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In June Mass General Brigham Hospital announced that they would be requiring all 80,000 employees to be fully vaccinated by October 15 or face termination. These same people were called heroes last year for going into work every day before a vaccine even existed. Now all of a sudden they are a grave threat to the safety of the fully vaccinated, whose vaccines somehow don’t protect them as vaccines traditionally are known to do. It should be noted that these people all wear masks while at work, and despite the fact that masks are effective enough that we feel comfortable putting them on our children as the only layer of defense against a deadly virus that will kill them, Brigham and Women’s feels as if masks and vaccines combined will not protect the vaccinated from their filthy unvaccinated coworkers.
All of this is absurd, ridiculous, and Orwellian, obviously, but what’s not really being discussed right now is how workplaces like this are deciding who does and does not qualify for religious exemptions. These are the only way out for healthcare employees who don’t want to be raped with a vaccine against their will. Employers like Brigham and Women’s have set up religious review boards full of likely non-religious people to decide who is and isn’t properly religious enough to avoid vaccination, and the process of deciding is completely arbitrary. Here’s what one employee tells me:
I got denied twice for a religious exemption. The first time I submitted all of the laws that protect us from getting fired basically and a small few sentences about my beliefs. They denied me and then I went into full detail so they knew how religious I truly was and still got denied again. Meanwhile, some people are playing the game right and answering the questions the way they want so they got approved when they may not even be truly religious. I can send you all of the laws that I submitted in my letter— that a lawyer wrote up for a UMass Memorial employee for the flu last year. (Which they had approved)
This is the first letter I submitted (the same one UMass approved last year for the flu that an attorney wrote up for them)
I am exercising my right to a Religious Exemption for the “mandatory” flu and COVID vaccines. I was advised of my rights as a United State Citizen, Massachusetts Citizen, and Massachusetts employee of Brigham and Women’s Hospital. The following letter will describe my rights as a citizen for a religious exemption from the flu and COVID vaccinations.
I believe my body is a temple that houses God. Therefore it is against my sincerely held religious beliefs to be injected with the flu and COVID vaccines. If needed please refer to Article 2 of the above referenced letter for the explanation of Religious Conduct and as referenced in the Employment Opportunity Commission Compliance Manual, Number 915.003.
I do have the right to refuse the flu and COVID vaccinations because of my sincerely held religious and conscientious beliefs under 105 CMR 130.325© and due to these beliefs I can not endanger my God given immune system.
There is no business reason to inquire into the sincerity of an employee’s sincerely held beliefs when they decline a vaccination on religious grounds. The practice is already an established policy.
The Massachusetts Supreme Judicial Court has found that it is unconstitutional for the law to permit an employer to distinguish between an employee’s sincerely held religious beliefs that are shared with others belonging to an organized church or sect, and those beliefs not similarly shared with others. Requiring a religious entity to authenticate an employee’s claim of sincerely held personal beliefs is contrary to established law and policy in Massachusetts. Declination of a vaccination due to sincerely held religious beliefs is sufficient evidence of sincerely held convictions, behaving in a manner markedly consistent with professed beliefs. No other information is required.
MASSACHUSETTS AUTHORITY Massachusetts General Laws Chapter 151B, § 4(1A): For employers with 6 or more employees, Chapter 151B, § 4(1A) provides that it is an unlawful discriminatory practice for an employer to impose upon an individual as a condition of obtaining or retaining employment any terms or conditions, compliance with which would require such individual to violate, or forego the practice of, his creed or religion as required by that creed or religion including but not limited to the observance of any particular day or days or any portion thereof as a Sabbath or holy day and the employer shall make reasonable accommodation to the religious needs of such individual. The words “creed or religion” mean any sincerely held religious beliefs, without regard to whether such beliefs are approved, espoused, prescribed or required by an established church or other religious institution or organization.
