How long have you been a member of the faith or held this belief?

This question is not relevant to my religious accommodation.

Please provide the name and address of the church/place of worship you attend either in person or virtually?

This question is not relevant to my religious accommodation.

Please provide the name and contact information of a pastor or other senior member of that church/place of worship familiar with your membership? And/or a letter from a senior member of your faith organization.

This question is not relevant to my religious accommodation.

Please describe how your beliefs have limited your activities in the past related to vaccination. For instance, have you received other vaccines such as the flu vaccine or tetanus vaccine? If so, please describe how those vaccines differ from COVID-19 vaccination related to your religious beliefs?

This question is not relevant to my religious accommodation.

Please explain how your religious views differ from those of the leadership of your faith who support vaccination.

This question is not relevant to my religious accommodation.

Please explain how you align your religious views with those of the leadership of your faith who support vaccination.

This question is not relevant to my religious accommodation.

Here is your answer for every question below.

This question is not relevant to my religious accommodation and violates Title VII of the Civil Rights Act of 1964. Also, please note that an employee’s belief or practice can be “religious” under Title VII even if the employee is affiliated with a religious group that does not espouse or recognize that individual’s belief or practice, or if few – or no – other people adhere to it. Title VII’s protections also extend to those who are discriminated against or need accommodation because they profess no religious beliefs.

Forcing you to go through a verification process because of your religion is crystal clear "treating you differently" because of your religion. Do employees who do not file a religious exemption have to go through this process?

Source: https://www.eeoc.gov/laws/guidance/questions-and-answers-religious-discrimination-workplace

Title VII of the Civil Rights Act of 1964 prohibits employers with at least 15 employees, as well as employment agencies and unions, from discriminating in employment based on race, color, religion, sex, and national origin. It also prohibits retaliation against persons who complain of discrimination or participate in an EEO investigation. With respect to religion, Title VII prohibits:

• treating applicants or employees differently based on their religious beliefs or practices – or lack thereof – in any aspect of employment, including recruitment, hiring, assignments, discipline, promotion, and benefits (disparate treatment);
• subjecting employees to harassment because of their religious beliefs or practices – or lack thereof – or because of the religious practices or beliefs of people with whom they associate (e.g., relatives, friends, etc.);
• denying a requested reasonable accommodation of an applicant’s or employee’s sincerely held religious beliefs or practices – or lack thereof – if an accommodation will not impose more than a de minimis cost or burden on business operations; 1 and,
• retaliating against an applicant or employee who has engaged in protected activity, including participation (e.g., filing an EEO charge or testifying as a witness in someone else’s EEO matter), or opposition to religious discrimination (e.g., complaining to human resources department about alleged religious discrimination).

Also, you do not have to be a member of an organized group with a "pastor" to be religious according to Title VII:

1. What is “religion” under Title VII?

Title VII protects all aspects of religious observance and practice as well as belief and defines religion very broadly for purposes of determining what the law covers. For purposes of Title VII, religion includes not only traditional, organized religions such as Christianity, Judaism, Islam, Hinduism, and Buddhism, but also religious beliefs that are new, uncommon, not part of a formal church or sect, only subscribed to by a small number of people, or that seem illogical or unreasonable to others. An employee’s belief or practice can be “religious” under Title VII even if the employee is affiliated with a religious group that does not espouse or recognize that individual’s belief or practice, or if few – or no – other people adhere to it. Title VII’s protections also extend to those who are discriminated against or need accommodation because they profess no religious beliefs.

Basically, what they are asking violates Title VII. Period. If the persist after telling them to fuck off, find a lawyer who is organizing a class action lawsuit.

While I totally agree with what said, you're better off finding this out now, before you took the job. (And the jab.) Even if they accept "This question is not relevant to my religious accommodation." as an answer, do you want to work for a company that would put potential hires through this BS?

Pretty sure a lawyer could write up a basic religious exemption letter for cheap and you just use that instead. I've seen at least one video from a lawyer who said what it should contain and how to respond so the info is free online somewhere.

But that's not the point of getting a lawyer to do it. When a business recieves a letter addressed from a lawyer they know you have one and they don't want to deal with any future bullshit so they are less inclined to give you bullshit.

And no just saying you have a lawyer or will get one doesn't work because people say that all the time and don't actually do it.

Ask for the name of the company, contact names, and direct email addresses. Tell them this email looks like some sort of fishing scam and your IT has always instructed you to ask for direct contact information rather than respond to suspicious emails. We need to build a list of company names and individuals names for what comes next :)

Don’t respond

1. Since I was able to think for myself.

2. The religion of whatever.

3. MRNA is not a vaccine.

4. Give them your phone number or the phone number of an attorney.

5. No one supports MRNA.

6. No one supports MRNA.

5 and 6 are loaded questions as they assume every faith has leaders who are pro vax. 48 hours is not enough time for attorney review.

Sorry to hear of the difficulty.