Employer Vaccine Mandate Guide & What You Can Do

Employer’s Mandating Vaccinations as a condition for employment? Well, did you know WE DO NOT actually have a FDA approved vaccine in the US that is being administered?

Two letters were sent out. One said the FDA approved “COMIRNATY”, not Pfizer. The other said Pfizer will remain under EUA. The trickery was in the fine print of the “COMIRNATY” approval, where they stated COMIRNATY is “interchangeable” with Pfizer. COMIRNATY is not even available in the US & won’t be available until 2023.

Don’t believe me, believe Senator Ron Johnson from Wisconsin; he understands the bait & switch the FDA pulled. Or, listen to Dr. Robert Malone, the inventor of the mRNA technology. Or check out the scam letters yourself on the FDA website. Page 2, first paragraph.

Letter #1 https://www.fda.gov/media/150386/download

Letter#2 August 23, 2021 Approval Letter – Comirnaty (fda.gov)

So, legally, the Pfizer “vaccine” is STILL under EUA. Under EUA, you cannot “Mandate” the vaccine. Below are some resources for you to fight back. IT IS YOUR BODY! DO NOT LET THEM BULLY YOU OR COHERSE YOU INTO TAKING THESE EXPERIEMENTAL JABS!

****UPDATE: 01.31.2022

Moderna’s COVID vaccine, to be marketed as Spikevax, “fully approved” by FDA based on “data accrued before the Omicron variant emerged.”


This is the exact same thing they did regarding Pfizer & Comirnaty as detailed above. Moderna only has EAU approval. If Moderna was safe, why not just approve Moderna; why the name change? Why the deception? The fine print says Spikevax is “interchangeable” with the Moderna vaccine.


****UPDATE: 02.09.2022

US Appeals Court Will Not Reinstate Biden’s Vaccine Mandate for Federal Employees

A U.S. appeals court panel on Wednesday said it would not reinstate President Joe Biden’s COVID-19 vaccine mandate for federal employees, declining to overrule a lower court ruling that put the order on hold.

The 5th Circuit Court of Appeals declined to stay the lower-court injunction against the mandate by a 2-1 vote and asked both parties to file arguments in March.

The lower court’s injunction against the mandate was issued by Texas-based District Judge Jeffrey Brown last month, who ruled that Biden does not have the authority to impose such a mandate.

Article with Additional Information

****UPDATE: 01.31.2022

NOW – Health Secretary Sajid Javid announces consultation of ending vaccination as a condition of deployment in all health and social care settings.

****UPDATE: 01.25.2022

JUST IN – Biden’s vaccine-or-test mandate for workers at large businesses will be withdrawn by OSHA tomorrow.

“After evaluating the Court’s decision, OSHA is withdrawing the Vaccination and Testing ETS as an enforceable emergency temporary standard.”


****UPDATE: 01.21.2022

A federal judge in Texas ruled that the Biden Administration cannot enforce its vaccine mandate for federal employees, issuing an injunction that halts the requirement nationwide.

Judge Jeffrey Brown found the president had no legal authority to require feds to get vaccinated, saying that while he has broad power over federal employment policies, those authorities aren’t sweeping enough to justify the September executive order that implemented the requirement.

A great article that breaks this decision down. CLICK HERE

****UPDATE 2 of 2: 01.13.2022

U.S. Supreme Court BLOCKS Biden’s federal vaccine-or-test mandate for large businesses with a 6-3 vote. The OSHA Act does not authorize such expansive powers, the highest court of the United States said.


****UPDATE 1 of 2: 01.13.2022

The Health Care Vaccine Case

In Biden v. Missouri, the justices agreed to allow the Biden administration to enforce nationwide a rule that requires nearly all health care workers at facilities that participate in the Medicare and Medicaid programs to be fully vaccinated against COVID-19 unless they qualify for a medical or religious exemption. The Department of Health and Human Services issued the rule, which applies to more than 10 million workers, in November, but two federal district courts – in Missouri and Louisiana – put the rule on hold in roughly half the states.

In an unsigned opinion, the court emphasized that a key responsibility of the Department of Health and Human Services is “to ensure that the healthcare providers who care for Medicare and Medicaid patients protect their patients’ health and safety.” To do so, HHS has long required those providers to comply with a variety of conditions if they want to receive Medicare and Medicaid funding. Because COVID-19 “is a highly contagious, dangerous, and — especially for Medicare and Medicaid patients — deadly disease,” HHS determined that a vaccine mandate was necessary to protect patients because it would decrease the chances that health care workers would both contract the virus and pass it on to their patients. Such a mandate, the court wrote, “fits neatly within” the power given to HHS by Congress.

