Showing posts with label Jobs. Show all posts
Showing posts with label Jobs. Show all posts

Federal Vaccine Mandate Temporarily Suspended



OSHA Suspends Enforcement of Vaccine Mandate After Court Block. The Labor Department’s Occupational Safety and Health Administration (OSHA) has suspended the enforcement of the Biden administration’s COVID-19 vaccine mandate for private businesses. Federal Vaccine Mandate Temporarily Suspended November 8, 2021 On Saturday, November 6, 2021, the United States Court of Appeals for the Fifth Circuit temporarily suspended the Biden administration’s emergency temporary standard (“OSHA ETS”) for employers with 100 or more employees. https://www.bing.com/search?q=osha+mandate+suspended

On Saturday, November 6, 2021, the United States Court of Appeals for the Fifth Circuit temporarily suspended the Biden administration’s emergency temporary standard (“OSHA ETS”) for employers with 100 or more employees. As we reported last week, the OSHA ETS mandates that covered employers implement COVID-19 vaccination or regular testing requirements for employees. Citing “grave and constitutional issues,” the three-judge Fifth Circuit panel put the newly issued rule on hold pending further litigation. The stay order has nationwide effect.

While lawsuits challenging the brand-new OSHA ETS were filed by 27 states and private businesses in multiple circuits (including the Sixth Circuit), the conservative Fifth Circuit was the first court to rule on the issue. Challengers argue that the OSHA ETS is illegal, in that it exceeds the authority of, and is not proper subject matter for, the issuing agency (OSHA), and would be counterproductive by further straining an already tight labor market. The Biden administration contends that the OSHA ETS is lawful and necessary to help end the COVID-19 pandemic, and stated it will vigorously defend the ETS in forthcoming court proceedings.
"OSHA Suspends Implementation and Enforcement of Vaccine Mandate Pending Litigation" This is for all those employees who quit or who were threatened to be fired over the Federal Vaccine mandate. There is a media blackout so use Bing or DuckDuckGo.

Related stories
"OSHA Suspends" & "Died Suddenly" Trending Google Search Terms2 Examples Of How The FAKE LEGACY NEWS MEDIA doesn't cover the REAL NEWS anymore! 

What Happens When Biden's Vax Mandates Fail? Lawyers Win Big $

lawyers burn money cigar

We predict that the failure of the Biden vax mandates will eventually lead to huge legal liability for companies and academic institutions- illegal termination, vaccine damages, etc.  This will also be a major financial windfall for independent lawyers.

Why independent lawyers, you ask?  Because the large firms are all getting bought out by Pharma contracting for legal work and triggering "conflict of interest" clauses that block them from taking these cases.

What does this have to do with Biden's mandates?  Because if they fail in the courts, then the legal top cover for the academic institutions, hospitals, and businesses vanish.  The government and Pharma are indemnified. So then the organizations become the bagholders for liability.

This thesis applies more generally to most public policies: the larger public and private institutions are left holding the bag. The upcoming financial crisis will again confirm that.

Most large law firms can't take our cases now because they feared their other clients would leave.  The one we hired is an independent spitfire and I’m glad we found him.

It is kind of like when high profile people speak to many divorce lawyers before an impending divorce to reduce their spouse from attaining certain councils.

"It Raises Serious Constitutional Concerns" - Appeals Court Re-Affirms Stay On Biden Vaccine Mandate

One wouldn't know it by scanning the front pages of say WaPo, NYT or Bloomberg where it wasn't even mentioned, but late on Friday a bad week, month, and year for the scrambling Biden administration - which in addition to the recent disaster in Virginia where a public referendum on "wokeness" saw the public overwhelmingly vote down the Democrats' attempt to subvert social norms, is also facing the worst inflationary inferno since Nixon ended the gold standard - after a U.S. appeals court upheld its decision to put on hold Joe Biden's unconstitutional order for companies with 100 workers or more to demand COVID-19 vaccines, rejecting a challenge by his administration.

A three-member panel of the 5th U.S. Circuit Court of Appeals in New Orleans affirmed its ruling despite the Biden administration's position that halting implementation of the vaccine mandate could lead to dozens or even hundreds of deaths. No Nov 6, the Fifth Circuit granted a temporary stay on enforcement of the federal mandate, one day after the rule was announced. In its reaffirmation Friday, the court said the mandate "exposes [petitioners] to severe financial risk" and "threatens to decimate their workforces (and business prospects)."

"The mandate is staggeringly overbroad," the opinion said adding that the vaccine mandate "raises serious constitutional concerns" and "likely exceeds the federal government’s authority."

 "The mandate is a one-size-fits-all sledgehammer that makes hardly any attempt to account for differences in workplaces (and workers)," Circuit Court Judge Kurt Engelhardt wrote for the panel. 

In its ruling, the Fifth Circuit judges agreed with opponents of vaccine mandates, which have become a deeply controversial topic in the United States (as if the country needed any more of those) - supporters say they are a must to put an end to the nearly two-year coronavirus pandemic, while opponents argue they violate the Constitution and curb individual liberty.

"The public interest is also served by maintaining our constitutional structure and maintaining the liberty of individuals to make intensely personal decisions according to their own convictions - even, or perhaps particularly, when those decisions frustrate government officials," Engelhardt wrote.

At Biden’s orders, the OSHA issued a rule earlier this month requiring U.S. employers with 100 or more workers to ensure their workers are fully vaccinated against COVID-19 or undergoing weekly tests for the virus by Jan 4. Businesses that don’t comply face thousands of dollars in fines.

The rule prompted a slate of legal challenges from at least 27 states as well as business and religious groups who argue the mandate is unconstitutional. Biden and other federal officials argue the mandate is necessary to end the COVID-19 pandemic and fully reopen the economy.

White House officials had no immediate comment on the ruling, which was hailed as a victory by Texas Attorney General Ken Paxton. Texas joined other U.S. states, as well as private employers and religious organizations, in legal challenges to the order.

"Citing Texas's "compelling argument[s]," the 5th Circuit has delayed OSHA's unconstitutional and illegal private-business vaccine mandate. WE WON! Litigation will continue, but this is a massive victory for Texas and for FREEDOM from Biden's tyranny and lawlessness," Paxton wrote. 

Naturally Immune Federal Workers Lodge Class-Action Suit Against Fauci, Walensky Over COVID-19 Vaccine Mandate

class action lawsuit vs Fauci

Federal workers who have recovered from COVID-19 have filed a class-action lawsuit against Dr. Anthony Fauci and other government officials over a COVID-19 vaccine mandate that still forces them to get a jab.

