Then you politely and firmly inform them that you have an *individual*, sincerely held religious belief that you are not to take the so-called "Covid-19 Vaccine". Pursuant to Title VII and the First Amendment to the Constitution, it is unlawful to discriminate against applicants upon the basis of religion. This includes mandating experimental medical procedures which violate their sincerely held religious beliefs. This also includes coercive and humiliating "testing" of healthy applicants while not "testing" applicants whose religious beliefs allow them to receive the "Covid-19 Vaccine", as that constitutes unlawful discrimination on the basis of religion. Cafeteria religiousity needs to stop. If you are religious you need to take it seriously. You absolutely refuse, you create a clear paper trail reiterating Title VII and the 1st Amendment, and then you involve EEOC and litigate if they dont play ball. I know that's more than a token amount of effort, but you have to take it seriously. Think of it as the level of WTF and litigation you'd see if they only hired white people, or demanded you get a letter from your church showing your family's marriage records going back the past four generations to prove you were 100% white, or demanded only black employees undergo weekly contagious disease testing, or similar racial discrimination rather than it being about religioun. Employment law attorneys would sue them into bankruptcy and everyone with a sincerely held religious belief needs to be just as zealous about their beliefs. Not rude and shouting on street corners, but polite, firm, obsessively documenting, and calmly involving EEOC and lawyers if needed. Employers may be NPCs, but HR is rarely retarded enough to charge the machine gun nest of Title VII because the burden of proof is very much on the employer to show that a reasonable accomodation for religion is unduly burdensome. E.g. observant Jews wont work from sundown Friday to sundown Saturday. That's 24 hours of unavailability every week that Title VII absolutely protects unless the employer can show it's unduly burdensome (e.g. Bob's Bait Shop is literally only open on Saturday). Proving an employee with no jab is an undue burden for the employer...for a 99.99% survivable disease *which the employer has no evidence you have*...is an insurmountable barrier even if the employer can prove the jab is effective (which it isn't).