If you’re asked on the form whether your kids have been vaccinated, you could choose to answer the question, or you could say your children’s medical information is private and protected under the Health Insurance Portability and Accountability Act of 1996. Your request for a religious accommodation is specific to you as an individual, not your children.
If you choose to disclose their medical information, you will have to explain any discrepancies. The most logical argument is that you had no idea aborted fetal ingredients [or insert other objection] were used in the research, manufacturing or development of vaccines, and once you found out, you realized you could not vaccinate going forward.
If your kids only received vaccines without aborted fetal ingredients, you would say your kids only receive vaccines that do not violate your sincerely held religious beliefs. If you came to your faith between their last vaccine and now, you would disclose that on the form and thus, you adopted new beliefs that you did not have prior and cite the Equal Employment Opportunity Commission’s guidance.
EEOC guidance states, “an individual’s beliefs — or degree of adherence — may change over time, and therefore an employee’s newly adopted or inconsistently observed religious practice may nevertheless be sincerely held.”
If you plan to keep vaccinating your children, then you would need to explain why you have an objection to the COVID vaccine, but not other vaccines. For this, you may want to focus on the gene therapy aspects of mRNA vaccines; however, you would also need to include your objection to adenovirus vector vaccines like Johnson & Johnson, or that vaccine could be offered as your “accommodation.”