See more of our articles on class actions

The government not only failed to offer a carve-out exemption for naturally immune workers, or those who have recovered, but neither President Joe Biden’s executive order nor the guidance explaining it outlines why naturally acquired immunity isn’t an acceptable alternative to vaccination, the lawsuit states.

“Because they already have natural immunity, there is no coherent purpose for the federal government to require them to undertake a medical procedure to be vaccinated if they choose not to, or be terminated from their employment, their careers,” Robert Henneke, general counsel at the Texas Public Policy Foundation and one of the lawyers representing the government workers, told The Epoch Times.

Plaintiffs say the mandate violates the Administrative Procedure Act, which allows courts to overturn government actions deemed “arbitrary, capricious, or an abuse of discretion.”

They quoted Dr. Scott Gottlieb, a former Food and Drug Administration commissioner who now sits on the board of Pfizer. During recent television appearances, Gottlieb described natural immunity as “durable” and “robust” and said that government officials should start assimilating it into policy discussions. They also cited Dr. Hooman Noorchashm, an immunologist who has said it is medically unnecessary for the recovered to get vaccinated.

Dozens of studies have shown that people who survived COVID-19 have strong immunity against re-infection from the virus that causes it, with some indicating the protection is similar to or higher than that provided by vaccines.

Workers tried communicating concerns about the mandate but those “have completely fallen on deaf ears, which is why we’ve turned to litigation,” Henneke said.

“I think it’s clear that the Biden administration, the federal government, is entrenched in their position on this. And so further negotiation would be pointless and instead we’re going to seek assistance from the courts,” he added.

The deadline for federal workers to get a COVID-19 vaccine was effectively Nov. 8, because people aren’t considered fully vaccinated until two weeks after they’ve received their final jab. Agencies were able to begin disciplining unvaccinated workers on Nov. 9, according to Kiran Ahuja, an administration official.

The suit asks the federal court in Galveston, Texas, to declare the mandate a violation of the plaintiffs’ rights and arbitrary and capricious and relieve workers from complying with it.

Defendants named include Fauci, the longtime head of the National Institute of Allergy and Infectious Diseases; Dr. Rochelle Walensky, the head of the Centers for Disease Control and Prevention; and Jeffrey Zients, who coordinates the White House COVID-19 response team.

The institute and the White House did not respond to requests for comment. The centers declined to comment.

Federal health officials have recently acknowledged natural immunity exists but continue insisting it is inferior to the protection conferred by vaccines. They also say people who have recovered from COVID-19 can still benefit from vaccination.

Several state attorneys general explain plans to sue the Biden admin over vaccine mandates


Attorneys general from Florida, Indiana, and Arizona explain plans to sue the Biden admin over vaccine mandates

attorney generals sue Biden administration




LA County Sheriff Alex Villanueva Warns Of 'Mass Exodus' Over Mandates

Los Angeles County Sheriff Alex Villanueva spoke out against the vaccine mandate for members of the police force.

Here the woke LA County Board of Supervisors is making these ridiculous mandates.  It turns out LA County is the only county that is trying to defund the police

LA County Board of Supervisors


Expert Panel on Federal Vaccine Mandates & Injuries (3 Hours)



WHEN:               Tuesday, Nov. 2 10 a.m. – 12 p.m. ET

WHERE:             Russell Senate Office Building, Kennedy Caucus Room 325

RSVP:                  Please RSVP by Monday Nov. 1 at 10:00AM ET with name, outlet, email and phone                             number to press@ronjohnson.senate.gov.

U.S. Sen. Ron Johnson (R-Wis.) will hold a panel discussion with doctors and medical researchers who have treated COVID-19 vaccine injuries and are researching the safety and efficacy of COVID-19 vaccines, patients who have experienced adverse events due to the COVID-19 vaccine, and vaccine mandates. The senator will speak to his advocacy for early treatment, the importance of American’s health care freedom and recognizing natural immunity, the impacts of mandates on the American workforce and the economy, and the lack of transparency from federal health agencies in response to his COVID-19 oversight requests.  

Sen. Johnson has also extended an invitation to the following agencies and drug companies so they can hear firsthand from the vaccine injured and medical professionals:

Johnson & Johnson CEO Alex Gorsky
BioNTech CEO U?ur ?ahin
 
WHO:              

Senator Ron Johnson (R-Wis.)

Vaccine injured

Cody Flint, airline pilot from Cleveland, MS who accumulated 10,000 hours of flight time diagnosed with left and right perilymphatic fistula, Eustachian tube dysfunction, and elevated intracranial pressure following Pfizer vaccination

Ernest Ramirez, father from Austin, TX whose only son collapsed playing basketball and passed away from myocarditis following Pfizer vaccination

Amy and Abby Alvo, family from Los Angeles, CA whose daughter suffered adverse reaction from first dose of Pfizer vaccine, having been denied a medical exemption twice, she will be kicked off her collegiate cheer team if she is not fully vaccinated

Doug Cameron, farm operations manager from Idaho, permanently paralyzed following vaccination

Kyle Werner, professional mountain bike racer from Boise, ID diagnosed with pericarditis following vaccination

Suzanna Newell, triathlete from Saint Paul, MN diagnosed with an autoimmune disease and reliant on a walker or cane to walk following vaccination  

Kelly Ann Rodriguez, young mother from Tacoma, WA reliant on walker following vaccination

Maddie de Garay, 12-year old Pfizer clinical trial participant from Cincinnati, OH confined to wheelchair and feeding tube

Brianne Dressen, Astra Zeneca clinical trial participant from Utah, co-founded react19.org, a patient advocacy organization dedicated to increasing awareness of adverse events

Dr. Joel Wallskog, orthopedic surgeon from Mequon, WI diagnosed with transverse myelitis following Moderna vaccination

Medical experts and doctors

Dr. Theresa Long

Dr. Linda Wastila, Professor and Parke-davis Chair in Geriatric Pharmacotherapy, University of Maryland School of Pharmacy

Dr. Robert Kaplan, faculty member at the Stanford School of Medicine Clinical Excellence Research Center

Dr. Peter Doshi, Associate Professor of pharmaceutical health services research at the University of Maryland School of Pharmacy

Dr. Joseph Fraiman, board-certified Emergency Medicine Physician

Dr. Patrick Whelan, Associate Clinical Professor of Pediatrics in the Division of Rheumatology at University of California, Los Angeles

