Make America Healthy Again: How Pharmaceutical Industry Distrust Has Awakened a Sleeping Giant

In recent years, a growing distrust of the pharmaceutical industry has ignited a powerful movement towards personal health, wellness, and alternative care. Americans are increasingly turning away from pharmaceutical solutions and opting for preventive measures, natural remedies, and lifestyle changes to maintain their health. This shift in mindset reflects a cultural awakening, where individuals are reclaiming control of their well-being and demanding more transparency, accountability, and access to natural health alternatives. But how did we get here?

The Growing Distrust in the Pharmaceutical Industry

That Summarizes the Current State of Affairs

It's quite stunning to watch the liberals applauding censorship, particularly the muzzling of the bullied mothers of the injured children, in order to protect the pharmaceutical products from criticism. 

A Guide to Jab Mandate Ultimatums

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! 

Natural Immunity Offers Far Superior Protection

Here is one study funded by Zuckerberg Foundation

Here is another study

Why natural immunity offers robust protection against all variants, whereas vaccine-induced immunity can’t. When you acquire the infection naturally, your body develops antibodies against ALL of the viral proteins whereas the COVID shots only trigger antibodies against one, namely the spike protein.

This paper is from one of the most well-respected Immunology groups in the US.

More antibody is not necessarily better. It's the quality & diversity of the Abs that wins the prize.

Acquired natural Abs from infx is diverse and more robust than vax Abs.https://t.co/NEVFomia1e

— Hooman Noorchashm MD, PhD (@noorchashm) August 16, 2021

"It’s truly tragic to be witnessing President Biden and his administration make this catastrophic public health and political error." @noorchashm

SUBSCRIBE to #TheDefender: https://t.co/zL66EdwTnDhttps://t.co/a63t5EzADL

— Robert F. Kennedy Jr (@RobertKennedyJr) June 18, 2021

As mentioned above, when you have antibodies against just one of the viral proteins, the virus only needs to mutate that one protein in order to evade your immune system. When you have natural immunity, on the other hand, your antibodies will recognize all parts of the virus, so even if the spike protein is mutated, your body will recognize other parts of the virus and mount an attack against those.

That SARS-CoV-2 works the same way other viruses do was shown in a Nature Reviews Immunology study by Alessandro Sette and Shane Crotty, published in October 2020. The study, “Cross-Reactive Memory T Cells and Herd Immunity to SARS-CoV-2” argued that naturally-acquired immunity against SARS-CoV-2 is potent, long-lasting and very broad in scope, as you develop both antibodies and T cells that target multiple components of the virus and not just one.

If we are to depend on vaccine-induced immunity, as public health officials are urging us to do, we’ll end up on a never-ending booster treadmill. Boosters will absolutely be necessary, as the shot offers such narrow protection against a single protein of the virus. Already, data around the world show vaccine-induced protection is waning rapidly in the face of new variants, and Moderna has publicly stated that the need for additional boosters is expected. 

According to Dr. Anthony Fauci, the Delta variant is both more transmissible and more dangerous than the original virus and previous variants. July 4, 2021, he told NBC News:

“It is more effective and efficient in its ability to transmit from person to person. And studies that we’ve seen where they have been the variant that’s dominated in other countries, it’s clear that it appears to be more lethal in the sense of more serious — allow you to get more serious disease leading to hospitalization, and in some cases leading to deaths.”

In a June 29 interview, Fauci called the Delta variant “a game-changer” for unvaccinated people, warning it will devastate the unvaccinated population while vaccinated individuals are protected against it.

Remember, Fauci is not a clinician and has never treated someone infected with SARS-CoV-2. Other health experts and practicing physicians who treat COVID-19 patients disagree with Fauci’s claims, arguing that not only is the Delta variant not more dangerous, it’s certainly not more dangerous for the unvaccinated.