Justice Clarence Thomas filed a dissenting opinion that was joined by Alito, Gorsuch, and Justice Amy Coney Barrett. Thomas complained that the Biden administration “proposes to find virtually unlimited vaccination power, over millions of healthcare workers, in” what he described as a “hodgepodge” of statutes – “in definitional provisions, a saving clause, and a provision regarding long-term care facilities’ sanitation procedures.” The Biden administration had not adequately explained, as far as Thomas was concerned, why Congress would have given HHS such power in relatively minor provisions. And indeed, Thomas noted, if Congress had wanted to give HHS the power to impose a vaccine mandate, “it would have done what it has done elsewhere — specifically authorize one.”

This article was originally published at Howe on the Court.

Alternative Source

****UPDATE: 01.7.2022

U.S. Supreme Court is set to consider whether to halt Biden’s federal vaccine mandates.

Listen live from 10 a.m. EST:


****UPDATE: 1.6.2022

A federal judge in Texas has ruled that the FDA must by the end of this month make public 12,000 pages of the data it used to make decisions about approvals for Pfizer/BioNTech’s COVID-19 vaccine — and then release 55,000 pages every 30 days after that until all 450,000 requested pages are public.

The request for FDA’s Pfizer/BioNTech data flows from an August 2021 Freedom of Information Act (FOIA) request from the nonprofit group Public Health and Medical Professionals for Transparency (PHMPT), filed just after the FDA granted full approval to the vaccine for people 16 and older.

In response to the FOIA request, the FDA had previously said that it takes approximately eight minutes per page to process records for a FOIA request, and that it could only review and release 500 pages a month, which is 6,000 pages a year.

At that rate, it would take 75 years to release all the data.

In his Jan. 6 ruling, U.S. District Judge Mark Pittman said the court “concludes that this FOIA request is of paramount public importance.”

****UPDATE: 12.17.2021

On Friday, December 17, 2021, the Sixth Circuit U.S. Court of Appeals lifted the stay on the Occupational Safety and Health Administration’s vaccine mandate (the “OSHA Rule”). The OSHA Rule requires businesses with 100 or more employees to implement the Biden Administration’s vaccine-or-testing rule, which means employees must be fully vaccinated or, if not fully vaccinated, must wear masks in the workplace and undergo weekly testing for COVID-19.


****UPDATE: 12.3.2021

Sixth Circuit denies government’s motions to transfer and to hold the #OSHA vaccine mandate case in abeyance.

Translation: The government wanted to transfer the case to a possibly more favorable court (Washington D.C.). OSHA also tried to slow walk it.

The court said no.

****UPDATE: 11.30.2021

A federal district court judge rejected a claim by the U.S. Department of Defense that the Pfizer-BioNTech COVID-19 vaccine being administered under Emergency Use Authorization is interchangeable with Pfizer’s fully licensed Comirnaty vaccine.


****UPDATE: 11.30.2021

BREAKING: Federal Judge Blocks Vaccine Mandate Nationwide – Protects Health Care Workers Across America 

****UPDATE: 11.16.2021

JUST IN – Sixth Circuit to handle the consolidated case challenging Biden’s nationwide vaccine mandate. Brett Kavanaugh is the Circuit Justice of the Sixth Circuit court.

The lead plaintiff will now be The Daily Wire magazine.

****UPDATE: 11.6.2021

JUST IN – Federal Court of Appeals just issued a temporary halt to Biden’s vaccine mandate, Texas Governor Abbott announces.

5th Circuit panel believes the OSHA vaccine mandate has “grave statutory and constitutional issues“. Biden admin ordered to respond by 5 PM on 11-8-21.

States in 5th jurisdiction: Texas, Louisiana, and Mississippi.



When you hear that EEOC guidance says “your employer can require you to get a vaccine,” this is false/ mistaken: EUAs have to have the Option to Refuse and the right to Informed Consent for EUAs. The EEOC’s guidance updated on May 28, 2021, only states that “federal EEO laws do not prevent an employer from requiring all employees physically entering the workplace to be vaccinated…”[1] It does not address 21 USCS § 360bbb-3, which relates to EUAs and the option to refuse.

This is called a word game or word salad.

There is Potential Liability on Employers or Universities that Mandate Vaccines if an Employee or Student suffers any Side Effects or Death from a mandatory EUA vaccine.

See DefendingtheRepublic.org/covid

Source TG Post

🚨 Three minute vid from Defending The Republic, Attorney at Law, Julia Haller



For vaccine legal help, visit https://thomasmoresociety.org/vaccine-legal-help/


“”America’s Frontline Doctors has officially launched the Legal Eagle Dream Team, and we intend to bring lawsuits across the country to challenge the constitutionality of COVID-19 mandates and restrictions.

