Employee Mandate Resources

Welcome to the help and resource page for employees who are feeling pressure from their employer to get any kind of vaccination or other medical procedure.

Note that I am not a lawyer, so check in with your lawyer on this information. 

While I’m not a lawyer, I am a research nerd, so I’m good at digging stuff up and finding the truth (most of which did come from lawyers in this case). 

Take heart! Employers cannot force this on you or mandate it in any way for continued employment. Our constitution stays so. That is what “inalienable rights” mean. You have an inalienable right to be in charge of your body and your health. No employer, State or Federal government (including OSHA), or law enforcement officer overrules you. Period.

Our politicians know this and publicly admitted it over and over until Biden went back on his word in September of 2021. Then they all changed their tune, but the law and constitution didn’t change.

See for yourself in the video below:

Now let’s get started on your journey to protect your health, rights, and liberty.

First, let’s start with some helpful facts:

Title 7 Of The Civil Rights Act Of 1964 explains why employers may not discriminate against employees who do not follow government mandates (which are not actually law). It also discusses a hostile work environment, harassment, and more, for employers who do choose to illegally attempt to enforce those mandates. Your employer also cannot have a company policy that violates this law. For employees who notify their employer of a religious exemption, section 12 specifically protects them, and then scroll down that page to see all the lawsuits already won by employees in related cases.

You Have A Legal Right To Be Properly Informed before you consider granting your consent. Your employer is obligated to satisfy the legal requirements for informed consent by answering any questions employees have (scroll down for the list of questions). Any employer who attempts to mandate a medical procedure is responsible for satisfying the requirements for informed consent and documenting it properly as an arbiter of the mandate.

You Have Protections Under International Law: Any employer coercing their employees into taking an experimental biologic is in direct violation of The Nuremberg Code of 1947, which was specifically created to put ethical restrictions on future medical experiments, following the Nazi war crime Nuremberg trials.

If You Are A Member Of A Union, mandates constitute a change to the collective bargaining agreement (CBA) that establishes the professional relationship between employer and union labor. Any changes to the CBA without the consent of the union are employer violations of contract law.

All Current Vaccines Are Still Experimental, so under 21 U.S. Code § 360bbb–3, mandating the use of experimental products is prohibited (a.k.a. illegal). No employer or government agency can legally mandate experimental vaccines that are still in clinical trials, including the “approved” Pfizer vaccine, which isn’t even available yet, under the “approved” brand Comernity.

REMINDER: The FDA “approved” a FUTURE product named Comirnaty that currently is unavailable. All vaccines being currently administered are still the same experimental formulas that are in clinical trials. As such, what is available at this point is still only AUTHORIZED under Emergency Use Authorization – NOT APPROVED.

Next, here are some recommended steps to take with your employer, based on my research, to protect yourself and your job. These steps can also help you take a stand for your rights and liberties as a free citizen of the United States.

