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

• Religious/Medical Exemption Workshop with Michael A. Yoder, Esq.
• Religious Exemption Template provided by Michael A. Yoder, Esq.
• Religious Exemption Request for Employees provided by Children’s Health Defense
• Objection to Employer COVID-19 Policies Open Letter provided by Children’s Health Defense
• Children’s Health Defense is looking for plaintiffs for COVID-19 litigation.
• Freedom Foundation is planning a lawsuit for Oregonians affected by vaccination mandates.
• The Healthy American offers free information and support packages for a charge.
• Religious Exemptions Documents provided by Gab
• Religious Exemption Template For College Students provided by Gab
• Exemtion Letter Template provided by Dr. Richard Fleming (physicist, a nuclear cardiologist, researcher and attorney)
• List of Law Firms to Assist You provided by Fight The Mandates

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.

PeaceHealth Sacred Heart Medical Center at RiverBend in Springfield, Oregon, fired at least 75 frontline healthcare workers after Governor Brown’s OHA paperwork led employees to file non-binding “exception” rather than exemption paperwork, as employees attempted to exercise their right of refusal against the Covid-19 vaccine.

Talk about confusing misinformation. Was this intentional?

Wednesday, September 1st, I had the privilege of listening to many healthcare professionals from the Riverbend healthcare facilities in Springfield, Oregon, at a rally with about 200 people present in a show of support for those that received their termination notices or were placed on unpaid leave by exercising their right of refusal by not taking the jab.

Their employer will not allow for any religious or medical exemptions, either. What they were being offered, in fact, were written “exceptions” and sent 75 frontline healthcare workers packing with their pink slips yesterday, most of whom had filed the paperwork provided by OHA that misleadingly had exception language, vs. exemption, which holds different legal status.

Exemption, by definition, is a specific freeing for an individual from a legal requirement. If you are exempt, then the government has to treat you the same as everyone else.

With Exception, you are not guaranteed the same rights that exemption holds for you, and you are NOT legally protected. Employers can therefore treat employees who are not vaccinated differently with these OHA promoted EXCEPTION rules. Most employees were deceived by this clear and willful misinformation, imposed by our own Governor and her agencies.

Note: Exemptions and Exceptions have different legal definitions.

People were told to turn in their badges and they could use their accrued paid time off (PTO) until gone, but wouldn’t be paid outside of that. They were put on leave without pay. Several were told that they were a security risk and a safety risk so they couldn’t even keep their badges! Some of these people are SINGLE PARENTS trying to keep their families out of poverty, yet Brown is prepared to spend $10,000 per week on traveling nurses once these hard-working Oregonians are jobless.

These poor people went from frontline healthcare heroes to security threats in a matter of months.

This is not right! We can do better, Oregon!

One gal said that she would never vote Democrat again and has a history of being a life-long democrat who is a pharmacist. Where is the compassion from Brown’s office for her own voter base?