https://pic8.co/sh/MN83gB.jpeg They kept sending out memos as exemptions came in basically denying them before even processed. After the cut off they sent out this document. They’ve already denied at least one or two that liberty council helped draft. A sincerely held religious belief is just that, morals are different. If you’re religious, a sincerely held religious belief is a sin if you go against it, a moral isn’t. Right here if you’re catholic: >The Catholic Church opposes all forms of abortion procedures whose direct purpose is to destroy a zygote, blastocyst, embryo or fetus, since it holds that **"human life must be respected and protected absolutely from the moment of conception.** We can’t let them set the precedent on what’s a religious belief and a moral. Liberals are constantly trying to change definitions but we have to stop them this time. Even the eeoc states **that the definition of religion is broad and protects beliefs, practices, and observances with which the employer may be unfamiliar. Therefore, the employer should ordinarily assume that an employee’s request for religious accommodation is based on a sincerely held religious belief, practice, or observance** No where do they say redefine religion into a moral or conscientious belief. >**Title VII and COVID-19 Vaccinations** >K.12. Under Title VII, how should an employer respond to an employee who communicates that he or she is unable to be vaccinated for COVID-19 (or provide documentation or other confirmation of vaccination) because of a sincerely held religious belief, practice, or observance? (12/16/20, updated 5/28/21) **Once an employer is on notice that an employee’s 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. Employers also may receive religious accommodation requests from individuals who wish to wait until an alternative version or specific brand of COVID-19 vaccine is available to the employee. Such requests should be processed according to the same standards that apply to other accommodation requests**. >**EEOC guidance explains that the definition of religion is broad and protects beliefs, practices, and observances with which the employer may be unfamiliar. Therefore, the employer should ordinarily assume that an employee’s request for religious accommodation is based on a sincerely held religious belief, practice, or observance**. However, if an employee requests a religious accommodation, and an employer is aware of facts that provide an objective basis for questioning either the religious nature or the sincerity of a particular belief, practice, or observance, the employer would be justified in requesting additional supporting information. See also 29 CFR 1605. >**Under Title VII, an employer should thoroughly consider all possible reasonable accommodations, including telework and reassignment**. For suggestions about types of reasonable accommodation for unvaccinated employees, see question and answer K.6., above. **In many circumstances, it may be possible to accommodate those seeking reasonable accommodations for their religious beliefs, practices, or observances**.