Dr. Aditi Bhargava, Professor in the Department of Obstetrics and Gynecology and the Center for Reproductive Sciences at University of California, San Francisco

Dr. Retsef Levi, J. Spencer Standish (1945) Professor of Operations Management at MIT

Dr. David Healy, Professor in the Department of Family Medicine at McMaster University in Ontario

Dr. Iona Heath, retired general practitioner from Kentish Town in London and Past President, Royal College of general Practitioners

Kim Witczak, international drug safety advocate and speaker, serves as Consumer Representative on the FDA Psychopharmacologic Drug Advisory Committee

WHAT:  Panel discussion on vaccine mandates and the consequences and the lack of compassion and response from federal health agencies to those who have experienced adverse events from the COVID-19 vaccine

Ron Johnson expert panel

Federal Judge Temporarily Bans Biden Admin From Firing Unvaccinated Employees

sad biden face

A federal judge for the district court in Washington, DC, issued a temporary restraining order on Thursday barring the Biden administration from firing both unvaccinated civilians and active-duty military members, Fox News reported.

The order comes after 20 plaintiffs sued the Biden administration for its handling of religious exemptions in its Chinese coronavirus vaccine mandate for federal employees. President Joe Biden issued an executive order on September 9 requiring all employees working for a federal contractor or subcontractor to get vaccinated against the Chinese coronavirus by November 24 to be considered “fully vaccinated” by a December 8, 2021, deadline. The mandate will also order private companies with more than 100 employees to implement required vaccinations or weekly testing for employees.

“None of the civilian employee plaintiffs will be subject to discipline while his or her request for a religious exception is pending,” District Judge Colleen Kollar-Kotelly ordered, according to a Minute Order obtained by Fox News.

In her ruling, Kollar-Kotelly also ordered “active duty military plaintiffs, whose religious exception requests have been denied, will not be disciplined or separated during the pendency of their appeals,” the report states.

The Biden administration must file a supplemental notice by noon on Friday stating if they will agree to comply with the court’s ruling that no plaintiff will be fired or disciplined before the court rules in the case.

The administration has faced intense backlash since Biden announced the mandate, especially since he repeatedly promised to make vaccination voluntary. After much pressure, on Wednesday, the White House Coronavirus Response coordinator, Jeffrey Zients, claimed federal contractors “will not be required to immediate [sic] lay-off workers” and will allow time for “education, counseling and other measures before potentially ending employment,” Reuters reported.

In a statement obtained by Fox News from the plaintiff’s attorney, Michael Yoder, Yoder said the Biden administration has displayed “an unprecedented, cavalier attitude toward the rule of law and an utter ineptitude at basic constitutional contours.”

The statement continued:

This combination is dangerous to American liberty. Thankfully, our Constitution protects and secures the right to remain free from religious persecution and coercion. With this order, we are one step closer to putting the Biden administration back in its place by limiting government to its enumerated powers. It’s time citizens and courts said no to tyranny. The Constitution does not need to be rewritten, it needs to be reread.

Notably, Florida Gov. Ron DeSantis’s (R) administration announced on Thursday that it also filed a lawsuit against the Biden administration for its Chinese coronavirus vaccine mandates, suing both Biden and NASA.

This case is Church v. Biden, No. 1:21-cv-2815 in the United States District Court for the District of Columbia.

This is an amazing development from the DC District Court in the stand for OUR RIGHTS against the unconstitutional vaccine mandates.

 

Hospitals Should Hire Nurses with Natural Immunity—Not Fire Them


“Since the Athenian plague in 430 B.C… we have known about natural immunity. So it’s strange that suddenly people are questioning that,” says Dr. Martin Kulldorff.

Nurses and caregivers who have recovered from a COVID-19 infection have “stronger, longer-lasting immunity” than vaccinated individuals who have not been infected before, Dr. Kulldorff says, making these nurses and caregivers actually the “least likely to infect the residents.”

Instead of firing them if they refuse to take the vaccine, hospitals and nursing homes should do the exact opposite: They should actively hire people with natural immunity and assign these individuals to the wards with especially vulnerable patients,” he argues.

Dr. Kulldorff is a professor of medicine at Harvard Medical School and a biostatistician and epidemiologist at the Brigham and Women's Hospital. He is also one of the co-authors of the Great Barrington Declaration. We discuss the efficacy of the COVID-19 vaccines, the politicization of science, and the Biden administration’s recent push to mandate vaccines for children.

Dr Martin Kulldorff


A Guide to Jab Mandate Ultimatums

George Patton

Make sure you read The Secret Is NOT to Refuse The Jab - Sample Letter

The first thing you need to do is buck up. This is a spiritual war, and you need to be in top mental form to fight. They overwhelmed us; we lawyers are working on it night and day but there just aren’t enough of us to get in front of enough courts in the short amount of time before termination deadlines kick in. So get yourself ready to fight for yourself for now, if you have to:

“Better to fight for something than live for nothing.”

Gen. George S. Patton.

“We, too, born to freedom, and believing in freedom, are willing to fight to maintain freedom. We, and all others who believe as deeply as we do, would rather die on our feet than live on our knees.”

Franklin Delano Roosevelt

Look, this is an awful situation. But don’t feel hopeless or powerless. You have the high ground, morally and legally. Just because they are doing a bunch of lawless stuff, fast, doesn’t mean there won’t eventually be justice. Why do I say that? Not only is what they’re doing patently unconstitutional, but they are dumb, deluded, and desperate. Desperate because they are doing all this in such a hurry to stay away from the courts. And when you do things in a hurry, you make mistakes. They are going to make a LOT of mistakes.

✊ *MANDATORY DISCLAIMER* ✊

Before we get started, since I’m not a lawyer, here’s the mandatory disclaimer that I’m required to give you. This post is not legal advice. I am not your lawyer and this post does not create any attorney-client relationship. Use any suggestions herein at your own risk and consult your own counsel.

Now, let’s get going.

✊ *FIRST PRINCIPLES* ✊

Your employer is wrong.

What they are doing is illegal and unconstitutional. If it’s a government employer, they are violating Planned Parenthood v. Casey, Roe v. Wade, and a long line of bodily integrity cases flowing from those cases. The Methodist Hospital case and its sad progeny have been wrongly decided; threats of loss of employment ARE well-known to be coercive. See, e.g., Am. Fed’n of State, County & Mun. Employees Council 79 v. Rick Scott, 717 F.3d 851, 874 (11th Cir. 2013) (“In effect, the State is offering its employees this Hobson’s choice: either they relinquish their Fourth Amendment rights and produce a urine sample which carries the potential for termination, or they accept termination immediately … To begin with, we do not agree that employees’ submission to drug testing, on pain of termination, constitutes consent under governing Supreme Court case law”).

