…and as a Catholic, my church encourages experimental vaccine so how do I have standing to object?
LOL! You are screwed.
That’s not quite how it works. The legal standard is YOUR deeply held religious beliefs, not necessarily what the beliefs of your Church are.
Also, Read the article, part of this is addressed:
“Sincerely Held Religious Beliefs Do Not Need to Be Express Tenets of a Religion in Order to Require Accommodation.”
To restrict the act to those practices which are mandated or prohibited by a tenet of the religion, would involve the court in determining not only what are the tenets of a particular religion, . . . but would frequently require the courts to decide whether a particular practice is or is not required by the tenets of the religion. . . . [S]uch a judicial determination [would] be irreconcilable with the warning issued by the Supreme Court in Fowler v. Rhode Island, 345 U.S 67 (1953) ‘[I]t is no business of courts to say . . . what is a religious practice or activity.’
Make them take you to court and appeal appeal appeal.
Sincerely Held Religious Beliefs Do Not Need to Be Express Tenets of a Religion in Order to Require Accommodation
CONCLUSION
Vanderbilt University recently published an excellent and interesting article on all the major religions and their views about vaccinations. The article indicates that virtually all religions commonly practiced in the United States do not mandate that their adherents avoid vaccination. Thus, it may be tempting for employers to simply (a) review this resource, or some similar resource, (b) ask the employee what religion he subscribes to that forms the basis of his refusal to vaccinate and (c) then tell the employee that his or her anti-vaccination views are not “religiously based.” However, as this article indicates, the inquiry is much more complicated and nuanced than that.
Any employer faced with a determination of whether or not an employee holds sincerely held religious beliefs that prohibit the employee from being vaccinated for COVID-19 would be wise to seek legal advice from an experienced employment attorney, who is familiar with this area of the law.
Your church does not!
The Vatican’s Congregation for the Doctrine of the Faith (CDF) stated in December that vaccination against COVID-19 is not a moral obligation – a statement that was approved by Pope Francis.
“At the same time, practical reason makes evident that vaccination is not, as a rule, a moral obligation and that, therefore, it must be voluntary,” the CDF said in its “Note on the morality of using some anti-Covid-19 vaccines.”
The Equal Employment Opportunity Commission (EEOC) defines “religious beliefs” to include theistic beliefs (i.e. those that include a belief in God) as well as non-theistic moral or ethical beliefs about right and wrong that are sincerely held with the strength of traditional religious views. In most cases, whether or not a practice or belief is religious is not an issue. However, generally, religion typically concerns “ultimate ideas” about “life, purpose and death,” while social, political and/or economic philosophies and mere personal preferences are not “religious” beliefs. It is important to consider that an individual’s religious beliefs may change over time. Additionally, individuals may choose to adhere to some tenets of their religion but not others, and/or individuals may have a sincere belief in a religious practice that is not observed by other followers of their religion. Title VII also protects employees or applicants from discrimination if they do not subscribe to a particular religious view and/or are atheist.