Tag: healthcare workers

  • Your Right to Choose to Decline Workplace Vaccination

    Several major Idaho employers, including St. Luke’s, St. Alphonsus, and Primary Care have stated that they will now discriminate based on their employees’ personal health choices. This is wrong and needs to be made explicitly illegal. The Governor of Idaho protected the jobs of State Employees from being affected by their COVID-19 vaccination status with Executive Order 2021-04, but this does nothing to protect those who work for someone other than the State of Idaho.
    No one should be forced to choose between keeping their job and undergoing a medical procedure that violates their bodily autonomy, especially one which lacks long-term data, has inherent risk, and is still only under experimental use authorization. 

    WE THE PEOPLE need to stand side by side with our healthcare professionals and NOT permit their employers to coerce them into vaccine mandates! Now more than ever, we need to rise up and say NO!


    Here’s what you can do: 


    1. VACCINE EXEMPTIONS IN IDAHO LAW ARE SPECIFIC FOR CHILDREN. The medical, philosophical, and religious exemptions we talk about all the time through HFI are only applicable to minor children, and only for school and daycare attendance.

    2. VACCINE EXEMPTIONS SHOULD EXIST IN YOUR WORKPLACE. Look into any possible exemption for adults with their employers are ones that may or may not be available through any given company. Please inquire with your employer. (Information regarding moral/religious exemption) Utilize the resources below.

    3. UNITE! You are strong, especially together. You have the God-given right to your bodily autonomy, and you have strength in numbers. Talk to each other. Here’s a Facebook group for healthcare workers: https://www.facebook.com/groups/377518550406136/

    TELEGRAM RESOURCE: #STOPTHEMANDATE

    4. RESOURCES ARE AVAILABLE: For detailed information about how to write a legally sound statement of religious beliefs opposed to immunizations, see the Vaccine Rights Manuals. This applies to exemptions for employees (civilian and military), student clinical work, immigration, and daycare and school exemptions in a couple of states. Free Printable Notice to Employer Letter found at Health Freedom Defense, Detailed Manual for purchase at Alan Phillips at Vaccine Rights.com, The Healthy American also has a how-to-write vaccine exemption material. Pacific Justice Institute has a 5 page write-up including quotes from the CDC about the inability of employers to mandate vaccines under EUA.

    Questions and Answers on the Covid-19 Vaccine
    Pacific Justice Institut    e
    July 2, 2021
    Question: Can my employer order me to be vaccinated against Covid (also referred to as
    COVID-19, novel coronavirus or SARS-CoV-2) and can they threaten to fire me if I do not
    comply?
    Answer: First, no one can force you to take the Covid vaccine, because it has not been
    approved by the Food and Drug Administration (FDA). The vaccine is currently being
    administered under the Emergency Use Authorization (EUA) because the vaccines were not
    studied for a sufficient time to ensure there are no long-term side effects. There are a number
    of authorities and resources you can cite that show you cannot be forced to take a vaccine.
    Consider the following four examples:

    1. The EUA itself, 21 U.S. Code § 360bbb–3, requires “. . . Individuals to whom the product
      is administered are informed— of the option to accept or refuse administration of the
      product, of the consequences, if any, of refusing administration of the product . . .”1
    2. Each person who is about to receive a Covid vaccine is given a fact sheet, which states in
      part: “WHAT IF I DECIDE NOT TO GET THE (insert drug company name) COVID-19
      VACCINE? It is your choice to receive or not receive the (insert drug company name)
      COVID-19 Vaccine. Should you decide not to receive it, it will not change your standard
      medical care.”2
    3. In the 2004 case of Doe v. Rumsfeld,
      3 plaintiffs challenged the government’s Anthrax
      Vaccination Immunization Program (AVIP), because anthrax vaccine adsorbed (AVA) had
      never been approved by the FDA as a safe and effective drug for protection against
      inhalation anthrax. Yet the government was forcing military personnel to take the
      vaccine. The United States District Court for the District of Columbia issued an injunction
      1 See, 21 U.S. Code § 360bbb–3 – Authorization for medical products for use in emergencies. Subsection (e)(1)(A)(ii) 2 See, https://www.cdc.gov/vaccines/covid-19/eua/index.html. 3 Doe v. Rumsfeld, 341 F. Supp. 2d 1, 2004 U.S. Dist. LEXIS 21668.
      visit Pacific Justice Institute to download your complete copy.
    Print/Forward this Letter from Attorney from American Frontline Doctors to Saint Alphonsus Regarding Vaccine Mandates. Download it below.
    2021-07-09-Letter-to-Saint-Als-v-4-Redacted-1Download
    2021-07-13-Letter-to-Saint-Lukes-v-2-1Download