The “vaccinate or terminate” policy is no less wrong because your employer is a private company (meaning, not run by government). The reason is that your private employer would not have done this BUT FOR the government coercing them to. The government can’t do something THROUGH a private actor that it would be illegal to do directly. See, e.g., Hammerhead Enterprises, Inc. v. Brezenoff, 707 F. 2d 33 (2d. Cir. 1983) (“Where comments of a government official can reasonably be interpreted as intimating that some form of punishment or adverse regulatory action will follow the failure to accede to the official’s request, a valid claim can be stated.”).

So.

✊ *FIRST STEPS* ✊

Unless you have a solid financial reason, DO NOT QUIT. If you resign, you torch your rights to sue your employer later for damages if they wrongfully fire you. That’s exactly what they want you to do.

There will be a flotilla of arguments to sue private companies for wrongful termination, don’t you worry. When the dust clears, there is going to be a thousand times as much litigation over these firings than all the tobacco litigation put together. These employers aren’t going to know what hit them.

All these employer policies are designed to convince you to resign. That’s the best-case scenario for the employer. It absolves them from liability. They’ll argue, who knows WHY the person quit? Could have been any reason. Uh-huh. I’ve seen memos stating that, “If you do not sign this acknowledgment [to inject], then you will be deemed to have resigned.” First of all, that’s bogus and unenforceable. Second, don’t sign it, and don’t resign.

If you quit, you’ll be ineligible for unemployment benefits. Those benefits cost your employer a lot of money. Make them pay.

What are some sound reasons to quit? Say you’ve already found a better job. Take it and go. Or maybe you’re eligible for retirement or early retirement. Take the retirement and THEN go find another job. But if you don’t have a compelling financial reason, DO NOT QUIT.

If you’ve already quit, don’t worry about it. We can still argue that you were constructively terminated. See, e.g., [Constructive dismissal - Wikipedia].

✊ *HOW TO TIPTOE THROUGH THE EVIDENTIARY MINEFIELD* ✊

If your employer has set an injection-or-termination deadline, they are also busy collecting evidence to use against you to defend themselves in a later lawsuit. Keep that in mind every time you send an email or text about the policy, or fill out a form, answer a questionnaire, or submit a “request for accommodation.”

Anything you send your employer in writing, in whatever form, should begin with the words, “I want to keep my job. I have been a loyal and productive employee here since [DATE].” If you’ve received honors, excellent performance reviews, awards, or the like, add a line mentioning those. REPEAT THIS STATEMENT EVERY SINGLE TIME you talk about the policy in writing. Let’s call this the “Job Affirmation Statement.”

Don’t put anything in writing that could be used against you. Save your temper tantrums and venting for outside the workplace. Never say anything negative or even slightly critical of your employer. If you’ve already done that, offset it now by saying something positive and apologizing for your previous comments. IN WRITING.

Keep EVERYTHING. Build your evidence locker. What your future lawyer will want is evidence. Make a special file — outside your employer’s file system — to keep every single thing that relates to the policy; what you said, what they said, and so forth. Print every online form, FAQ, memorandum, etc. to PDF and save it to your evidence file.

Note: I am NOT saying to avoid talking to them about the policy. Just the opposite. Talk to them a LOT. In a positive way. We’re trying to get them to make mistakes and say something we can use against them later.

Finally, BCC your own personal email account on all your communications with them. That way you'll have access to those emails even if your email account is unexpectedly closed down.

(If you’re a lawyer for a big employer reading this to find out what I’m suggesting to folks, first, you should be ashamed of yourself. Second, get stuffed. When the dust finally clears, we’re coming for your client, hard.)

✊ *HOW TO DOCUMENT ORAL COMMUNICATIONS* ✊

I’ve noticed a lot of these employers are trying super hard not to create evidence that can be used against THEM. So tons of communications about these policies are being handled orally. “Please call HR to discuss,” and so forth.

That’s no problem. After you have an oral conversation with a manager at your company about the policy, go right back to your workstation, and compose an email to that person. Here’s what to put in it:

1) Thank them and frame it as your professional attempt to make sure you understood everything (“Thanks for the informative conversation just now. I wanted to recap what we discussed to make sure I understood everything you said and didn’t miss anything.”)

2) State the Job Affirmation Statement (“To be clear, I want to keep my job…”).

3) Recap what they said. “As I recall, you said BLH BLAH BLAH.”

4) If it’s important, recap what YOU said: “I said, BLAH BLAH BLAH.”

5) Ask for correction (“Please let me know ASAP if I’ve misunderstood anything, or left anything important out.”)

6) Thank them again (“Thanks so much for taking the time to assist me with these difficult matters. I appreciate it very much.”)

Then print the email out to PDF and save it in your evidence locker. If they respond, add the response. Document EVERYTHING.

✊ *ASK TO BE RELEASED FROM YOUR RESTRICTIVE COVENANTS* ✊

Many of you will also be subject to long-standing “restrictive covenants,” like non-disclosures, non-solicitation agreements, and non-competes.

Send an email RIGHT NOW asking to be released from those if you are ultimately terminated. First review the employee handbook or your employment agreement to find all these. Then, write HR something like this, but in your own words:

“Hi. [JOB AFFIRMATION STATEMENT]. But, in the event that I /am/ terminated due to the vaccine policy, please consider this to be my formal request to be released from my non-compete, non-disclosure, and non-solicitation restrictions [modify as appropriate]. If I do not hear back from you I will assume that you have agreed.”

Document it. They may or may not respond. If they do send you something from legal that says “you can’t do that” or the like, just email back, “I disagree, but hopefully that won’t be an issue, because [JOB AFFIRMATION STATEMENT].” Document everything into your evidence locker.

✊ *CHECK YOUR EMPLOYMENT AGREEMENT* ✊

Most of you are at-will employees with no definite employment agreement. But some of you HAVE employment agreements, especially if you’re an executive or a salesman. Review your employment agreement. It probably doesn’t say anything about having to take experimental EUA drugs. Now would be a good time to point this out to your employer, that they are breaching by adding conditions not in the contract. If they push back, say you’ll get a lawyer if you have to, but you’ll expect them to pay for it if it turns out you were right.