There are two distinct legal obligations on employers subject to G.L. c. 151B: a prohibition against disparate treatment based on creed or religion, and duty to make reasonable accommodation to an employee’s sincerely held religious belief. Article 2 of the Declaration of Rights in the Constitution of the Commonwealth of Massachusetts protects both religious beliefs and religious practices because the Massachusetts Constitution also protects conduct, that is, the “manner and season” of worshipping God/Creator. As long as the conduct does not disturb the public peace or obstruct others in their religious worship, conscientious conduct as defined by Article 2 is protected absolutely. An inquiry of whether a practice is truly a form of worship is, in essence, an inquiry into the validity of a religious belief.
The Employment Opportunity Commission Compliance Manual, Number 915.003, defines religion to include both theistic beliefs, practices, and observances, as well as non-theistic “’moral or ethical beliefs as to what is right and wrong which are sincerely held with the strength of traditional religious views.’ Religious beliefs can include unique views held by a few or even one individual…” p. 6.
Massachusetts Department of Public Health, 105 CMR 130.000 Hospital Licensure 130.325: Requirement That Personnel Be Vaccinated, but allows for clear and unequivocal exceptions to vaccination policies for hospital workers: (1) A hospital shall not require an individual to receive a vaccine pursuant to 105 CMR 130.325(B) or (C) if: (b) vaccination is against the individual’s religious beliefs; or (c) the individual declines the vaccine. Indeed, no person is required to submit to vaccination, nor are they required to assert a religious exemption. The right to refuse consent to vaccinations is allowed by law without the need for an “exemption”.
FEDERAL AUTHORITY: Federal law protects all aspects of religious belief, observance, and practice. Employers may not refuse to hire, discharge or otherwise discriminate against any individual with respect to her compensation, terms, conditions or privileges of employment, because of an individual’s religion.
EEOC Regulations, 29 C.F.R. § 1605.2: In any workplace with 15 or more employees, the Equal Employment Opportunity Commission is empowered to prevent and remedy unlawful employment discrimination and advance equal opportunity for all in the workplace.
EEOC’s Compliance Manual, Number 915.003, provides guidance and instructions for investigating and analyzing charges alleging discrimination based on religion. “Because the definition of religion is broad and protects beliefs and practices 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.” p. 14. “Employers who unreasonably request unnecessary or excessive corroborating evidence risk being held liable for denying a reasonable accommodation request, and having their actions challenged as retaliatory or as part of a pattern of harassment.” p. 51.
Title VII of the Civil Rights Act of 1964 requires reasonable accommodation of employees’ sincerely held religious beliefs, observances, and practices when requested, unless accommodation would impose an undue hardship on business operations. Undue hardship under Title VII is defined as “more than de minimis” cost or burden.
The EEOC has made it clear that employers may not coerce vaccination, even in the midst of a pandemic: “May an employer covered by the ADA and Title VII of the Civil Rights Act of 1964 compel all of its employees to take a vaccine regardless of their medical conditions or their religious beliefs during a pandemic.
Under Title VII of the Civil Rights Act of 1964, once an employer receives notice that an employee’s sincerely held religious belief, practice, or observance prevents him from taking a vaccine, the employer must provide a reasonable accommodation unless it would pose an undue hardship as defined by Title VII.”
Rights to bodily integrity and individual liberty are protected constitutional rights. Even when considering the overall public benefits of vaccination, the administration of a vaccine requires informed consent. All medical interventions correspond to a set of benefits and risks weighed when making medical decisions. Court decisions on the topic of vaccination have held that even if vaccines provide benefit to the public, administration of a vaccine requires voluntariness, individualized patient assessment and informed consent.  Equal Employment Opportunity Comm’n, EEOC Compliance Manual Section 12: Religious Discrimination 56-65 (2008), https://www.eeoc.gov/policy/docs/religion.pdf
 Disturbance of public peace is defined as unreasonable disruptiveness plus infringement on someone’s right to be undisturbed. Commonwealth v. Orlando, 371 Mass. 732 (1977)
First I got a denial with no explanation.
“MGB Religious Exemptions Committee.”
