(ZENIT News / Michigan, 11/14/2024).- In an important ruling, a federal court in Michigan ordered Blue Cross Blue Shield of Michigan to pay more than $12 million in damages to Lisa Domski, a long-time employee, who was fired for refusing to comply with the company’s COVID-19 vaccine mandate for religious reasons. The court sided with Domski and found that his dismissal constituted religious discrimination.
Domski, who had worked remotely from his home office, argued that his refusal to get vaccinated was due to his Catholic beliefs. According to his attorney, Jon Marko, he submitted a formal request for a religious exemption in 2021, along with a statement outlining his beliefs and contact information for his priest and parish. However, the company reportedly rejected his request and issued an ultimatum: get vaccinated or face dismissal. Despite nearly four decades of service, Domski remained steadfast in her convictions and was subsequently fired.
“Here was a dedicated employee, working remotely from her basement office, posing no risk to anyone and faithfully doing her job for 38 years,” Marko said, emphasizing that her termination lacked justification given her remote role.
Domski’s case raised questions about the enforcement of the company’s vaccine policy, which allowed for both medical and religious exemptions. Her attorney noted that despite her detailed presentation, Blue Cross Blue Shield questioned the sincerity of her religious objection and, according to Marko, then claimed to be unfamiliar with her faith, even after reviewing her documentation.
The jury’s decision broke down the damages as follows: $10 million in punitive damages, $1.7 million in lost wages, and $1 million in non-economic damages, reflecting the court’s assessment of the personal and financial impact of his termination.
Following the verdict, Blue Cross Blue Shield of Michigan expressed disappointment and indicated that they were exploring legal options to challenge the ruling. The case highlights legal tensions around religious exemptions and vaccine mandates, raising broader implications for workplace policies that seek to balance public health guidelines with individual rights.
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