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Is Your Employer Attempting To Mandate Vaccines?

By September 9, 2021October 4th, 2021Medical Freedom
Concerned About Employer Mandates? | Marc For Oregon Governor

Employer vaccination mandates have been a very hot topic recently, especially as the October 18, 2021, deadline set by Governor Brown quickly approaches and hundreds of healthcare workers have already received their pink slips despite many trying to submit legitimate religious or medical reasons for abstaining. It’s unbelievable that we have arrived at a time in history where we even have to worry about protecting our bodily autonomy against medical mandates here in the United States of America.

Until now, we’ve only given our time, skills and expertise in exchange for monetary compensation and benefits. Employers are now being pressured by governmental agencies to change that mutually agreed upon employer-employee working relationship.

My team and I have been collecting a list of vetted resources and materials that you can review to help you better understand your options and potential processes to consider. We will try to update this post as more information and resources become available. We’ll make sure to indicate new or updated information accordingly.

I want to be clear that this post should not be considered legal advice and we encourage you to seek professional legal counsel. Also, information on this website may not constitute the most up-to-date legal information and we are not able to guarantee a positive outcome. 

Employer Vaccination Mandate Resources

IMPORTANT UPDATE:

“Exception” vs. “Exemption”Attorney Tyler Smith clarified that legally here in Oregon at this time, there is in fact no difference in this particular case because the administrative rule specifically uses the language exception. This is why the OHA forms do in fact all use the word exception to align with the written rule. These are the definitions written in the rule itself, which is why it contrasts other OHA vaccine exemption paperwork.

(f) “Medical exception” means that an individual has a physical or mental impairment that prevents the individual from receiving a COVID-19 vaccination.

(g) “Religious exception” means that an individual has a sincerely held religious belief that prevents the individual from receiving a COVID-19 vaccination.

(A) A medical exception must be corroborated by a document signed by a medical provider, who is not the individual seeking the exception, on a form prescribed by the Oregon Health Authority (OHA) or a similar form that contains all of the information required in the OHA form, certifying that the individual has a physical or mental impairment that limits the individual’s ability to receive a COVID-19 vaccination based on a specified medical diagnosis, and that specifies whether the impairment is temporary in nature or permanent.

(B) A religious exception must be corroborated by a document, on a form prescribed by the Oregon Health Authority (OHA) or a similar form that contains all of the information required in the OHA form, signed by the individual stating that the individual is requesting an exception from the COVID-19 vaccination requirement on the basis of a sincerely held religious belief and including a statement describing the way in which the vaccination requirement conflicts with the religious observance, practice, or belief of the individual.

RELIGIOUS EXEMPTION LETTERS TO REVIEW AS AN EXAMPLE OF WHAT WOULD GET PAIRED WITH OHA EXCEPTION PAPERWORK:

Downloadable Oregon Employment-Request-For-Religious-Accommodation Letters to use from Oregon Attorney Tyler Smith:

Informed Consent Questions to Ask Your Employer

This PDF was shared with us and includes links to lawyer interviews, case law, clinical trial information, questions for your employer and much more. We have been informed that the approach outlined in this document has been used successfully by 300 nurses at their hospital.

Basic Strategy: Elongate The Process and Bring Forth Full Informed Consent

  1. Email 15 questions provided to employer asking them to fulfill informed consent.
  2. Your Employer likely won’t be able to answer all these questions.
  3. Employee then submits Religious/Personal Belief Exemption informing employer of EEOC’s Summer Ruling & Title 7.
  4. Employee additionally notifies employer that any attempts to terminate or change the terms of their employment contract without good faith collective bargaining will be viewed as discriminatory and creation of a hostile workplace. Employee will defend themselves in a court of law.

Solution Series: Your Boss Doesn’t Own Your Body

Join esteemed panelists Pam Popper Founder of MakeAmericansFreeAgain.com, Lisa Parker Independent Union Labor Consultant, Lead Attorney Tom Renz and Host Reinette Senum as they discuss you employees can exercise their rights to decline getting the COVID shot without losing their job. Presented by COVID CON as Part 2 of their Solution Series in this multi-part educational series (Part 1 and Part 3 are here).

PERK – Right To Refuse

PERK has carefully designed document templates to support your Right to Refuse. You may use these to protect your rights, empower your knowledge, or notify your employer or school officials of the laws and regulations that protect you.

Interview with Attorney Brian Festa

This is a powerful interview by Stand For Health Freedom Director and Co-Founder Leah Wilson with civil rights attorney Brian Festa. In this interview you’ll hear about:

  • How to secure effective and protecting exemptions in your workplace or school
  • Success stories of hope in the face of medical mandates
  • How to stay in touch with the Health Freedom Movement

Sign: Stand For Health Freedom Public Petition

ACT NOW (takes 15 seconds): Tell your governor and local legislators that COVID-19 vaccines must be voluntary! Personal choice, not public pressure or coercion, must be the only factor in getting the vaccine.

Other Resources

Rally in St. Helens, OR

I recently had the opportunity to connect with some incredible Oregonians in St. Helens in Columbia County as we expressed our first amendment rights to share and express our concerns about generic, one-size-fits-all mandates that erode trust and create an epidemic of mistrust at a time we should be working together to build resilience and strength in our communities. I commend Sheriff Brian Pixley and others in this fine county for taking steps to protect their families, neighbors and co-workers from bullying and shaming.

Let’s talk about the definition of coercion. Full informed consent includes the right to refuse.

This video first published on the Marc For Oregon Governor Facebook Page.

I understand this is a stressful time for everyone. Stay strong. We’ll stick together and try to find solutions that support Oregonians, not bring them down. Coercion is not the Oregon way and absolutely unacceptable in a free society.

Before you leave this page, please use your voice to send a letter to tell Governor Brown to stop this divisive and draconian mandate madness! When thousands and thousands of frontline healthcare workers, first responders, state workers, teachers and city employees lose their option to choose what’s right for their bodies and are willing to leave the state, something is seriously wrong. How can those in positions of leadership go from calling these workers heroes, to now sanctioning the firing of these fine Oregonians? We are already dealing with poor circumstances for countless residents who are living in or facing poverty, living paycheck to paycheck. These people deserve better!

Together we are strong.