  1. Do Not Quit Under Any Circumstances! Instead, elongate the process and document every communication with your employer via email. Do not attempt to communicate verbally as that would have no substance should you need to go to court. If they insist on a verbal meeting, inform them it will be recorded. In most states, you only have to tell them you are recording. They don’t have to agree. This is why phone companies simply tell you it may be recorded and don’t phrase it in the form of a request for permission.
  2. Ask Your Employer The List Of Questions Below via Email. Since your employer will be unable to answer each of the questions below, then informed consent has not been satisfied under the law and your right to refuse is valid.
  3. Send The Constructive Notice And Warning To Your Employer via Email. Your employer likely doesn’t actually know about the laws against enforcing mandates, so to make sure they are informed and to make your case stronger in court later, start with a simple email saying something to the effect of, “You may not be aware of the laws regarding medical mandates and the related liability exposure to the company for enforcing them, so I wanted to make sure you knew because I don’t want anything bad to happen to this company! Attached is a notice outlining those risks and also the summary of that notice, to make it easier to understand.” Then download this notice and this summary as PDFs and attach them to that email. Next, print the notice and summary, along with this cover letter (which you can customize), and send via certified mail. Make a copy for yourself too, for your lawyer, in case a lawsuit is necessary later. KEEP ALL DOCUMENTS YOU SEND AND RECEIVE VIA EMAIL AND THE MAIL. For email, forward correspondence to a different email outside your company email system. For regular mail, keep a file folder or binder. This will make things so much easier for your lawyer if needed later, and it’s evidence, which judges absolutely love.
  4. Notify Your Employer via Email That You Are Declining the experimental vaccine because they were unable to satisfy their legal requirement to fulfill informed consent and prove its safety and efficacy (by not answering the list of questions below). As a result, you can state that you are now following the guidelines of the equal employment opportunity commission (EEOC section 12) which states that employers are required to honor sincerely held religious belief exemptions.
  5. Turn In Your Personal Belief/Religious Exemption via Email. Do not “submit” it. This is a notification. Then tell them you will be looking forward to hearing back on how they will be making reasonable accommodations per EEOC section 12 for you if necessary. You’re not asking anyone for an exemption, you’re already exempt. What you’re asking about is what accommodations they will be providing you because of your exemption. Next, if they attempt to force you to “prove” your faith, you are not required to do this. That is protected under the United States Bill Of Rights and EEOC section 12. Your employer doesn’t get to “approve” your exemption or not. They are legally required to accept it and then, in turn, provide reasonable accommodations under the law. Scroll down to the bottom of this page for a link to examples of letters to send for different situations. If you are still required to complete an exemption form from your employer, go ahead and do it AFTER you have emailed these documents and sent them certified mail. Click here to see the video explaining more steps in that case.
  6. Notify Your Employer via Email that any attempt to terminate your employment will be viewed as a wrongful termination based on illegal religious discrimination or medical discrimination (depending on which exemption you submit). If you feel that a hostile workplace is being created, or discrimination is being experienced, you will first file formal complaints with local and federal offices, and if necessary, will defend yourself in court to the fullest extent of the law.
  7. If You Have a Work Contract Ask To See The Section You Signed that allows for vaccine mandates or testing, via an email back to you. If no contract, ask to see the official company policy and the date it was officially entered into the company policy documents via an email back to you (announcements and mass emails don’t count). Note: even if you don’t have a contract with your employer, and they just created a new company policy, you still don’t have to comply because creating a policy that violates federal law is illegal.
  8. File A Hostile Workplace Complaint with your State agency and the EEOC if you feel any undue pressure. Then document as many occurrences as possible with recordings or emails.
  9. File A Discrimination Complaint (medical, or religious, or both) with your State agency and the EEOC if you feel any discrimination. Then document as many occurrences as possible with recordings or emails (your lawyer will absolutely love you for following these steps – especially the last two – which makes lawsuits much easier to win if you are fired).

Do not submit to testing either. This is also a medical procedure they are not allowed to mandate. You can also ask what accommodations they will be providing you if you choose to refuse testing. Do not ask IF they will be making accommodations. Ask WHAT accommodations they WILL be making for you.


Many employers ignorantly contend that your right to refuse is invalid due to the recent FDA “approval.” As stated above, what the FDA actually approved was a product (Comirnaty) that is currently unavailable. Even if it was available, informed consent still must be fulfilled before any vaccine can be administered as the arbiter of the mandate.

Here is the list of statements and questions to submit to your employer in order to fulfill their legal obligation of informed consent (click here to see source):