    5. USE THE ‘NOTICE TO THE EMPLOYER‘ PROVIDED BY HEALTH FREEDOM DEFENSE
    Health Freedom Defense has a one-page notice that clearly delineates that a COVID VACCINE MANDATE is in violation of the federal statute. Health Freedom Defense Fund can send a cease and desist letter and possibly initiate further legal action. In addition Contact Health Freedom Defense regarding your situation. Submit your information including your explanation of the situation, the company name and address, the name of the CEO of the company, and his or her email address can be emailed to info@healthfreedomdefense.org.  

    6. FILE A COMPLAINT
    File a complaint with Idaho Human Rights Commission https://humanrights.idaho.gov/Idaho-Law/Contexts/File-a-Complaint.

    7. SHARE YOUR SITUATION WITH ELECTED OFFICIALS
    Let your representatives in the government know how this mandate is affecting your employment, livelihood, and bodily autonomy. Explain the discrimination and ask for them to intercede. We also ask that you include HFI in your correspondence so that we can have a collection of correspondence to share with liberty-minded legislators and legal teams that are working to support freedom.

    Have you been discriminated against at work because of your decision to take the shot or not? Has your place of employment forced you to wear a mask or risk losing your job? If so, please share your story or affidavit with the email below. Please include your first name, phone number, and zip code. nomorevaccinationdiscrimination@protonmail.com

    EASY COPY AND PASTE EMAIL LIST:

    nomorevaccinationdiscrimination@protonmail.com, SBedke@house.idaho.gov, governor@gov.idaho.gov,
    *be sure to look up your legislators to email them as well as your company CEO 

    THE HEALTH ORGANIZATION CEO

    8. ASK FRIENDS AND FAMILY TO SUPPORT YOU.
    Have friends and family correspond with their legislators, the Governor, and the Speaker of the House, and your employer about the fact that as patients they want the healthcare staff to have bodily autonomy.

    9. JOIN US as WE STAND IN PROTEST TO VACCINE MANDATES FOR OUR HEALTHCARE WORKERS
    hosted by American Frontline Doctors and Health Freedom Idaho
    JULY 19, 2021
    Location: St. Lukes on Eagle Road in Meridian
    4:00 pm – 6:00 pm

    Each one of us must take a stand for sovereignty and bodily autonomy
    CITIZENS WEAR ROYAL BLUE
    HOSPITAL STAFF/EMPLOYEES WEAR BLUE SCRUBS

    10. PRAY! If you are a praying individual NOW would be the time to get on your knees and pray for wisdom and strength for our healthcare workers and other employees who are faced with what could be a life/death job/termination decision for their families. Prayers for our employers, the business owners, government officials, and leaders in the community to make the right decision to protect liberty, bodily sovereignty and to protect the rights of individuals to make their own personal healthcare choices without coercion.

    Your right to bodily autonomy is a God-given right protected by our Federal Statues, Idaho Constitution, and numberous Idaho laws.

    Federal statutes: VACCINE UNDER EMERGENCY USE AUTHORIZATION.

