Preparing for Employer Mandates (Part 2)
Updated: Oct 13, 2021
#ForFreedom #NOTRequiredByLaw #EmploymentLaw #EmployeeRights #Constitutionallaw
Things everyone should ask their boss, manager or supervisor. This idea should be told to all employees facing hard choices at work.
Hello, everyone my name is Joseph Radzwion IV, YOUR Trusted Attorney with Radzwion Law, PLLC.
If you are the individual who is facing termination because you won't get the mandatory "cookies" that your employer wants you to get, this article is for you. We use the term cookies because we live in a society where are free speech is being censored on the internet.
However, I want everyone to think about this before you file an exemption, whether a religious exemption or medical exemption, consider asking your supervisor, manager, boss or whoever is above you, ask them to write you a performance review. Ask them to write a work product performance review on you work productivity.
Do this if you can before you tell your employer if you are going to take the mandatory cookies or submit a religious/medical exemption. Ask for a performance review and then file it away in a safe place you have access to. Preferable keep it at your house.
If you have already filed for an exemption, you should still consider asking for a performance review as soon as possible.
This way, if you are facing a termination issue or threats of wrongful termination, you can prove you are a hard worker, the employer at some point agreed you were a hard worker and that now your employer may be up to something nefarious.
Remember you should never take anything we post as legal advice. You should always consult with a Trusted Attorney regarding your legal issue.
YOUR Trusted Attorney:
If you would like to retain Radzwion Law, PLLC as YOUR Trusted Attorney, do not hesitate to contact us. We are here to protect you when you need it most and we will fight for your freedom.
Related Posts & Videos For You:
Appeal a Denied Religious or Medical Exemption
Preparing for Employer Mandates (Part 1)
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