Learn more Here 👈
Source Post w/Video 👈



The embedded links are to the forms found on Defending The Republic

  • Assumption of Liability – in the case of mandatory vaccinations to retain employment or for other work or school related benefits, consider to demand that the employer or school have an authorized representative sign the assumption of liability agreement. A refusal to sign this will make more clear your right to refuse the jab to the organization pressuring you.
    Liability Assumption 👈 Form
  • Religious exemption – in the case of mandatory vaccinations to retain employment or for other work or school related benefits, if you have a religious basis to be exempt, consider the drafts provided here and if your basis for an exemption differs, draft your own, or have an attorney draft a version using these examples but consistent with your religious reason.
    Protestant Vaccine Exemption 👈 Form
    Catholic Vaccine Exemption 👈 Form


Charlotte Lozier Institute

CDC https://www.cdc.gov/vaccines/pubs/pinkbook/downloads/appendices/b/excipient-table-2.pdf

VACCINE GUIDE https://vaccine.guide/

Vaccine Guide is an online resource for vaccine research, built to compile, organize, and highlight important information on vaccination.

🚨 DOUG BILLINGS- Letter Templates

Mask letter template for adults
Mask letter template for children in school
Employee letter addressing discriminatory policies
Active Military letter for the jab
Vaccine public letter
Employee letter to company requiring the jab
Forms to Universities requiring the jab
Notice of Liability to schools
Notice of liability to vaccinator



It’s a list of Law Firms and Lawyers that can help us Fight these vaccine and mask mandates.

🚨 Do not quit your job. An option is to tell your employer you’re not refusing it. You’re deferring until the clinical trials are over in 2 years & the safety data is analyzed & available so you can exercise “Informed consent”. If anything, let them fire you. You can claim wrongful termination as a last case scenario.



Instructions and Templates



  • The Nuremberg War Crimes Code.
  • The Geneva Convention.
  • The UN Charter.
  • The international Criminal Court Laws.
  • The US Constitution.
  • The Declaration of Geneva (the original, not the substitution put in by the Deep state)


There is ALOT of information here https://lcaction.org/vaccine

This specifically should help with college https://www.lcaction.org/Site%20Images/Resources/Memo-reCOVIDVaccinationMandate-May2021.pdf

C. VAX CHOICE- How to File a Private Criminal Complaint


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22 thoughts on “Employer Vaccine Mandate Guide & What You Can Do

  1. Thank you MJ for the great info and resources. I will forward. My coworkers are still being fired for non compliance. This must end!

  2. On December 1 my employer issued a vaccine mandate.

    On December 3 I responded to that mandate by sending the following to the entire company. ( I was terminated the same day)

    The Nuremberg Code states that, ‘The voluntary consent of the human subject is absolutely essential…without the intervention of any element of force, fraud, deceit, duress, over-reaching, or other ulterior form of constraint or coercion.’ (1.)

    Of course this only applies to human experimentation, and yet that is what we are faced with today.

    According to US law, any drug under Emergency Use Authorization (EUA) is regarded as experimental.(2.)

    Under the Public Readiness and Emergency Preparedness Act (PREP) the manufacturers are provided immunity from liability for any injury resulting from the administration of ‘countermeasures’ developed, supplied or administered by them. (3.)

    In short, regardless of the harm that an experimental drug is doing and knowledge of that harm, those involved face no liability.

    The fact that the FDA-approved Comirnaty does not negate the fact that Moderna, Johnson&Johnson and Pfizer-BioNTech remain under EUA. At this time there are no verified doses of Comirnaty available in the United States.

    In the United States District Court for the Northern District of Florida, a federal district court judge has rejected claims that the Pfizer-BioNTech EUA drug is interchangeable with Comirnaty.

    Under 21 U.S. Code Sec.360bbb-3(e)(1)(A)(ii)(III), “authorization for medical products for use in emergencies,” it is unlawful to deny someone a job or an education because they refuse to be an experimental subject. (4.)

    Under the Nuremberg Code ‘…force, fraud, deceit, duress, over-reaching, or other ulterior form of constraint or coercion…’ eliminate the exercise of free choice. (1.)

    The stance being taken, that I must submit to an experimental medical procedure in order to maintain my employment and ability to provide for my family, constitutes force and duress. The statements that the ‘vaccines’ are approved and that both the company and the government have a legally justified right to mandate them falls under fraud and deceit.

    According to the CDC’s estimated infection and death rates from February 2020 – September 2021 the estimated death rate per 100,000 across all age ranges was 0.28%. In the range most at risk 65+ years that estimated death rate per 100,000 cases was approximately 1.3% (5.)

    According to VAERS, an analysis website that compiles data from the VAERS reporting database, the total number of adverse reactions to Covid19 ‘vaccines’ exceeds that total of all reported adverse reactions to vaccines since 1990. (6.) What is truly terrifying is that the VAERS site states ‘…VAERS receives reports for only a small fraction of actual adverse events.’ (7.)

