Title 21, Section 360bbb-3 says that no employer may force employees to take a vaccine that is under Emergency Use Authorization.
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”) providing that appropriate conditions designed to ensure that individuals to whom the product is administered are informed: [emphasis added]
1. that the Secretary has authorized the emergency use of the product;
2. 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
3. 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. [emphasis added]
Djhj Media and Rich Welsh published a valuable step by step process you can follow to educate yourself regarding your rights at the place of your employment and we are sharing some of the most relevant parts. The source is from the work of Allan Stevo. Allan Stevo has been writing about personal liberty issues for 20 years.
“If your workplace is telling you that they are requiring you to get a COVID vaccine, the first thing you need to do is get ahold of your company’s vaccination policy. Like a handbook, a vaccination policy is a legal basis not only for the company but for every employee.
When you ask for a copy of the company policy for vaccinations, do so in a neutral tone. Don’t argue with a Human Resources Department or personnel person about mandates or any other opinion you may have. You simply want to have a copy of the policy to go over it yourself. Stevo says a good way to ask would be something in the neighborhood of, “Can you please provide me with our official vaccination policy complete with exemptions?”
Make sure that what they give you is the complete official corporate policy and not something that has been copied and pasted into a document with some bullet points from the official policy. You also shouldn’t accept a photocopied page from the employee handbook. If your employer is considering mandating vaccinations, then they owe you a copy of the official policy in its entirety. This, upon reading it, will become obvious that it was drafted by an attorney and then approved by company executives. Such a policy will almost always include a number of exemptions to the policy.
If your Human Resources Department doesn’t have the official policy readily available, that will buy you some time to do outside research of federal, state, and local laws concerning vaccination policies with employment.
When Human Resources comes through and delivers what they deem the official corporate policy, you should spend some quality time going over it. Sit down in a room free from distractions and read the entire thing, even the boring parts, because in many cases those are the most important parts. You want to take special care to look for the exemptions. Remove your biases and read the exemptions with a clear focus to see if you can use any or multiple exemptions the company lists.
Look for specific terms like “strongly urge” or “strongly encourage” instead of words like “require” or “mandatory.” What you may learn is that your company’s official policy offers a lot more flexibility with exemptions than what they are publicly announcing to employees. This is why it’s critical for you to get a copy of your company’s legally official vaccination policy are study it closely.
Once you have read the official policy and you believe you have found an exemption that you can take advantage of you need to invoke it by using very simple and non-threatening language. You can saying something like, “According to our company policy, I am exempt.” You can name the exemption by saying something like, “Under our company policy I am invoking a religious exemption.”
Allan offers an exemption letter that is ideal in that it doesn’t offer up any additional information that may be used against you to deny your exemption.
Thank you for sending the policy. After having reviewed it, I see that I qualify for an exemption that
I am hereby invoking. You’ve been so helpful with this. Thank you.
If the company asks you what your exemption is you can say things like, “That’s private” or “That’s a personal matter.”
Allan explains that religious exemptions are much more effective than medical exemptions. Medical exemptions, though real, can be watered down by legal terms to the point where your company can deny your exemption from their policy.
Religious exemptions, on the other hand, are more difficult to investigate or deny. In most cases, you don’t need to state if your exemption is religious or medical.
Remember this; it takes discipline to not offer up more information than you need to when speaking with anyone about your exemption. People tend to get nervous and they think by offering up details they will satisfy the big bad boss who is asking you questions about your exemption(s). It’s not true.
Do not give in and quit your job. There is always a way, even if you don’t see it at the moment when you start to doubt your success. Exemptions are available for a reason and they are there for good people. By requesting an exemption, you’re not doing anything wrong. You are doing what you believe is best for your health and wellbeing.
Stay polite with natural and professional tones. Practice at home if you want. Stay convinced you have the right to invoke an exemption because you do. And stay strong. The whole mandatory vaccination push could completely fall apart over the next six months or so. That may be all the time you need to save yourself from getting a vaccine that you don’t want to take.
Here are some other resources Allan Stevo provides on his websites:
Defending the Republic:
Peggy Hull/The Healthy American:
America’s Frontline Doctors:
Catherine Austin Fitts/Solari:
Good luck, and God Bless”, Rich Welsh via djhj media.