It’s going to turn employees against employers and only lawyers will win in the end. >**"As an employer, you can inquire whether an employee has a sincerely held religious belief. It's just kind of a fraught investigation**," said Brian Dean Abramson, an author and specialist in vaccine law. >The standard of "undue burden" means businesses must accommodate religious beliefs unless it poses an "undue burden", either financially or in terms of safety. >In other words, **those who refuse the vaccine will need to submit to weekly testing and constant masking. Should they fail to keep up with either, they could be at risk for termination**. >**Burgo said businesses should assume that employees seeking an exemption sincerely hold their beliefs**. She said the bigger challenge can be accommodating those exemptions which the employer can refuse if it results in an "undue burden" on workplace safety and efficiency. >Brett Horvath cited religious beliefs when he refused a tetanus, diphtheria, and pertussis vaccine in 2016 that was required by the City of Leander Fire Department in Texas where he worked as a driver and pump operator. >**The department gave him a choice. Instead of being vaccinated, he could wear a mask and submit to testing or switch to a job in code enforcement with hours that were less convenient. He refused and was fired**. Given two choices, he should’ve took one, he should’ve known the courts are compromised. >He sued and last year the 5th Circuit U.S. Court of Appeals upheld the dismissal, finding the face mask requirement accommodated his religion while allowing him to perform his job. Of course he lost.