✊ *WORK TOGETHER* ✊

There is nothing whatsoever wrong with putting up a flyer in the break room, or even sending a company-wide email for that matter, asking other people who don’t want the injection to meet up after hours to discuss the situation. Just don’t spend a lot of work time on organizing and don’t use company equipment to do it. Do the organizing and printing on your own time.

If you find you have a big enough group, discuss ways to (legally) put pressure on your employer. Maybe you can all take vacation at the same time, for example. (If you’re subject to a collective bargaining agreement, talk to your union lawyer before you do that. Otherwise, you should be good.)

Don’t try to hurt their business, at least, not directly, not as your primary goal. You have a common-law duty of loyalty to your employer, so don’t be doing dumb stuff like emailing confidential materials to competitors or anything like that. Don’t lie. Keep the high ground. But be firm. Use ALL the legal tools available to you.

✊ *MORE COMMENTS ON RELIGIOUS EXEMPTIONS* ✊

I’ve previously written a primer on how to write religious exemption requests: [⛪PRIMER ON RELIGIOUS EXEMPTION REQUESTS⛪ - by Jeff Childers - ☕️ Coffee & Covid 2021 🦠]

Now, let’s talk some more about this most powerful exemption.

First of all, the big employers are DEFINITELY discriminating against religious folks. Rampantly. It’s disgusting, and it shows how lost and pagan the corporate world has become. I weep for those people.

Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against employees on the basis of their sincerely held religious beliefs. See 42 U.S.C. §2000e-2(a) (“It shall be an unlawful employment practice for an employer . . . to fail or refuse to hire or to discharge any individual, or otherwise 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”).

It’s not just sincerely-held religious beliefs either. Atheists aren’t left out. Title VII’s protections also extend nonreligious beliefs if they are related to morality, ultimate ideas about life, purpose, and death. See EEOC, Questions and Answers: Religious Discrimination in the Workplace (June 7, 2008), (“Title VII’s protections also extend to those who are discriminated against or need accommodation because they profess no religious beliefs”).

That’s why they are going to such great lengths to document your “religious exemption request.” They’re scared of the lawsuits. If they fire you over your religious beliefs, and can’t show the employment policy was reasonable, or that there was no reasonable way they could accommodate you, then they will probably ultimately be liable for all your financial damages. So.

Let me be clear about something. There’s no such thing as a “religious exemption REQUEST.” You don’t have to REQUEST it. It’s the LAW. They have to accommodate your religious or moral beliefs. It’s the employer’s burden, not yours. All you have to do is NOTIFY THEM of your sincerely-held religious or moral beliefs. Stop thinking you have to beg for it.

What’s a sincerely-held moral belief? That compulsory medical treatments similar to those seen in Nuremberg are EVIL. That the top people pushing these injections are immoral, bad people. That abortion is wrong and the fruits of abortion are equally wrong (all three of the currently available Covid injections are developed and produced from, tested with, researched on, or otherwise connected with the aborted fetal cell lines HEK-293 and PER.C6). That employers can’t treat their employees like cattle. That employers can’t treat their employees’ bodies like equipment to be upgraded or something.

Here’s what your sincerely-held moral or religious beliefs do NOT have to be:

— Religious. As I said, it doesn’t even have to be a religious belief, just a sincerely-held moral or ethical belief.

— Consistent with previous actions, like other vaccines you might have taken. Doesn’t matter.

— “[A]cceptable, logical, consistent, or comprehensible to others in order to merit [legal] protection.”

— Long-standing. Even newly-acquired beliefs are fine, so long as they are sincerely-held. Go get baptized. It’s time you did it anyway. A good church will provide you with a social safety net, worst come to worst.

— Consistent with generally accepted tenets of your religious denomination (“we reject the notion that to claim the protection, one must be responding to the commands of a particular religious organization”).

I am aware that a lot of these employers are rejecting religious accommodation requests en masse. That’s fantastic evidence of religious discrimination right there. That’s an employer falling into a trap of its own making. That’s a ton of lawsuits waiting to happen after people are terminated and start encountering financial damages.

In fact, it’s SO bizarre that employers would be rejecting religious accommodation requests en masse that it makes me think they might just be playing chicken and are going to back down once they get enough people to take the jab through anxiety and pressure tactics. They couldn’t be THAT stupid, could they?

If you can get them to say something anti-religious in an email, that is legal GOLD. So let your religious and moral beliefs shine. Talk about them a LOT.

Summary: make your religious or moral objections and stick to your guns. Do not quit.

✊ *WHAT TO DO IF YOUR ‘REQUEST’ IS REJECTED* ✊

If your employer rejects your religious exemption “request,” send this email to HR:*

“[JOB AFFIRMATION STATEMENT]. But I was confused just now when I received this notification that you are ‘rejecting’ my religious beliefs. That makes no sense to me. My religious beliefs are deeply-held and I do not recognize your authority to reject them. To be clear, I have notified you of my sincerely held religious beliefs. I expect you to accommodate them. Please govern yourself accordingly.”

* Substitute “moral beliefs” as appropriate.

Document, document, document.

✊ *SHOULD YOU PERSUADE YOUR EMPLOYER TO CHANGE COURSE?* ✊

Absolutely try to persuade them to change the policy. Some employers have already changed course, so it’s not a complete lost cause. Send them studies, articles, Bible verses, or essays that you’ve written. Liberally use your Job Affirmation Statement and keep a positive attitude. Document everything, especially responses.

✊ *WHAT ABOUT YOUR NATURAL IMMUNITY?* ✊

If you have natural immunity from a prior Covid infection, TELL YOUR EMPLOYER. Go get an antibody test. Not all the tests are equal. Some are more accurate than others. Do your homework. And there are false negatives. So don’t give up if your first one is negative, if you know for sure you had the virus. A LOT of us have. We’re the ones not getting sick now.

The fact that you notified your employer about your natural immunity might be terrific evidence later, depending on how the law evolves. Document, document, document.

✊ *INJECT OR TEST POLICIES* ✊

Suppose you are one of the fortunate ones to be facing an “inject or test” policy. Testing, ESPECIALLY unnecessary testing or discriminatory testing, is also invasive and unconstitutional. But take it for now unless you are 100% committed to going the distance. For Heaven’s sake, don’t take the injection to avoid a testing requirement. We’ll come back and clear these up later.

✊ *THERE IS NO FEDERAL MANDATE FOR PRIVATE EMPLOYERS* ✊

While there is an executive order requiring federal employees and contractors to get the injections, as of the date of this post, there is NO federal mandate for private employers like Joe Biden announced while he was drowning in bad press after his Afghanistan disaster. There’s not even an executive order directing OSHA to create the rule.