As reported by Ingraham in June 2021 (video above), there’s an evolutionary genetics theory called Muller’s Ratchet, which states that as an outbreak starts to peter out, the virus tends to mutate into a more transmissible form, but at the same time it grows weaker, causing far less serious infection. According to epidemiologist and cardiologist Dr. Peter McCullough, this is exactly what we’re seeing. He told Ingraham:

“The good news is on the 18th of June, the United Kingdom presented their 16th report11 on the mutations — and they’re doing a great job, much better than our CDC — and what they demonstrated is that the Delta is more contagious but it’s far less deadly, far less worrisome. In fact, it’s a much weaker virus than both the U.K. [Alpha] and the South African [Beta] variants.

Spike mutations render vaccinated vulnerable to delta

Importantly, the Delta variant contains three different mutations, all in the spike protein. This, McCullough explains, allows this variant to evade the immune responses in those who have received the COVID jabs — but not those who have natural immunity which, again, is much broader. In a June 30 appearance on Fox News, McCullough stated:

“It is very clear from the UK Technical Briefing13 that was published June 18th that the vaccine provides no protection against the Delta variant. It’s a very mild variant.

“Whether you get the vaccine or not, patients will get some very mild symptoms like a cold and they can be easily managed … Patients who have severe symptoms or at high risk, we can use simple drug combinations at home and get them through the illness. So, there’s no reason now to push vaccinations.”

Children’s Health Defense chief scientific officer Brian Hooker, Ph.D., has echoed McCullough’s sentiments. The Defender quotes Hooker:

“What we’re seeing is virus evolution 101. Viruses like to survive, so killing the host (i.e. the human who is infected) defeats the purpose because killing the host kills the virus, too. For this reason, new variants of viruses that circulate widely through the population tend to become more transmissive but less pathogenic. In other words, they will spread more easily from person to person, but they will cause less damage to the host.

The vaccine focuses on the spike protein, whereas natural immunity focuses on the entire virus.

“Natural immunity — with a more diverse array of antibodies and T-cell receptors — will provide better protection overall as it has more targets in which to attack the virus, whereas vaccine-derived immunity only focuses on one portion of the virus, in this case, the spike protein. Once that portion of the virus has mutated sufficiently, the vaccine no longer is effective.”

Real-world data show most of the infected are fully ‘vaccinated’

Real-world data from areas with high COVID jab rates show the complete converse of what media, the CDC and White House officials are telling us. In addition to the British Technical Briefing No. 16, cited above, we have additional data from Israel, Scotland, Massachusetts and Gibraltar:

Aug.1, 2021, director of Israel’s Public Health Services, Dr. Sharon Alroy-Preis, announced half of all COVID-19 infections were among the fully vaccinated. Signs of more serious disease among fully vaccinated are also emerging, she said, particularly in those over the age of 60.

A few days later, Aug. 5, Dr. Kobi Haviv, director of the Herzog Hospital in Jerusalem, appeared on Channel 13 News, reporting that 95% of severely ill COVID-19 patients are fully vaccinated and that they make up 85% to 90% of COVID-related hospitalizations overall. As of Aug. 2, 66.9% of Israelis had received at least one dose of Pfizer’s injection, which is used exclusively in Israel; 62.2% had received two doses.

In Scotland, official data on hospitalizations and deaths show 87% of those who have died from COVID-19 in the third wave that began in early July were vaccinated.

A CDC investigation of an outbreak in Barnstable County, Massachusetts, between July 6 through July 25, found 74% of those who received a diagnosis of COVID19, and 80% of hospitalizations, were among the fully vaccinated. Most, but not all, had the Delta variant of the virus.

The CDC also found that fully vaccinated individuals who contract the infection have as high a viral load in their nasal passages as unvaccinated individuals who get infected. This means the vaccinated are just as infectious as the unvaccinated.

In Gibraltar, which has a 99% COVID jab compliance rate, COVID cases have risen by 2,500% since June 1.

While those who benefit from keeping the pandemic going would like you to cower in fear at the thought of the Delta variant, there’s really no evidence that it’s any worse than the original. It’s more transmissible, yes, but far less dangerous, as its primary symptoms are that of a regular cold.

According to Harvard and Stanford professors, the actual number of Americans dying from or with COVID-19 are actually at an all-time low, so alarmism is uncalled for.

