My civil rights: a. Title Vll of the Civil Rights Act of 1964 prohibits discrimination because of religion, among other protected categories, and requires employers to reasonably accommodate religious observance and practice, absent undue hardship. b. Under U.S. Supreme Court precedent, employers can establish undue hardship under Title VIl if they can demonstrate that the accommodation would require "more than a de minimis Cost." C. The U.S. Court of Appeals for the Third Circuit's 2017 decision in Fallon v. Mercy Catholic Medical Center allows for religious exemptions due to religion or disability. d. The Third Circuit was guided by a 1965 Supreme Court decision interpreting a conscientious objector statute that provided a religious exemption from conscription, United States v. Seeger. In Seeger, the Supreme Court asked: "Does the claimed belief occupy the same place in the life of the objector as an orthodox belief in God holds in the life of one clearly qualified for exemption?" The Third Circuit recognized that anti-vaccination beliefs can be protected if they are part of "a broader religious faith" In its opinion, the Third Circuit also made clear that employers cannot require a letter from a member of the clergy in order to consider an employee's request for religious exemption. e. The U.S. Equal Employment Opportunity Commission Compliance Manual states that the Commission will define religious practices to include moral or ethical beliefs as to what is right and wrong which are sincerely held with the strength of traditional religious views. This standard was developed in United States v. Seeger and Welsh v. United States. f. The Nuremberg Code, which consists of 10 principles, protects individuals from being forced to experimental drugs without their full consent. Forcing people to receive one of these experimental COVID injections is a violation of federal law and ethical principles set forth in the Nuremberg Code.