See [Joe Biden’s Vaccine Mandate Doesn’t Exist. It’s Just A Press Release].

If your employer is trying to use the Biden private-employer mandate as an excuse to require the injections, send them that Federalist article.

✊ *STATUS OF LAWSUITS, SHOULD YOU JOIN UP?* ✊

Finally! A LOT of lawyers are filing a lot of lawsuits right now. I can’t even keep up with them all any more. It will only take one — the RIGHT one — for everything to resolve favorably. So hang in there.

If there’s a lawsuit going in your area, for sure join up. Not all lawsuits are equal in quality or chances. But just remember, all of this is illegal and unconstitutional. Judges are going to start coming to their senses at some point.

✊ *RESOURCES* ✊

For whatever reason, traditional civil rights firms have been totally useless, irrelevant, nowhere to be seen. I’ve been profoundly disappointed by the Alliance Defending Freedom, for example. Take a look at their website. Not one thing about coerced injections on the home page. It’s reprehensible. They claim to stand up for religious freedom.

But Liberty Counsel is doing great work. (https://lc.org). They have a ton of helpful stuff on their website. So is Robert Kennedy’s group, the Children’s Health Defense group (https://childrenshealthdefense.org). I think we’re seeing the rise of the new civil rights law firms.

There are also a lot of no-vax job boards popping up, like novaxjobsusa.com, novaxmandate.org, and Gab (https://gab.com/groups/49159). You might want to post your resume up there somewhere.

✊ *BE STRONG AND DON’T QUIT* ✊

Remember what they used to say? “Quitters never win.” Don’t quit.

If worst comes to worst, and they fire you, carefully document ALL your financial damages. What goes around WILL come around.

And hang on! We could win this thing any time now. The Biden Administration is collapsing in the polls. The Europeans have stopped listening to the CDC (more on that tomorrow). The dam looks like it might be breaking again, like the mask dam broke late last year.

✊ *HELP LIKE YOU MEAN BUSINESS* ✊

It’s all hands on deck. If this article was helpful to you, PLEASE consider a significant donation to the cause. You can pledge here: https://www.coffeeandcovid.com/p/-learn-how-to-get-involved-. This isn’t a small deal. This is a BIG deal, maybe the biggest in our lifetimes. We are up against the biggest government in history with the deepest pockets. We don’t need to match them, but we need to stay in the game. If you can’t help directly, please consider helping financially.

Hope this helped! 

Agreement Between Vaccine Providers & Vaccinated Party

- AGREEMENT BETWEEN VACCINE PROVIDERS AND VACCINATED PARTY -

- NOTICES AND CONDITIONAL ACCEPTANCE -

Herein the terms “administration” and “administrators” refers to all parties providing and/or

“mandating” vaccine services and products including vaccine manufacturers, Distributors, Hospitals,

Clinics, Physicians, Nurses, Government Agents and Agencies, Healthcare Providers and all other

parties bringing vaccines to application or to market in any way.

This is an agreement between the parties identified herein who on one hand, will receive vaccinations or

be affected by the consequences of vaccination including the vaccinated party/s their guardians,

representatives and all persons of common interests and, on the other hand, the administrators and

providers of the vaccine/s in all the various capacities. Those parties are identified herein as:

Individual intended for Vaccination:____________________________________

Circle one: Adult Minor

Parents' or Guardian's Names and/or Head of Household: ____________________________________

Children's names (all family members):____________________________________

__________________________________________________________________________________

Address:____________________________________

Phone:____________________________________

Other contacts if available:____________________________________

and Vaccine Administrators (below)

Authorized Officer of Vaccine Manufacturer, Name:____________________________________

Title:____________________________________

Address:____________________________________

Phone:____________________________________

Driver's license number:____________________________________

Alternate contacts and identification:____________________________________

Authorized Officer of the Organization Administering Vaccinations, Name:

____________________________________

Page 1 of 8

AGREEMENT BETWEEN VACCINE PROVIDERS AND VACCINATED PARTY and NOTICES

Title:____________________________________

Address:____________________________________

Phone:____________________________________

Driver's license number:____________________________________

Alternate contacts and identification:____________________________________

Authorized and Accountable Officer of any “mandating” government agency, Name:

____________________________________

Title:____________________________________

Address:____________________________________

Phone:____________________________________

Driver's license number:____________________________________

Alternate contacts and identification:____________________________________

Individual Administering the Vaccination to the Vaccine Recipients (Nurse, Healthcare Provider or

Other, Name:____________________________________

Title:____________________________________

Address:____________________________________

Phone:____________________________________

Driver's license number:____________________________________

Alternate contacts and identification:____________________________________

I hereby agree to and with the following stipulations, terms, declarations and positions:

1. I am aware and understand that vaccines are not a perfect or fully proven method of disease

control.

Page 2 of 8

AGREEMENT BETWEEN VACCINE PROVIDERS AND VACCINATED PARTY and NOTICES

2. I am aware and understand that vaccines are not 100% effective.

3. I am aware that vaccines have not been tested enough to show that they are 100% safe and

effective.

4. I am aware and understand that vaccines can cause death or injury and disease which seriously

and negatively affects the lives of vaccinated individuals, their families and their communities.

5. I am aware and understand that vaccines, when causing disease and injury, can cause major

costs to individuals, families and communities, which costs are solely the responsibility and

liability of the causing agents which are the administrators and providers of a harming or

ineffective vaccine.

6. I am aware and understand that vaccines cause risk which is the sole responsibility of the

administrators and providers of the vaccine.

7. I am aware and understand that no one may be forced, coerced or compelled to accept medical

treatment or foreign substances inserted into their bodies without full voluntary consent under

full disclosure and that administering a treatment, harmful or otherwise, without consent of all

affected parties is unlawful and unethical.

8. I am aware and understand that vaccinations do, on occasion, cause harm, injury and disease

including the disease they are intended to prevent.

9. I am aware and understand that there are particular dangers and hazards of combining more

than one vaccination in one or sequential administrations and some of those hazards and

dangers are not well understood and have not been fully researched, tested or proven safe or

effective.

10. I understand that individuals have different physiologies and that a vaccination which may be

harmless to one individual may be quite harmful to another individual.

