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Contrived rationale as well as "probably has" doesn't answer the question.

Then I'll use a little more categorical language.

Private employers have the authority to set the terms of employment at their place of business. This includes both the authority to establish general requirements and the terms under which exceptions will be granted to those general requirements. Unless their proposed terms are prohibited by some other law, they have the authority to make the rules for their workplaces.

The hospital has the full authority to require its employees to be vaccinated. It has the authority to grant exceptions to that policy, and the equal authority to set the terms of those exceptions.

There's nothing contrived about that.

The one area of uncertainty is the application of various anti-discrimination regulations that govern how employers have to treat requests for religious accommodations from workplace requirements. Employers are authorized to make limited inquiries into asserted claims that compliance with a rule or practice are inconsistent with religious belief. They are allowed to make an assessment of whether the professed religious belief is, in fact, genuinely held and inconsistent with the rule or practice.

If someone claims that it's against their religious beliefs to take products that are developed with fetal cell lines, it's probably legitimate for an employer to conduct an inquiry to determine whether that is a genuinely held belief. I only say "probably" because there's a ton of precedent, guidance, and best practices relating to the religious discrimination provisions of the federal anti-discrimination laws and many (most?) states have their own requirements that might be different than the federal standard.

Albaby
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