    According to a study conducted at Harvard, ‘…fewer than 1% of vaccine adverse events are reported.’ (8.) That implies that a staggering amount of injuries and deaths are occurring while no one is liable.

    All of this is being done for a sickness that a combined death rate of 0.28% across all age ranges.

    No one has the right to tell you that you have to participate in a medical experiment. No one has the authority to force you to subject yourself to any medical procedure that you are not comfortable with. Informed consent is required for even non-experimental procedures. This mandate, at its heart, removes your ability to provide informed consent.

    “Those who would give up essential liberty to purchase a little temporary safety, deserve neither liberty nor safety.” – Benjamin Franklin

    1. https://history.nih.gov/download/attachments/1016866/nuremberg.pdf?version=1&modificationDate=1589152811742&api=v2
    2. https://www.fda.gov/drugs/types-applications/investigational-new-drug-ind-application#Introduction
    3. https://www.phe.gov/Preparedness/legal/prepact/Pages/default.aspx
    4. https://www.law.cornell.edu/uscode/text/21/360bbb-3
    5. https://www.cdc.gov/coronavirus/2019-ncov/cases-updates/burden.html
    6. http://vaersanalysis.info/2021/12/01/vaers-summary-for-covid-19-vaccines-through-11-19-2021/
    7. https://vaers.hhs.gov/data/dataguide.html
    8. https://www.talkingaboutthescience.com/wp-content/uploads/Harvard2009.pdf

  3. Hi MJ – Thanks for the great info! The one thing I am not seeing much of anywhere is about the tests. My husband is most likely going to lose his job on Jan 4th because if we claim a religious exemption, they expect testing. We will not do this. We wouldn’t do any testing but they specifically require the home test with someone watching via video call while it’s being done. What an invasion of bodily autonomy and privacy! I have seen some home tests being recalled but not the one they use. Does anyone have any info on home test accuracy and also the legal ways to opt out? Any help would be great!

  4. Is there a more current liability form to submit to my employer that has been updated since the FDA approved these Shots?

  5. Thank you MJ for all the hard work you do to help your fellow Patriots. Your website is very informative and you are doing a great job, keep it up. We are in this fight together and we will keep fighting along side you! God Bless You and your family MJ. Prayer for all of us fighting this Tyranny!!

  6. Here’s my employer’s new vaccination policy:

    “Employees who are not vaccinated or have an approved accommodation will be placed on a leave of absence – with pay through January 8, 2022, and unpaid after that. The leave of absence will not exceed 12 months.”

    So if we aren’t vaccinated, we will be put on unpaid leave; —approved accommodations do not count.
    So what’s the point of the exemption. Why not just stick to “the request for personal health information is unconstitutional and unlawful”?

    By the way, I am a completely remote worker. Most of us are.
    Please advise

  7. Thank You MJ !!!! I’m putting a packet of this info together for my husbands job who are now mandating them, we so appreciate all your hard work & loving soul for your fellow patriots …. GOD BLESS YOU

  8. Husband is a federal worker has till November 8 to get the jab. He has a medical exemption they want paperwork filled out in addition to that. They will review and decide if it’s excepted or not. Any suggestions as to what we need to say in the paperwork? They haven’t given us the paperwork yet. We fear they are waiting to the last second so we don’t have time to research and get it done correctly so they will except it. He has many health reasons. Not sure any of it will be enough for them. Any suggestions?

  9. MJ, please read this!!!!
    I was banned from commenting on your Telegram for some reason. I can’t image what I did to deserve this. I humbly ask that you review this.
    Thank you kindly snd God Bless!
    Amy Gray

  10. It’s such a shame my daughter already got the jab for school and I couldn’t stop her. I feel guilty, hopeless, sad and angry all rolled into one and it SUCKS. I’m so happy someone has the nuts to speak up and take these animals on. I hope it can stop the fear people have for the future and wake them up to this ugly nonsense. Thank you for being human beings, I feel like I can breathe!

  11. Does this also apply to a civilian job for the NAVY? I have until Nov 8 to get a vaccine. I was going to use a religious exemption but we hear they will be denied.

  12. I haven’t looked at the entire website yet, but just wanted to say thank you, you have done a great job putting all this information together for us.

  13. Excellent work MJ
    The Steve Bannon video get hung up after dust statement….i am confused ….

    Thank you for all you do
    Great work and so much needed
    You are a genius putting this website together for us

    I plan on sharing

  14. Wow MJ! This a GREAT resource! Thanks so much. Very nicely laid out with easy to find pertinent information. I appreciate you.
    God bless you!
    Thank you,

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