11. I am aware and understand that, prior to administration of any vaccination, administrators of

vaccinations must and shall disclose to all interested parties all known and presumed risks,

hazards, harm and failures of vaccinations and all contents of the proposed vaccination/s

including all trace chemicals, adjuvants and components whether or not administrators consider

those elements to be of consequence so that the recipients of vaccinations can make fully

informed decisions with regard to accepting vaccination.

12. I am aware and understand that administration of vaccinations without full disclosure and full

voluntary consent of all interested parties and imposing risk and hazard in that way represents

criminal violation, malpractice and major liability of the administrators of the vaccination to the

vaccinated party/s should any negative consequences arise.

13. I am aware and understand that any person who attempts to enforce a “mandate” in forcing or

coercing vaccination or any other medical treatment upon any unwilling or uninformed party,

Page 3 of 8

AGREEMENT BETWEEN VACCINE PROVIDERS AND VACCINATED PARTY and NOTICES

whether or not that “mandate” is provided in law, codes or regulations, is personally fully liable

for any and all harm, loss, damage, negative consequences of the vaccination upon the

vaccinated party and all other interested parties. That liability extends to all administrators of

that “mandate”, all legislators who were involved in the creation of that “mandate” and all

companies and individuals who promoted that “mandate” through lobbying or other political

action and all parties who participate in the enforcement of the “mandate”.

14. I understand that, as an administrator or provider of any “mandated” vaccination I am assuming

all liability, obligation and responsibility for any and all negative and/or unintended

consequences of the administration of the vaccine and that I must “make whole” the recipients

of the vaccine, their guardians, families and community for any and all financial and personal

harm, damage and losses caused by the vaccine and any and all harm which may be reasonably

attributed to the vaccine. I understand that this is necessary because laws to not adequately

protect vaccine recipients and, in fact, put the public at risk of uninsured harm from vaccines.

15. I am aware and understand that I must disclose all risks of vaccination prior to administration of

the vaccine and, because vaccinations do pose risks, I must allow the recipients, guardians and

families to refuse the vaccination at their sole discretion, and that disclosure of hazards and

risks does not absolve me from any responsibility, liability or accountability for negative

consequences of the vaccinations I administer.

16. If a person suffers any disease or injury at any time after vaccination and not before vaccination

and that disease or injury cannot be affirmatively attributed to any particular cause other than

the vaccination, then I agree that it is reasonable to presume that the injury or disease was or

may have been caused by the vaccination and I will so presume and accept that theory in the

absence of compelling evidence to the contrary.

17. If the vaccine recipients, guardians, family members and interested parties of the vaccinated

party should, after the vaccination, submit claims for harm, loss, damages, injuries or disease

which they reasonably suspect to be caused fully or partially by the vaccination, then the claims

must and shall be paid and delivered by the administrators of the vaccination (above) to the

claimant/s without challenge within 30 days from submission of each claim and any challenge

to the claim/s must be made through formal written process and/or legal action. Requests for

recovery of claims paid must be supported by fact, evidence, law and moral cause. Refusal or

obstruction of service of claim shall not reduce obligations and shall be cause for escalated

claim.

18. I am aware and understand that all administrators of vaccinations are responsible for any

emotional distress caused by their vaccinations and are liable for compensation for such

emotional distress to the victim/s.

19. Administrators of vaccinations hereby agree that they will allow and facilitate recording,

videotaping, documentation and investigation of all services and processes they administer to

the vaccine recipient and that administrators of vaccinations will not refuse or obstruct that

information gathering for such reasons as “privacy” or “security”.

Page 4 of 8

AGREEMENT BETWEEN VACCINE PROVIDERS AND VACCINATED PARTY and NOTICES

20. I am aware and understand that any failure or refusal to sign this agreement causes suspicion of

intention to do harm to the vaccinated party and others and to avoid responsibility for potential

harm that may be caused by vaccination, and I am aware and understand that failure or refusal

of signature of this agreement by any administrator of vaccines is cause for rightful refusal of

vaccination by the intended vaccination recipient with law, code, regulations, contracts and

“mandates” notwithstanding.

21. Any threat of consequence for refusal of vaccination/s, such as removal from school,

quarantine, “child endangerment” etc. is coercion, is offensive, inappropriate, unlawful and

violates parental rights. There is no law and can be no valid law which would rightfully grant

authority over any individual to determine medical treatment for any other party who is in

possession of their faculties. Refusal of vaccination does not in any way imply poor judgment,

diminished capacities or social irresponsibility.

22. I am / am not (circle one) claiming that I personally have the right and authority to force

medical treatment and vaccinations upon the party (above) whom I intend for vaccination

without his/her consent. If I claim that authority, then I will provide all legal and official

reference which bestows that authority upon me specifically against the intended recipient of

the vaccination, as authorized and consented by that recipient. I understand that I must provide

evidence of authority to the satisfaction of all interested parties before the person intended for

vaccination may be vaccinated because the interested parties presume that no such authority

exists nor can exist, and, in many cases, the harm caused by vaccinations cannot be reversed.

23. I understand and agree that the person intended for vaccination is not responsible to gather

signatures on this form. The parties intending to vaccinate must acquire and share this form,

sign it and deliver it in multiple copies to any party intended for vaccination upon request. At

such time as the duly signed forms are delivered to the person intended for vaccination, those

agreement forms will be signed by the person intended for vaccination or by his/her guardian

and one copy will be returned to each administrator of the vaccination/s. If one of the requested

administrators above fails to sign and return the form, all agreements are void and vaccination is

rightfully refused.

24. Refusal to sign this form is indication of deceit, bad faith and hypocrisy on the part of a vaccine

administrator who may recommend vaccination as “safe”, but, at the same time, deny

responsibility for the hazards. If vaccinations are “safe” then refusal or hesitation to sign this

form is firm indication of misrepresentation with the assertion of “safety”.

NOTICE: If this form is refused or not signed by any vaccine administrators listed above, then refusal

of vaccine is rightful and refusal must be presumed and honored. Vaccination does pose risks, therefore

administration of vaccine without signature on this agreement by all parties called for herein or and/or

without fully informed consent by all interested parties constitutes criminal assault, malpractice,

intentional harm and violation of rights against the vaccinated parties and all other parties of common

interest by the administrators and providers of the vaccine whether any harm is caused or not by the

vaccination, therefore, without fully informed consent by all interested parties, major obligations and

liabilities arise from non-consensual vaccination whether or not the vaccination causes physical injury

or disease.

