Special Presentation! Your Health Freedom Symposium, Dr.Larry Palevsky, Dr. Jim Meehan, Neil Schultz, Hour 2 ENCORE – Kristen Chevrier

September 22nd, 2021 3-5PM ET

Wednesday on The Robert Scott Bell Show:

Robert is traveling back home today from the Jonathan Emord CRT event in Washington DC. Today’s broadcast will feature 3 interviews Robert did a couple weeks ago at the Your Health Freedom Symposium in Layton Utah. Robert spent some time speaking with Dr.Larry Palevsky, Dr. Jim Meehan and Neil Schultz!

How to Respond to Employer or School Mandates (This post is to inform you of the facts surrounding employer mandates and COVID “vaccines.” And it informs you of your rights under both state and federal law. It does not constitute legal advice. For legal advice, please consult a qualified attorney.) You are not a guinea pig. You have no obligation to submit to medical experimentation. If your employer or school is trying to mandate the Emergency Use Authorized injection, please provide your employer or school with the following information, and take additional action, if needed. Steps: Educate in conversation; send a polite and informative letter, documenting applicable statute (below) and requesting reasonable accommodation; file a lawsuit for a declaratory judgement (in advance of action, rather than after being fired). From a letter to Rutgers, by Robert F. Kennedy, Jr.: Though many university vaccination requirements for licensed and approved vaccines have been upheld in court, no court has ever upheld a mandate for an Emergency Use Authorization (EUA) vaccine, which all COVID vaccines are at present. In fact, a federal court has held that EUA vaccines cannot be mandated to soldiers in the U.S. military, who enjoy far fewer rights than civilians, Doe #1 v. Rumsfeld, 297 F.Supp.2d 119 (2003). That court remarkably held “….the United States cannot demand that members of the armed forces also serve as guinea pigs for experimental drugs.” Id. at 135. Federal law 21 U.S.C. § 360bbb-3(e)(1)(A)(ii)(III) requires that the person to whom an EUA vaccine is administered be advised, “of the option to accept or refuse administration of the product, of the consequences, if any, of refusing administration of the product, and of the alternatives to the product that are available and of their benefits and risks.” The reason for the right of refusal stems from the fact that EUA products are by definition experimental. Under the Nuremberg Code, no one may be coerced to participate in a medical experiment. Consent of the individual is “absolutely essential.” The liability for forced participation in a medical experiment, not to mention injury from such coerced medical intervention, may be incalculable. The consequences described in the statute mean medical consequences, not termination of employment or denial of in-person learning, as Rutgers contemplates.* https://childrenshealthdefense.org/wp-content/uploads/Letter-to-Rutgers-President-3.26.21.pdf

Writing a Religious Exemption for an Employer

Be consistent.

Think through the following:

  • If you’ve used vaccines before, why are you not opting not to use one or all right now?
    • You learned what’s in them (mRNA)?
    • You’ve learned where the vaccines come from (cell lines derived from aborted fetuses)?
    • Your beliefs changed?
    • You object to a particular vaccine, based on one of the points above?

Religious objections are not necessarily sect based.

  • A religious objection can be based on your personal religious beliefs–even if your organized religion teaches differently. (It is helpful if your state’s K-12 exemption is based on individual religious beliefs, rather than tied to the teachings of your denomination.)
  • Know what your religion teaches, because you may be able to apply it.
  • Include in your letter the Supreme Court Definition of Religious Belief: “The Supreme Court has interpreted religion to mean a sincere and meaningful belief that occupies in the life of its possessor a place parallel to the place held by God in the lives of other persons. The religion or religious concept need not include belief in the existence of God or a supreme being to be within the scope of the First Amendment.”
  • If you can tie your objection to scripture and/or doctrine, it’s helpful. But this is not a treatise.
  • Once you’ve claimed “religious exemption,” it does not need to be justified.
  • The Constitution says all religions are exempt, or no religion is exempt, but we cannot pick and choose religions.

Request reasonable accommodation.

  • You are, under Title VII, entitled to reasonable accommodation (medical; ADA; and religious accommodations).
  • The burden is on the employer to show that there is no way to reasonably accommodate.
  • Note that the COVID injection does not prevent spread.
  • If you work in a high risk environment (around bodily fluids and contagious illness) could you wear a mask instead? Could you do a self health check before coming to work? Could you submit regular spit tests?

Find religious exemption forms and exemption laws for your state here.

Be gracious and try to work with the employer, instead of against.


Remember Friends, The Power to Heal is Yours!


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