IMPORTANT INFORMATION FROM AMY YOUNG
If an employee ASKS his employer for a religious exemption, he acknowledges that they have the right to force him to take any vaccine, and accepts that they can violate HIPAA laws by asking for his medical information, therefore he loses. The way out is to claim that they are discriminating against you based on your genetic composition (i.e., lack of vax mRNA). The letter I shared with Susan contained references to this law, but that part was taken out and only the questionnaire part was shared.
The laws that need to be cited are calGINA, HIPAA, and Title VII of the 1964 civil rights act.
Also noteworthy is the EEOC’s definition of harassment: “Harassment is unwelcome conduct that is based on race, color, religion, sex (including sexual orientation, gender identity, or pregnancy), national origin, older age (beginning at age 40), disability, or genetic information (including family medical history). Harassment becomes unlawful where 1) enduring the offensive conduct becomes a condition of continued employment, or 2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive.” https://www.eeoc.gov/harassment
cal/OSHA (https://www.dir.ca.gov/dlse/HowToFileRetaliationComplaint.htm) states that “Workplace discrimination complaints based on race, color, ancestry, religion, age (40 and over), disability, medical condition, genetic information, sex (including pregnancy), sexual orientation, marital status, military, and veteran status, or national origin (including language restrictions), should be filed with the Department of Fair Employment and Housing. here: https://www.dfeh.ca.gov/
Complaints about discrimination have to be investigated by the DOJ.
www.dfeh.ca.gov
DFEH | Dept Fair Employment & Housing
State of California