Page 5 of 8

AGREEMENT BETWEEN VACCINE PROVIDERS AND VACCINATED PARTY and NOTICES

NOTICE: Refusal to sign this form constitutes admission and warning to the prospective recipient of

vaccination that vaccination may cause harm and should be avoided in order to protect the health and

safety of those receiving treatment. This is separate and distinct from any benefit/s or “necessities” that

may be attributed to vaccinations and vaccination programs.

NOTICE: A separate agreement must be signed for each individual intended to be vaccinated.

SIGNATURES OF THE AGREEING PARTIES

Individual intended to be Vaccinated:____________________________________

Print name:____________________________________

Direct Contact information:

_________________________________________________________________________

_________________________________________________________________________________

Date:____________________________________

Parents' or Guardian's Names and/or Head of Household (if different from above):

____________________________________

Print name:____________________________________

Date:____________________________________

Authorized Officer of Vaccine Manufacturer:

____________________________________

Print name:____________________________________

Direct Contact information:

_________________________________________________________________________

_________________________________________________________________________________

Date:____________________________________

Page 6 of 8

AGREEMENT BETWEEN VACCINE PROVIDERS AND VACCINATED PARTY and NOTICES

Authorized Officer of the Organization (clinic, hospital or office) Administering Vaccinations:

____________________________________

Print name:____________________________________

Direct Contact information:

_________________________________________________________________________

_________________________________________________________________________________

Date:____________________________________

Individual Administering the Vaccination to the Vaccine Recipients (Nurse, Healthcare Provider or

Other), Name:____________________________________

Print name:____________________________________

Direct Contact information:

_________________________________________________________________________

_________________________________________________________________________________

Date:____________________________________

Authorized and Accountable Officer of any “mandating” government agency or program:

____________________________________

Print name:____________________________________

Direct Contact information:

_________________________________________________________________________

_________________________________________________________________________________

Date:____________________________________

Authorized Officer responsible for distributing the Vaccination to healthcare facilities and providers:

Page 7 of 8

AGREEMENT BETWEEN VACCINE PROVIDERS AND VACCINATED PARTY and NOTICES

Name:____________________________________

Print name:____________________________________

Direct Contact information:

_________________________________________________________________________

_________________________________________________________________________________

Date:____________________________________

Page 8 of 8

AGREEMENT BETWEEN VACCINE PROVIDERS AND VACCINATED PARTY and NOTICES

34% 120,000 of Army Reservists Have Not Received Jab

34% 120,000 Army Reservists Have Not Received Jab
Unvaccinated reservists face no discipline until next July, far later than employees of private companies

The Biden Administration appears to be pressing vaccine mandates on private companies far harder than its own armed services.

The majority of soldiers and civilians in the Army Reserve have not received any Covid-19 vaccinations, according to reserve’s own internal data.

As of Sept. 20, fewer than 35 percent of the 183,000 members of the reserve were fully vaccinated, according to a screenshot with details of Covid vaccinations by unit. Another 4 percent had received a single dose, while 2 percent - about 4,000 people - had already received vaccine exemptions.

In several large units, not even one out of four people was fully vaccinated. The 412th Theater Engineer Command, headquartered in Mississippi, had the lowest vaccination rate of all, under 20 percent.

The Army Reserve has set a deadline of June 30, 2022 for vaccinations for its force - more than six months later than most private companies that have imposed vaccine mandates on their employees.

The active-duty Army has set a deadline of Dec. 15, again later than many private companies.

The screenshot also reveals very large discrepancies in the number of vaccine exemptions granted. In some units, such as the legal command, no one has received an exemption. But in two large units, 10 percent of reservists have received exemptions.

Army public affairs officers declined to explain the gaps.

he Army did not dispute the authenticity of the figures. Lt. Colonel Terence M. Kelly, a spokesman for the Army, said in an email that the Army now believes that at least 44 percent of its reservists have received at least one shot, an increase of 5 percentage points since Sept. 20.

“Army officials believe the current total to be larger,” Lt. Colonel Kelly wrote. “Updating official records takes significant time, causing a lag in reporting.”

Lt. Colonel Simon Flake, a spokesman for the Army Reserve, declined to discuss the force’s specific plans to convince reservists to be vaccinated by June 30 or what actions it would take against those who refused to comply.

But Lt. Colonel Flake wrote that commanders have “ordered all Army Reserve units to ensure the majority of their force is fully vaccinated by January 1, 2022.”

The Secret Is NOT to Refuse The Jab - Sample Letter

Conditional Acceptance Vaccine
SAMPLE LETTER BELOW

🚨🚨🚨 The secret is NOT to refuse the Jabb....

From a lawyer:

If you are being forced to Vax in order to keep your job, here’s a great way to handle it. (Conditional acceptance) The secret is NOT to refuse it.

“I write with regard to the matter of potential covid vaccine and my desire to be fully informed and appraised of ALL facts before going ahead. I’d be most grateful if you could please provide the following information, in accordance with statutory legal requirements.”:

1. Can you please advise the approved legal status of any vaccine and if it is experimental?

2. Can you please provide details and assurances that the vaccine has been fully, independently and rigorously tested against control groups and the subsequent outcomes of those tests?

3. Can you please advise the entire list of contents of the vaccine I am to receive and if any are toxic to the body?

4. Can you please fully advise of all the adverse reactions associated with this vaccine since it’s introduction?

5. Can you please confirm that the vaccine you are advocating is NOT experimental mRNA gene altering therapy?

6. Can you please confirm that I will not be under any duress from yourselves as my employers, in compliance with the Nuremberg Code?

7. Can you please advise me of the likely risk of fatality, should I be unfortunate to contract Covid 19 and the likelihood of recovery? 

8. Can you please advise me if I were to experience any adverse reactions is the manufacturer of the vaccine liable? If the manufacturer isn’t liable will the company I’m currently employed with with be responsible & liable as it is their request that I have the vaccine in order to carry on my employment?

Once I have received the above information in full and I am satisfied that there is NO threat to my health, I will be happy to accept your offer to receive the treatment, but with certain conditions – namely that:

1. You confirm in writing that I will suffer no harm.

2. Following acceptance of this, the offer must be signed by a fully qualified doctor who will take full legal and financial responsibility for any injuries occurring to myself, and/or from any interactions by authorized personnel regarding these procedures.

3. In the event that I should have to decline the offer of vaccination, please confirm that it will not compromise my position and that I will not suffer prejudice and discrimination as a result?

I would also advise that my inalienable rights are reserved.

The point is that if they CANNOT provide that information you’ve NOT got any obligation to vax. 

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