  1. I’m sure you are aware of my right to medical privacy. If I elect to get the shot, will my right to keep my vaccination status private be honored?
  2. Who is liable if I get injured from the vaccine or I am unable to work? How long will it take me to receive injury compensation?
  3. Will my consent to get the shot terminate my life insurance policy or any benefits I may be entitled to if I’m injured or killed by these experimental vaccines still in clinical trials?
  4. Can you please provide the full breakdown of post-inoculation death and injury reports in the federal Vaccine Adverse Events Reporting System (VAERS) and any other surveillance systems? ​How many people have been permanently disabled? How many people have experienced life-threatening events? How many people have been hospitalized? How many people have needed urgent or emergency care? How many babies have been miscarried?
  5. What is the potential gain of benefit vs risk of injury in my age demographic if I get the shot? What are the specific benefits if I get the shot? What are the specific risks? Is there a risk of death or permanent disability if I get the shot? What are the other current warnings for each experimental vaccine?
  6. If I’m injured, how do I ensure a healthcare professional reports my injury to VAERS?
  7. What long-term data (36+ months) is available on how many people have developed autoimmunity, infertility, or similar debilitating conditions after getting the shot?
  8. Which federal laws prevent me from suing vaccine manufacturers in civil court? Am I able to sue the government for injuries or are they protected through the current Emergency Use Authorization?
  9. Can you provide a complete ingredient list for the shot? Which ingredients are carcinogenic, mutagenic, or teratogenic? Which of them have been classified as toxins, poisons, or dangerous for human consumption by the US EPA and/or International Agency for Research on Cancer (IARC)?
  10. Will this shot protect me against all variants?
  11. Can I still get COVID and transmit the infection even if I’m fully vaccinated?
  12. What is antibody-dependent enhancement (ADE)? How will I know if I am experiencing it? Is ADE something that can happen to me if I get the shot?
  13. There are many peer-reviewed scientific papers supporting the use of Monoclonal Antibodies, Ivermectin, Vitamin D, C, A, Zinc, and Hydroxychloroquine. What treatment options exist should I elect to use my civil right to refuse this inoculation?
  14. The vaccine companies clearly state on their documents submitted to the FDA that I have the right to refuse their product. Why are you choosing to overrule their statement and are you aware of what that does to your level of risk and liability?
  15. You are required to disclose any and all potential conflicts of interest (COI) including public and personal investments in the pharmaceutical companies manufacturing COVID vaccines, as well as COIs via private contracts with the local, state, and federal government. Can you please provide the full list of any financial conflicts of interest? Have you received any money from any government agencies to promote COVID vaccinations? Have you received any money from pharmaceutical companies or subsidiaries to promote COVID vaccinations? Do you receive any money from any government agencies or pharmaceutical companies that incentivize the administration of COVID vaccinations? Are you avoiding any potential fines or penalties from any government agencies in exchange for fulfilling their mandate requirements?

Bonus statement and questions for those who have had COVID:

  • I’ve had COVID and recovered.​ ​​The scientific literature shows that I now have ‘long-term, robust, broad, and durable’ immunity, including protection against variants, so why are you not recognizing this science as a valid substitute for vaccination? 
  • Who would I be a threat to, as not one case of reinfection or​ ​​transmission​​ (including the variants)​ ​has been reported among the confirmed naturally immune, especially compared to the countless cases of infection and transmission (including the variants)​ ​reported among the vaccinated?
  • Am I eligible to prove my immunity using lab-documented antibody or T-cell tests? If not, why?

P.S. Remember that mandates are not law and the US government does not have the authority to enforce these mandates – and they know it – as admitted in the video above. The vaccine manufacturers cannot be sued by you for adverse reactions, or by your family, in the case of your death because of a law passed in 1986. Neither can your government be sued, even if you get the shot because you were pressured, coerced, or felt forced because of other laws and the current Emergency Use Authorization. So, they are trying to get your employer to force you, knowing that your employer CAN be sued by you or your family. Your government is throwing them under the bus, knowing you can sue them into bankruptcy, while the government sits back safely protected behind their many layers. You might want to point your employer to this page for a summary on this, especially if you care about them and want them to stay in business.

For a “Second Opinion” on all this, and for similar steps to take, click here.

1/13/22 update: Today, the Supreme Court struck down Biden’s vaccine and testing mandate recently enforced by OSHA (except for some health care workers), so for now, those are gone. If your employer is mandating vaccinations or testing, they are now at full exposure for lawsuits, both civil and criminal!

11/3/23 update: Employees are winning lawsuits for being terminated after following all of the above steps. Click here to see one of the many examples.

For more information and explanations, click the links below:

Peggy’s videos (the #1 source for mandate law, in my opinion):
Click here to see/hear/read a great Lawer’s presentation on this subject.
Click here for a good place to start with more research.
More details on exemptions

Sample Right To Refuse Form (for vaccines, testing, tracking, etc.)

Good examples of vaccine exemption letters to send to your employer

Good example of a vaccine religious exemption letter (this is a Google doc, so you can copy and paste text to edit and customize as needed).

Great site for more details and another example of a religious exemption letter. 

For my fellow Washington State residents, here are some videos from the Washington Civil Rights Council (he’s a slow talker, so I adjust the play speed to 1.5 times):