To all of my followers who's rights are being attacked by your Employers through illegal measures such as coerced vaccinations, testing, masks or whatever else violates your moral and ethical beliefs. You do not need to consent. The OSHA tried their best to push forceful and Unconstitutional temporary measures in order to satisfy Biden's administrations demands. If many of you would have understood how laws work in the U.S, you would have never fallen for this trick of being coerced into getting vaccinated by Employers and HR Departments that don't know jack about your rights, and are willing to trample on them if you stand idle. (The OSHA) Lots of pressure and possible legal matters would come against the OSHA if they continued down the pathof "imposing temporary and illegal" measures, threatening Employers of brutal fines if they didn't comply with these protocols. Remember, the OSHA cannot make up any laws no matter how much the Biden Administration, and Fake News Activist and Content Creators tried to push this idea. The OSHA is simply there to enforce existing laws on safety at the workplace. They aren't there to fabricate new laws that contradict existing Federal laws like Title 7 of the Civil Rights Act for example. Here is what the OSHA just recently said which goes Full-Face against the Biden's administration's illegal temporary measures (not laws or mandates as many of you were mislead to believe). Here is how the OSHA responded: Note 1 to paragraph (d): Under federal law, including the Americans with Disabilities Act (ADA) and Title VII of the Civil Rights Act of 1964, workers may be entitled to a reasonable accommodation from their employer, absent undue hardship. If the worker requesting a reasonable accommodation cannot be vaccinated and/or wear a face covering because of a disability, as defined by the ADA, the worker may be entitled to a reasonable accommodation. In addition, if the vaccination, and/or testing for COVID-19, and/or wearing a face covering conflicts with a worker’s sincerely held religious belief, practice or observance, the worker may be entitled to a reasonable accommodation. For more information about evaluating requests for reasonable accommodation for disability or sincerely held religious belief, employers should consult the Equal Employment Opportunity Commission’s regulations, guidance, and technical assistance including at: https://www.eeoc.gov/wysk/what-you-should-know-about-covid-19-and-ada-rehabilitation-act-and-other-eeo-laws. https://www.osha.gov/laws-regs/regulations/standardnumber/1910/1910.501 As you can see from the OSHA themselves, you do have a Federal religious exemption for the Masks and the Tests not just the Vaccine as many Employers were trying to make it seem. If masks and testing is against your Moral and Ethical beliefs, or simply against your religion, use your legal rights and do not allow your Employer to Hood Wing you. If your Employer wants to be hard headed, and refuses to accommodate you. Immediately get in Contact with the EEOC and file a charge against your Employer. I did this myself and my Employer is left with ZERO argument in this case, for everything they were doing is illegal. My Employer threaten me with unpaid leave if I didn't comply with their illegal measures of getting tested weekly. Just so you know, your Employer putting you on Unpaid leave when you notify him of a conflict between your religious beliefs, and their policy, is an illegal action from his part as I will demonstrate below. EEOC > As stated, Title VII makes it “an unlawful employment practice for an employer . . . to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual’s race, color, religion, sex, or national origin.”[145]  “[A]lthough [Title VII] mentions specific employment decisions with immediate consequences, the scope of the prohibition is not limited to economic or tangible discrimination” and “covers more than terms and conditions in the narrow contractual sense.”[146]  Title VII covers “environmental claims” as well,[147] including “harassment leading to noneconomic injury,”[148] but the conduct must be “sufficiently severe or pervasive ‘to alter the conditions of [the victim’s] employment and create an abusive working environment.’” https://www.eeoc.gov/laws/guidance/section-12-religious-discrimination If you guys didn't know these things, then let me remind you that you were hood winged by Media Activist, and Content Creators that are working for the ultra rich and are purposely misinforming you because they profit from that????