    “What people don’t understand is that every single one of those products was issued under something called an Emergency Use Authorization. It is a Federal Code under the Food, Drug, and Cosmetic Act, which grants the Secretary of Health and Human Services the authority to grant the EUAs. The EUA statute specifically says, “Individuals to whom the product is administered are informed that the Secretary has authorized the EUA. They must be informed of the known and potential benefits and risks of such use and of the extent to which such benefits and risks are unknown. Most importantly, of the option to accept or refuse administration of the product.”
    – Interview with Leslie Manookian, Health Freedom Defense

    Regarding compulsory COVID-19 requirement imposed upon an employee violates federal law.
    1 Title 21, Section 360bbb-3 of the Federal Food, Drug, and Cosmetic Act (the “FD&C Act”) vests the Secretary of Health and Human Services with the permissive authority to grant Emergency Use Authorizations (“EUAs”). However, the statute requires that: individuals to whom the product is administered are informed— (I) that the Secretary has authorized the emergency use of the product; (II) of the significant known and potential benefits and risks of such use, and of the extent to which such benefits and risks are unknown; and (III) of the option to accept or refuse administration of the product, of the consequences, if any, of refusing administration of the product, and of the alternatives to the product that are available and of their benefits and risks.

    “BREAKING NEWS: FDA updated the EUA Fact sheet for all 3 Covid vaccines to let people know that you have a CHOICE to get or not get the vaccine. Attorneys across the US are saying forcing someone to get one to attend college or keep your job violates the federal common rule.”
    Johnson & Johnson: https://www.fda.gov/media/146305/download
    Pfizer:https://www.fda.gov/media/144414/download
    Moderna:https://www.fda.gov/media/144638/download


    CIVIL RIGHTS & DISCRIMINATION
    The Americans with Disabilities Act [ADA] and Title VII of the Civil Rights Act of 1964
    Title I of ADA Title I of the ADA applies to private employers with 15 or more employees. It also applies to state and local government employers, employment agencies, and labor unions.

    All nondiscrimination standards under Title I of the ADA also apply to federal agencies under Section 501 of the Rehabilitation Act. The Equal Employment Opportunity Commission (EEOC), which enforces these federal civil rights laws in employment, has issued guidance on COVID-19 and vaccination policies. The Americans with Disabilities Act [ADA] and Title VII of the Civil Rights Act of 1964 are relevant to employers or lawmakers crafting vaccination requirements. EEOC provides examples of potential reasonable accommodations.  Examples of a “reasonable accommodation” for employees who cannot comply with a vaccine mandate because of a disability; religious belief, practice or observance; or pregnancy include requiring the unvaccinated employee to:

    • Wear a face mask at work
    • Work at a social distance from co-workers or non-employees
    • Work a modified shift
    • Get periodic COVID-19 tests
    • Work via a provided telework arrangement
    • Accept a reassignment 

    SOURCE: COVID-19 Vaccination Requirements: Potential Constraints on Employer Mandates Under Federal Law https://crsreports.congress.gov/product/pdf/LSB/LSB10573

    IDAHO PROTECTIONS

    Idaho Constitution Art 1 Sec 4: “The liberty of conscience hereby secured…” and no person shall be denied any civil or political right, privilege, or capacity on account of his religious opinions;
    IDAHO STATUTE PROTECTS HEALTHCARE WORKERS FROM DISCRIMINATION.

     Idaho Medical Consent and Natural Death Act allow any person within the state of Idaho to choose which medical treatments to receive or refuse. I.C. § 39-4501 et seq.  

    LEGISLATURE.IDAHO.GOV Section 18-611 FREEDOM OF CONSCIENCE FOR HEALTH CARE PROFESSIONALS
    18-611 (3) Employers of health care professionals shall reasonably accommodate the conscience rights of their employees as provided in this section, upon advanced written notification by the employee. Such notice shall suffice without specification of the reason therefor. It shall be unlawful for any employer to discriminate against any health care professional based upon his or her declining to provide a health care service that violates his or her conscience unless the employer can demonstrate that such accommodation poses an undue hardship.