Oh good, a board that a secular hospital put together will get to decide who is and isn’t sufficiently religious. What could go wrong? The employee asked why she had been denied, who the people were on the committee, and what their credentials were, and she got this.
Translation – we’re not telling you who’s on the committee, and we’re not telling you why your request wasn’t good enough for them. All you need to know is that your religion sounds fake, so just shut up and get raped with this vaccine or you’re going to be destitute.
Then I told them I was submitting an appeal and the next denial said this.
This is a copy and paste email that they put no effort into. Just shut up and get vaccinated.
I had previously asked a question about the guidelines they are using to make their decisions and got this as a response last week (after they denied me twice).
They couldn’t even bother writing her name because the Wizard of Oz Committee, whose identity you will never know, has decided she’s faking her religious convictions.
Everyday we get emails about compliance and deadlines. Here are a few.
The form they had to fill out for the exemption was quite bootleg too.
To start we had to fill these out and the little box wouldn’t expand. So we couldn’t really proofread what we wrote. We contacted HR and they told us that it never meant to put a lot of info in there. They wanted it brief because they were always planning to have a second step of requesting more info. That’s when they told us they created that email address with the committee to submit more info. That was never straight forward or told to us ahead of time. The HR person let it slip before anyone knew there was a special email created: [email protected].
It should be noted that the President of Brigham Health, Dr. Elizabeth Nabel, is on the board for Moderna.
Yes, that’s right – the woman forcing her employees to get vaccinated makes money every time someone gets vaccinated. Her motives are pure though. It’s not like this millionaire healthcare executive was once a NFL executive who was criticized by a congressional committee for steering funding away from research on concussions.
Dr. Elizabeth Nabel, president of Boston’s Brigham and Women’s Hospital and one of the nation’s most prominent medical executives, was part of a National Football League effort to “steer funding” for a landmark concussion study away from a group of respected brain researchers, according to a congressional committee report that was sharply critical of the league.
Released on Monday, the report was written by the Democratic staff of the House Committee on Energy and Commerce. It cited a series of communications between NFL representatives, including Nabel, and officials of the NIH, and a foundation that accepts gifts from private donors to support NIH research. The discussions began after the NIH decided last year to award a $16 million grant to a research team led by Dr. Robert Stern of Boston University — but before the award was publicly announced.
This woman is telling people making $75,000 a year that they can no longer provide for their families because she’s concerned about their health. The same woman who worked with the NFL to help cover up long term effects of concussions on football players is really worried about that sort of thing.
She also sold almost $8.5 million worth of Moderna stock in 2020 before becoming the head of Brigham and Women’s.
The head of Brigham and Women’s Hospital sold nearly $2 million worth of Moderna stock in May, just as the institution she led was preparing cost-cutting due to COVID-19, bringing her total earnings from the biotech company to $8.5 million this year.
The Globe reported last week that Dr. Elizabeth Nabel sold 73,975 Moderna shares worth $6.5 million on July 15, after the company’s stock nearly quadrupled this year on news of early success with its experimental COVID-19 vaccine. Nabel resigned from the Cambridge biotech’s board of directors Thursday amid concerns that her position there might conflict with the hospital’s role in a large study of the vaccine.
But it’s OK because she resigned from Moderna to avoid a conflict of interest with the hospital. Then she rejoined them again this year.
Elizabeth Nabel, the former Brigham and Women’s Hospital CEO, has rejoined Moderna Inc.’s board of directors, seven months after she resigned to avoid a potential or apparent conflict of interest. She stepped down as Brigham CEO earlier this month.
Nothing shady about that! Just shut up and get the vaccine so the millionaire “doctor” can watch the value of her stocks go up.
During COVID they never made people get furloughed but I believe they paused retirement matching. Then it came out she was on the board and had to sell her shares and magically the benefits got reinstated.
Then there’s Doctor James Maguire, the senior physician at Brigham and Women’s in the Division of Infectious Disease.
