The law according to Tim! No it did not.
Fair point. I copied and pasted what Badcat wrote without researching. (see how easy that was? Try it sometime)
Uh, no Title VII is what allowed you to use a religious exemption in the first place!
Incorrect this time.
Such alleged conduct violates Title VII of the Civil Rights Act of 1964, which prohibits discrimination because of an individualâs religion and REQUIRES employers to reasonably accommodate an employeeâs religious observance or practice unless doing so would cause an undue hardship.
âOnce an employer is on notice that an employeeâs sincerely held religious belief, practice, or observance prevents the employee from getting a COVID-19 vaccine, the employer MUST provide a reasonable accommodation unless it would pose an undue hardship,â said Debra Lawrence, regional attorney for the EEOCâs Philadelphia District Office. âNeither healthcare providers nor COVID-19 vaccination requirements are excepted from Title VIIâs protections against religious discrimination.â
My employer allowed any employee to file a religious exemption "request." They added another step. Those who did were all (100%) subjected to a phone-interview with someone from HR to investigate their "beliefs." Personal and probing questions were asked of all, leaving many feeling highly uncomfortable. My employer did NOT honor all religious exemptions. Many were still let go.
The EEOCâs first-ever lawsuits filed against companies over failure to grant employee religious exemptions to Covid-19 vaccine policies signal the commission may be ready to bring many more such cases now that a US Supreme Court decision has eased their path.
The Equal Employment Opportunity Commission last week filed a pair of lawsuits under Title VII of the 1964 Civil Rights Act against Hankâs Furniture and United Healthcare Services Inc. The agency claimed that both companies didnât accommodate their employeesâ sincerely held beliefs because they refused to let them opt out of the vaccines.
Following the Supreme Courtâs Groff v. DeJoy decision in June, an employer must now demonstrate âsubstantial increased costsâ to their business to deny an employeeâs religious accommodation request under Title VII. This higher bar for employers gives EEOC a greater likelihood of succeeding in these claims, according to employment attorneys and legal scholars.
But you didnât leave.
No, I was fortunate that I wasn't one of the ones discriminated against.
That said, you still can't (and won't ever be able to) establish there were no vaccine mandates, that there is no difference between mandated and forced, and you don't understand the English language.