    RESOURCE INFORMATION: hfi.designbyparrish.com/workplaces-mandating-abortion-tainted-covid-19-vaccines/

    LEGISLATURE.IDAHO.GOV Section 39-9003 IDAHO HEALTH FREEDOM ACT

    39-9003 (2)  It is hereby declared that the public policy of the state of Idaho, consistent with our constitutionally recognized and inalienable rights of liberty, is that every person within the state of Idaho is and shall be free to choose or decline to choose any mode of securing health care services without penalty or threat of penalty by the federal government of the United States of America.
     Additional Information and Resources regarding risk, statistics, and the science (that is currently being censored by mainstream media)

    Informed Consent

    The EUA (emergency use authorization) statute specifically says, “Individuals to whom the product is administered are informed that the Secretary has authorized the EUA. They must be informed of the known and potential benefits and risks of such use and of the extent to which such benefits and risks are unknown. Most importantly, of the option to accept or refuse administration of the product.”

    www.c19vaxreactions.com is a place to network and see others having the same symptoms, that have been injured by this vaccine.

    These hospital mandates are likely a death sentence for some of your employees as shown by the table above.
    Note that over 9,000 deaths have been reported to and compiled into the VAERS  system.
    Have you confirmed which employees have already contracted “the virus” and are now immune? 

    LIABILITY FREE PRODUCTS

    On February 4, 2020, the Secretary of HHS invoked the Public Readiness and Emergency Preparedness act (PREP Act) and declared COVID-19 to be a public health emergency, warranting liability protection for covered countermeasures, which includes vaccination. If an individual is injured or killed by a COVID-19 vaccine, the manufacturer cannot be held liable per the PREP Act. The only possible recourse should you or a loved one suffer injury or death is to pursue compensation through the Countermeasure Injury Compensation Program, which has a difficult threshold for proving a relationship between an injury and the vaccine, a short statute of limitations, no avenue for appeals and doesn’t pay damages for pain or suffering.

    The liability exempt status for vaccine manufacturers is not new. Pharmaceutical companies have enjoyed their liability-free status for all vaccinations on the CDC schedule since the passage of the National Childhood Vaccine Injury Act of 1986. After large numbers of lawsuits were brought forth for injuries and deaths resulting from the DPT vaccine, Congress passed the National Childhood Vaccine Injury Act to protect pharmaceutical companies from liability specifically for vaccines. No other product or industry is protected from liability for injury and death in this way.

    Without any liability, what incentive is there to ensure the vaccine is as safe as possible? Will the employer requiring vaccination be held liable for injury and/or death?

    ADDITIONAL RESOURCES

    Health Freedom Defense Fund

  • Healthcare Employee: Your Right to Vaccine Exemption

    Hundreds of healthcare workers requested information about the discrimination they are facing in the workplace due to mandated vaccinations. These individuals are being terminated from employment over a medical procedure that violates their conscience or moral belief. 

    The very unfortunate reality is that our health freedoms are under attack in our country. The choice to be vaccinated or not as an adult should be a private decision, but now our vaccination status has become a condition for employment at many hospitals.

    Those who fight for a religious or medical exemption are often denied due to strict interpretations by hospital policy administrators. The assistance of a vaccine lawyer is often required to successfully utilize exemptions that hospital policies will allow. Placing dedicated hospital employees in the difficult position as of either submitting to a dangerous medical procedure or face being fired is unethical and unfair.

    While the federal government cannot restrict or enforce vaccine mandates they can protect individuals facing discrimination by their employers. 

    In January 2018, the current administration established division of the Department of Health and Human Services (HHS) that was designed “to restore federal enforcement of our nation’s laws that protect the fundamental and unalienable rights of conscience and religious freedom” and specifically provides oversight to those organizations that receive federal funding. This new department is called the “The Conscience and Religious Freedom Division” Reference: https://www.hhs.gov/conscience/conscience-protections/index.html

    “Conscience protections apply to health care providers who refuse to perform, accommodate, or assist with certain health care services on religious or moral grounds.”

    In addition, the Federal Government offers protection from religious discrimination to employees under the Equal Employment Opportunity Commission (EEOC).

    In an effort to support our healthcare employees, Health Freedom Idaho hosted an educational seminar with attorneys Alan Phillips J.D. and Colton Boyles to help support the healthcare community by providing information about civil rights and the process to file complaints with the proper authorities when those rights are violated.

