demanding a vaccination as a condition of employment you must first do the following:
If you have a firmly or sincerely held religious belief that prevents you from taking that injection, you must request from your employer a religious exemption.
Your employer should have a policy and procedure established to complete a religious exemption application. Follow the directions given to you by your employer regarding their policy and procedure.
You must be able to articulate your firmly or sincerely held religious belief. Simply saying “I’m a Christian and I don’t want this vaccine” is not going to get your exemption approved.
Pursuant to Title VII of the Civil Rights Act of 1964 you have the Right to request a religious exemption and the employer must provide reasonable accomodations in the alternative to a vaccine if it will not create an “undue hardship” upon the business to do so.
Reasonable accommodations can include wearing a mask while working and/or submitting to a regular testing schedule.
Refusal to submit to the established reasonable accomodations could result in your termination.
If the business asserts that it would create an “undue hardship” to grant alternative reasonable accomodations then, by law, they can deny your request for religious exemption.
By pattern and practice, it has been shown that reasonable accommodations and alternatives to vaccination indeed exist for employees, and these have been required all along: self-screening with temperature checks, wearing personal protective equipment (PPE), social distancing, and complying with other safety protocols until the number of COVID infections work their way down to acceptable levels.
Logically, if these measures are and were effective in preventing the spread of COVID, they will continue to be effective.
If you have a medical condition that prevents you from taking vaccinations, you will need to request a medical exemption from your employer.
You will need a letter from your physician substantiating your medical exemption.
Your employer can refuse to grant the medical exemption if it would create an “undue hardship.” (See section 1(d))
You will be expected to submit to the reasonable accommodations required to be exempt from the vaccine (See section 1(c)).
PAST VACCINATIONS DO NOT NEGATE A PRESENT OR FUTURE RIGHT TO DECLARE EXEMPTION. This is probably one of the most popular fallacies. Courts recognize that people can change and grow in their faith beliefs and understandings. Just because you got a vaccination in the past does not eliminate your right to assert a religious exemption now or in the future. Do be aware you will be questioned on this so be prepared to show how your understanding has grown or changed.
DO NOT EVER SIGN A RELEASE OF LIABILITY FOR YOUR EMPLOYER FOR ANY INJECTION INTO YOUR BODY THEY REQUIRE AS A CONDITION OF EMPLOYMENT.
If you sign a release of liability for an injection into your body your employer demands as a condition of employment you will lose your right to damages and workman’s compensations.
If you employer requires an injection into your body as a condition of employment and you have an adverse reaction or the injection is fatal you or your legal representative has the right to:
Demand workman’s compensation for the time off work during your recovery pursuant to EEOC Rules.
Sue your employer for any damage to you health or to your body, whether temporary or permanent pursuant to EEOC Rules.
Sue your employer for your death pursuant to EEOC Rules.
***NOTE*** The alleged approval of ONE of the vaccines by the FDA does not change the legal text included in the Memorandum of Law below.
YOU CAN DOWNLOAD THE MEMORANDUM OF LAW HERE.
Please Support our Non-Profit Legal Ministry so we can continue in this essential work to preserve our Constitution and our Liberties for future generation. You can make your tax deductable donation here: https://libertyfirst.legal/