; . (C) New York has allowed COVID–19 vaccinated workers with symptomatic, active COVID–19 infections to continue working in hospitals, but has not allowed religious objectors who do not have COVID–19 to work in hospitals. (D) Maine removed the allowance for religious exemptions for health care workers, effective September 1, 2021, in a law requiring all health care workers to receive the COVID–19 vaccine and influenza vaccine. (E) Rhode Island omitted religious exemptions to COVID–19 vaccines. (F) In Rhode Island, health care workers have been required to receive the COVID–19 vaccine, and health care facilities are required to deny entry to health care workers or providers who are not fully vaccinated. (6) With respect to COVID–19 vaccine mandates implemented by private sector entities, United Airlines instituted an absolute policy requiring all employees to receive the COVID–19 vaccine, and those who submitted requests for religious exemptions were either automatically denied or placed on unpaid leave with no benefits. (7) COVID–19 vaccine mandates that do not accommodate religious exercise have resulted in labor shortages that affect interstate and foreign commerce. (8) According to a report by the Committee on Small Business and Entrepreneurship of the Senate, the Federal COVID–19 vaccine requirement put an estimated 44,900,000 Americans at risk of losing their jobs owing to their refusal to receive a COVID–19 vaccine. A substantial number of those refusals may be attributed to religious objections, as according to a survey by the Public Religion Research Institute, 10 percent of Americans believe that receiving a COVID–19 vaccine would conflict with their religious beliefs. (9) In Doe v. Mills, 142 S. Ct. 17 (2021) and Dr. A. v. Hochul, 142 S. Ct. 552 (2021), the Supreme Court denied the requests of employees requesting religious exemptions to COVID–19 vaccine mandates, causing those employees to face irreparable harm. (10) The Free Exercise Clause of the First Amendment to the Constitution protects rights