The University of Miami (Cooties Cult), has put me on unpaid leave because of my sincerely held religious beliefs. Below is my reply to the Tyrants. I am sharing this because I want every religious person to know how to fight for their religious rights against the Tyrants trying to oppress us. Good day everyone. Rafael Gomez > As i have informed the U.M Human Resource Department that I have a Legal Federal Religious Exemption against Testing on many occasions. The OSHA clarifies this matter for Employers on their Emergency Temporary Standards, please review the attachments on this email. I suggest that the U.M Human Resource Department reads this material carefully to avoid embarrassing, expensive lawsuits and penalties for religious discrimination, harassment and retaliation. Rafael Gomez > By Law I am not required to test because I have a Religious Exemption and I have not only notified you as required by law, but I have also explained the conflict in detail countless times in many emails and documents and it has been ignored. It is not I that is required to test contrary to my religious beliefs, practices and observances by Law, instead it is you as my Employer who is required by Federal Law (Title 7), to reasonably accommodate me. Rafael Gomez > Considering the fact that the OSHA's Emergency Temporary Standards have been Halted by the Supreme Court, and the Plaintiffs are likely to win against the OSHA's Emergency Temporary Standards and other OSHA measures. And since U.M is adhering to OSHA protocols and measures, their "ETS" in particular. The OSHA gives no Employers Public or Private in their Emergency Temporary Standards the right to not accommodate Employees with Religious Exemptions against Testing, which means that the University of Miami is violating even OSHA Emergency Temporary Standards. OSHA Emergency Temporary Standards: Employees also may be legally entitled to a reasonable accommodation if they cannot be vaccinated and/or wear a face covering (as otherwise required by this policy) because of a disability, or if the provisions in this policy for vaccination, and/or testing for COVID-19, and/or wearing a face covering conflict with a sincerely held religious belief, practice, or observance. Requests for exceptions and reasonable accommodations must be initiated by [insert relevant instructions].  All such requests will be handled in accordance with applicable laws and regulations and [insert reference(s) to the employer’s applicable policies and procedures]. [Note that employers should consult other resources for information about federal laws, including the Americans with Disabilities Act (ADA) and Title VII of the Civil Rights Act of 1964, that may entitle employees to reasonable accommodations. See What You Should Know About COVID-19 and the ADA, the Rehabilitation Act, and Other EEO Laws and Vaccinations – Title VII and Religious Objections to COVID-19 Vaccine Mandates.] Rafael Gomez > You are causing damages to my Compensation because of my sincerely held religious beliefs, which is religious discrimination. thus, you are in clear violation of title 7 of the civil rights act of 1964. Read below. EEOC > As stated, Title VII makes it “an unlawful employment practice for an employer . . . to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual’s race, color, religion, sex, or national origin.”[145]  “[A]lthough [Title VII] mentions specific employment decisions with immediate consequences, the scope of the prohibition is not limited to economic or tangible discrimination” and “covers more than terms and conditions in the narrow contractual sense.”[146]  Title VII covers “environmental claims” as well,[147] including “harassment leading to noneconomic injury,”[148] but the conduct must be “sufficiently severe or pervasive ‘to alter the conditions of [the victim’s] employment and create an abusive working environment.’”