And, as for viral social media posts by doctors and nurses claiming hospitals are overflowing with unvaccinated COVID patients, don’t believe them. Most are bots. We’ve repeatedly seen evidence that fearmongering is being spread not by real people but by fake accounts run by artificial intelligence. This includes blue check accounts. 

Source Children's Defense

PhD Scientist "A Vaccine Could Be Causing The Covid-19 Pandemic"

Judy Mikovits's contrarian view theory is a radically opposing view of current CDC recommendations.  These are not recommendations but simply an opportunity to hear someone who doesn't agree.

LET'S BE CLEAR - Judy does not disagree with all vaccines. However, this virus appears to be derived from a vaccine according to her.

Her credibility is also into question with this story.  Was a Scientist Jailed After Discovering a Deadly Virus Delivered Through Vaccines?  This Snopes article claims Judy Mikovits did not discover a deadly virus delivered through vaccines; she was arrested for allegedly stealing equipment belonging to the Institute that fired her.  This Snopes article could be a fake as Judy does claim in the video that she might have been framed.  Hard to know who to believe.

There are several articles also debunking her claims but they all seem to focus on her credibility and don't really address why her theory could be wrong?

Judy Mikovits, Ph.D., spent twenty years at the National Cancer Institute, working with Dr. Frank Ruscetti, one of the founding fathers of human retrovirology, and has co-authored more than forty scientific papers.

YouTube Keeps Removing The Video so Click on Site to Watch
 Judy's 2nd Interview  
 Mikki Willis Producer of Plandemic Video Above

"Anthony Fauci, Bill Gates, and Big Pharma don't want you to read this book. Get PLAGUE OF CORRUPTION now and learn the truth about public health industrial complex's decades of research fraud and vaccine cover-ups."

Dr. Judy Mikovits is a modern-day Rosalind Franklin, a brilliant researcher shaking up the old boys' club of science with her groundbreaking discoveries. And like many women who have trespassed into the world of men, she uncovered decades-old secrets that many would prefer to stay buried.

From her doctoral thesis, which changed the treatment of HIV-AIDS, saving the lives of millions, including basketball great Magic Johnson, to her spectacular discovery of a new family of human retroviruses, and her latest research which points to a new golden age of health, Dr. Mikovits has always been on the leading edge of science.

With the brilliant wit one might expect if Erin Brockovich had a doctorate in molecular biology, Dr. Mikovits has seen the best and worst of science. When she was part of the research community that turned HIV-AIDS from a fatal disease into a manageable one, she saw science at its best. But when her investigations questioned whether the use of animal tissue in medical research was unleashing devastating plagues of chronic diseases, such as autism and chronic fatigue syndrome, she saw science at its worst. If her suspicions are correct, we are looking at a complete realignment of scientific practices, including how we study and treat human disease.

Recounting her nearly four decades in science, including her collaboration of more than thirty-five years with Dr. Frank Ruscetti, one of the founders of the field of human retrovirology, this is a behind the scenes look at the issues and egos which will determine the future health of humanity.

Robert F. Kennedy Jr. concludes his foreword to the Plague of Corruption with, "This account by Judy Mikovits and Kent Heckenlively is vitally important both to the health of our children and the vitality of our democracy. My father believed moral courage to be the rarest species of bravery. Rarer even than the physical courage of soldiers in battle or great intelligence. He thought it the one vital quality required to salvage the world. If we are to continue to enjoy democracy and protect our children from the forces that seek to commoditize humanity, then we need courageous scientists like Judy Mikovits who are willing to speak truth to power, even at terrible personal cost."

Please comment below.

(Updated on May 7) Since watching this video I have asked two friends who have had the Covid-19 virus if they had a flu shot.  Both said yes.  2 people getting flu shots and 2 Covid-19 cases do not prove a theory but it begs for more people being asked the same question.

Are nursing homes forcing residents to get flu shots?  Dr. Judy Mikovits did say that if you had the flu shot you’re 36% more likely to get Covid-19.

Please comment below if you have had the flu shot recently and tested positive for the virus.

Related Article: 

Spike in Flu Shot Deaths Begs Skepticism 

Can We Really Develop a Safe, Effective Coronavirus Vaccine?

Why We Need a Placebo Covid-19 Vaccine