    Three Steps to Preserving Your Civil Rights

    1. START – With Hospital/Administration Policy Makers

    There are steps you need to take prior to termination in order to protect yourself. Start by submitting an attorney drafted letter requesting religious accommodation for vaccine exemption and providing the hospital/entity with information regarding their civil rights violations. It is easier to attempt to change your hospital/employers internal policy towards protecting the civil rights of employees and ultimately affecting you and your co-workers in a positive manner.

    2. NEXT – File With the New HHS Department

    What is the consequence to the employer who participates in moral/religious discrimination?

    An entity receiving federal funding through HHS has the potential of losing the federal funding if they violate an individual’s right for religious or moral conscience. This could be an opening to ensure that all vaccine coercion at a state level is stopped from a federal level.  Alan Phillips J.D. said that it appears that the rules updated November 2018 do NOT EXCLUDE vaccinations.

    Christiana Hilderbrand of a Voice for Choice Advocacy shared earlier this year that the new Conscience and Religious Department of the HHS might afford an opportunity for employees to be heard on matters of religious discrimination from ‘immunization policies’ in the workplace for those organizations/employers receiving HHS funding. (See her video here).

    Kent Heckenlively, JD commented on the new HHS Department with encouraging words: 

    “The lawyer in me recognizes expansive legal language and my little litigator’s heart rejoices with the arguments I can spin from it.” 2

    How can you know if your employer is receiving federal funds?

    There are very few organizations that do NOT receive federal funding from of one of the numerous programs offered by HHS.

    Has your conscience or religious freedom been violated?

    Complaints filed earlier this year are currently being reviewed. It is critical for those who have experienced discrimination to file a complaint.

    HHS Office for Civil Rights, Director Roger Severino said,

    “Law protecting religious freedom and conscience rights are just empty words on paper if they aren’t enforced.  No one should be forced to choose between helping sick people and living by one’s deepest moral or religious convictions, and the new division will help guarantee that victims of unlawful discrimination find justice.  For too long, governments big and small have treated conscience claims with hostility instead of protection, but change is coming and it begins here and now.”

    How do I file a complaint?

    The process is rather straightforward. Gather specific information, names, dates about the situation and fill out the online form. 

    How Long Does The Process Take?

    Many have filed complaints, but few have heard a response back. Some individuals have indicated that they received word back that their complaints have been received by the HHS with an investigation pending. To date, no denials have been issued regarding vaccine mandates in the workplace.(Note: Mr. Phillips requested that you share with him directly information on the subject should you receive an approval or denial on your HHS claim contact him at VaccineRights.com  Sharing relevant information will help strengthen our stand.)

    Is Filing With HHS the Only Course Of Action? No, Says Alan Phillips J.D.

    Alan Phillips, the nation’s leading vaccine rights attorney, speaks with authority about vaccine exemptions in the workplace. He started the event reminding us that if you speak out against corruption, you risk being attacked. If you stay silent, it is certain we will all be attacked.

    Alan shared his expertise with the audience regarding vaccine exemption discrimination in the workplace.

    So How Do We ‘Stand Together’?

    Mr. Phillips feels that the HHS may not be the most productive place to file a complaint as an employee. As a new department, it doesn’t seem to follow it’s internal rules and may be inconsistent in how they approach cases. He filed two complaints with the department and hasn’t heard back on either. However he explained further, 

    “The worst thing that could happen if you file a complaint of employment discrimination with the HHS is you will receive a letter back saying ‘we can’t help you.’

    3. File A Complaint With the EEOC: The Best Opportunity To Be Heard 

    The Federal Department that has long handled discrimination cases is the Equal Employment Opportunity Commission (EEOC). 

    • To preserve the ability of EEOC to act on your behalf and to protect your right to file a private lawsuit, you should contact EEOC promptly when discrimination is suspected: The U.S. Equal Employment Opportunity Commission (EEOC), 1-800-669-4000 (toll-free) or 1-800-669-6820 (toll-free TTY number for individuals with hearing impairments) or go to www.eeoc.gov.