He’s worked for every corrupt bureaucratic health organization that has ever existed, including the CDC and WHO.
These were sent to the managers on how to deal with employees whose religious exemptions were arbitrarily denied.
“Upon receiving a denial some employees may be emotional or upset…..encourage them to receive the vaccine.”
Just read this script first.
“If you become compliant.”
If you’re attempting to use the abortion excuse to try to get the religious exemption that will not work. Here’s a denial email that was sent to a veteran nurse who worked through the pandemic without a vaccine.
Just shut up and take your Moderna vaccine so your boss who’s making you do it can make more money.
This Catholic woman was lectured by non-Catholics about what her own religion does and does not permit. Here’s here appeal that no one probably ever read.
History will not look kindly upon a society that fires healthcare workers after determining that their religious beliefs aren’t religious enough.
Also, if you got the flu vaccine in the past they’ll demand to know why that didn’t violate your religious convictions.
The correct answer is, my religion is none of your business. Religion is all based on faith, and anyone can make up their own religion if they want. It’s not up to an anonymous board to decide who is and isn’t sufficiently religious.
According to employees the anonymous committee deciding who will be fired and who will not feels threatened.
Good. These people aren’t nearly as scared of you as they should be. They should be petrified of telling free people that they have to be vaccinated against their will or lose their livelihoods.
The hospital also perpetuated the lie that the virus is spreading because of the unvaccinated, even though vaccinated people left and right are getting COVID, and those with natural immunity are not.
I also spoke to one of the few employees who did get a religious exemption from the vaccine. Here’s what they tell us:
The religious exemption process is a joke and has changed apparently from the day where a simple few sentences sufficed . The standard is completely different now and they too are “playing God“ deciding who wrote the better exemption and who is holier. Employees who had religious exemptions for 40 years for vaccines are now are being denied . They refuse to give us answers as to what protocol they follow. I was one of the very few who was approved, but even my approval was worded shady. My exemption for COVID is worded “for current vaccination deadline“ where as the flu exemption is worded “ 2021-2022 flu season.” They also stated in one of many coercing and harassing emails that there is no appeal process.
Originally we were told we would be mandated once one was FDA approved, and they also stated intended pregnancy would be an exemption. A few weeks later they changed their minds, gave us impossible deadlines to meet, and took the intended pregnancy out.
My religious exemption was approved I am not as of now but the approval was shady in itself so I know the door is still open. The standard of approval was different from the flu vs COVID.
I wrote 6 pages and then they said I had not adequately explained my religious beliefs ! So I wrote 4 more pages and ended up with an approval the last day the mandate for Moderna was. I basically had to tell very personal information to a group of strangers to accomplish this. I wrote about my religious history. I wrote the turning point when I realized vaccination was a sin – how my family was in crisis and I turned to God and began reading scriptures. I went into detail about the family crisis which I was not comfortable doing , as I was writing to strangers. I quoted 14 scriptures from the Bible with my personal interpretation of them supporting how I believed vaccination was a sin in great detail.
I was then sent an email on Labor Day at 8:55 PM stating they needed more information as I did not “adequately“ explain my beliefs . They have be 24 hours to submit further info or I would be denied. They also tried to manipulate something I said and sign an “attestation” that I do not use over the counter or any pharmaceuticals. I never once stated this in my letter. I wrote another 4 pages explaining their egregious misinterpretation of my statement along with stating how disheartening it was that they felt I had not “adequately“ explained my beliefs.
I honestly am the only one I know who’s been approved. My coworker was denied . She stated the laws and stated she was requesting a religious exemption because it went against her sincerely held beliefs. She did not state her beliefs. Felt lawfully she did not have to.
I did not ask this second employee if she actually believed that vaccines were a sin because it’s none of my business. It doesn’t matter if she believes that though, because the board has no idea if she does or doesn’t. Simply stating that your religious beliefs prevent you from getting vaccinated is not enough – you must disclose personal information about your convictions and quote the Bible 14 times in order to no longer be a health threat.
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