    Colton Boyles, associate with the Davillier Law Group in Sandpoint, Idaho, provided information about religious discrimination in the workplace by reading from the EEOC compliance manual found on their website:

    “Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against individuals because of their religion (or lack of religious belief) in hiring, firing, or any other terms and conditions of employment. The EEOC definition of ‘religion’ typically concerns ultimate ideas about life, purpose, and death.”

    A recent case of religious vaccine exemption denial and how the EEOC and DOJ both got involved.  

    Ms. Williams was terminated from employment at a nursing home that mandated flu shots because her employer refused her request for religious exemption. On October 24, 2016, Williams met with Campus Administrator Ralph Luedtke, the Center’s highest-ranking official, and requested a religious exemption from its mandatory vaccination policy. In their meeting, Williams explained that she had a religious belief stemming from her interpretation of the Bible that prohibited her from putting certain foreign substances, including vaccinations, in her body because it was a “Holy Temple.” Williams told Luedtke that she believed that receiving a vaccination would violate that religious prohibition. Luedtke told Williams that if she did not receive a vaccination she would be terminated. Specifically, Luedtke told Williams that if she did not get the shot, “Consider this your last day.”

    Ms. Willliams had provided a letter ci the Bible and from friends and relatives citing the sincerity of her belief. The official refused to accept the letter and Williams submitted to the flu shot in order to maintain her employment. The DOJ concluded that the Center could have reasonably accommodated Williams’ religious objection to receiving the mandatory flu shot. The Center’s refusal to allow Williams to verify the sincerity of her religious exemption request by using something other than a letter from a clergy member was unjustified. In fact, since Williams filed her charge, the Center changed its policy and no longer requires a letter from a clergy leader to obtain a religious exemption to the flu vaccination requirement. The Center is a public, non-religious employer. The requirement that the letter be from a clergy leader was not necessary for the Center’s business purposes and was not related to the Center’s business operations.

    FILE A COMPLAINT SOONER RATHER THAN LATER. If you are discriminated against, time is of the essence!  You have a window of 180 days.

    Mr. Phillips explains that an employer (with 15 or more employees) is under obligation from the Federal Government to adhere to the civil rights act of 1964. 

    “You request a religious exemption, whether or not your employer offers it. You request it and that triggers their legal obligation to accommodate it. They have to accommodate you unless they can prove it will cause them ‘undue hardship’. What that usually means, it’s going to cost them a lot of money.”

    “Title VII requires an employer, once on notice that a religious accommodation is needed, to reasonably accommodate an employee whose sincerely held religious belief, practice, or observance conflicts with a work requirement, unless doing so would pose an undue hardship. Under Title VII, the undue hardship defense to providing religious accommodation requires a showing that the proposed accommodation in a particular case poses a “more than de minimis” cost or burden. Note that this is a lower standard for an employer to meet than undue hardship under the Americans with Disabilities Act (ADA) which is defined in that statute as “significant difficulty or expense.”

    Mr. Phillips said that in all the 500 cases he’s been involved in the past seven years, not a single employer has claimed undue hardship due to an exemption of the flu shot by employees.

    When an employee requests a religious accommodation, the employer has an obligation to provide that to the employee. Time is of the essence! EEOC Title VII of the Civil Rights Act (Title VII) charges must be filed with EEOC within 180 days of the alleged discriminatory act.

    Again, to preserve the ability of EEOC to act on your behalf and to protect your right to file a private lawsuit, you should contact EEOC promptly when discrimination is suspected: The U.S. Equal Employment Opportunity Commission (EEOC), 1-800-669-4000 (toll-free) or 1-800-669-6820 (toll-free TTY number for individuals with hearing impairments).

    Fortunately for now, the majority of hospitals appear to recognize a Title VII right for their employees to refuse vaccines for religious reasons, and most of the healthcare worker have been successful in refusing vaccines and keeping their jobs without facing the decision of whether or not to sue. As long as you avoid the legal pitfalls and your employer has a religious exemption policy, there’s a good chance of success.

    What Is the WORST Thing You Can Do When Filing For a Religious Accommodation?

    Mr. Phillips reiterated that the worst thing an employee can do when requesting a religious accommodation is to mention vaccine harm.

    The last thing you want to do on a statement of religious beliefs is mention that vaccines are harmful because that’s a medical issue. It’s not about whether they ARE or AREN’T harmful. That’s a question, according to the courts and the law anyway, that’s going to be ultimately answered in science. So that is NOT A PROTECTED RELIGIOUS BELIEF.

    Exemption Policies That Violate Civil Rights

    • What if my employer has a “religious exemption” but I have to get “clergy support” (e.g. a letter from a minister stating it is against my organized religious beliefs)? That is a blatant violation of civil rights! You do NOT have to be a member of a religious organization. 
    • Religious Exemptions for the Non-Religious Individual. You don’t have to believe in a western theological deity! In fact, an atheist can have a firmly held belief against the animals use in vaccines and have their vaccine exemption protected under the protection against “religious discrimination.”

    WATCH OUT FOR LEGAL PITFALLS!

    The definition of “religion” in terms of the law is different than the “common sense” idea of religion. Mr. Phillips warns the viewer, “If you are in a situation in the employment arena where you have to state your beliefs, do your research and hire an attorney to draft your letter that is legally sound.”

    You can’t “unsay” statements. Once you put it out there, you are pretty much stuck with it. The safest thing is to consult a knowledgeable attorney in order to protect your right to vaccine exemption so that you can approach this from the start from a legally sound place. That’s going to give you the best chance of succeeding in your goal of exemption.

    Alan Phillips reiterates this point on his website vaccinerights.com

    “The two best ways to make informed decisions on vaccine exemptions and waivers are to consult an experienced attorney, and/or purchase The Authoritative Guide to Vaccine Legal Exemptions e-book. Beware of Internet advice. Even highly reputable sites, including those of alternative medical doctors and vaccine book authors, provide information about vaccine rights that is usually a mixture of accurate and inaccurate information. Some who have relied on anti-vaccine websites have lost exemption rights unnecessarily. If it doesn’t come from an attorney experienced in this area of the law, beware! “

    Attorney Phillips has assisted clients and other attorneys around the country with vaccine exemption and waiver matters. Thank you to the attorneys that participated in our educational seminar. They invite you to contact them with further questions or concerns.

    It won’t be easy to stand against corruption. They are starting with the healthcare community but it won’t stop there. Mr. Phillips reminds us that if enough of us stand together, the tide can be stopped.
     

    References: 

    1 More Information from Christina Hilderbrand on the HHS Complaint https://hfi.designbyparrish.com/complaint

    2 http://bolenreport.com/president-trump-drops-nuclear-bomb-vaccine-mandates/?fbclid=IwAR1BZ-cmVp9yXN_ob967GAZzi565q6eipcDyzXwI_c11T5Aue7_AEd6ijwc

    Court Cases:

    United States vs OZAUKEE COUNTY, WISCONSIN, Case 2:18-cv-00343-DEJ Filed 03/06/18 https://www.laborandemploymentlawcounsel.com/wp-content/uploads/sites/224/2018/03/US-v-Ozaukee-Cty-No18-cv-00343-ED-Wis-COMPLAINT-3-6-18.pdf

    NORTH CAROLINA NEWS – MISSION HOSPITAL AGREES TO PAY $89,000 TO SETTLE EEOC RELIGIOUS DISCRIMINATION LAWSUIT

    https://www.stl.news/north-carolina-news-mission-hospital-agrees-pay-89000-settle-eeoc-religious-discrimination-lawsuit/66851/

    CASE: https://www.stl.news/wp-content/uploads/2018/01/EEOC-v-Mission-Hospital-Complaint.pdf

    EEOC Religious Discrimination in the Workplace

    https://www.eeoc.gov//policy/docs/qanda_religion.html