Mandatory vaccination policies are nothing new. For decades, schools have required students to receive certain vaccinations in order to attend. And healthcare facilities have long imposed vaccination requirements on doctors, nurses, and other staff. Still, mandatory vaccination policies aren’t the norm in most other employment contexts. That might change with the arrival of a COVID-19 vaccine.
While the law is clear that employers can generally require vaccination, it’s a legitimate question as to whether a mandatory vaccination policy is a good idea for all employers.
Employer’s Duty to Keep the Workplace Safe
The idea of an employer instituting a mandatory COVID-19 vaccination policy presents some complex issues, both legally and with workplace morale.
On the one hand, employees might legitimately question whether a COVID-19 vaccine is safe, particularly if they have underlying health conditions. Others might simply be opposed to taking any type of vaccine whatsoever.
On the other hand, the Occupational Safety and Health Act (OSHA) and similar state laws require employers to keep the workplace free of hazards and dangerous conditions. The National Labor Relations Act (NLRA) also provides employees with legal remedies when the workplace is unsafe.
In the end, employers might feel like they’re stuck between a rock and hard place. Forcing employees to take a vaccine will not be a popular choice in all cases, but employers might feel compelled to do so as part of their legal duty to keep the workplace safe.
Like many issues that arise in the workplace, communication is key. If your employer institutes a mandatory COVID-19 vaccine policy, you should make sure you express any concerns to your supervisor or human resources department.
Your argument will be stronger if it is based on a:
medical disability, or
sincerely held religious belief.
However, a legitimate fear for your safety could also work in your favor given that the workplace would be disrupted if enough employees have an adverse reaction to the vaccine. In theory, a vaccine that proves to be inadequate or creates health risks could lead to workers’ compensation claims and make a mandatory vaccination policy more trouble for your employer than it is worth.
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There needs to be a big re-think about any mandatory vaxes. Why are vaxes mandatory at all? How does anyone know how well the “work”? Has the CDC ever done a test with two large population groups, say 10,000, one vaxed and one not, otherwise equal, and check at the end of flu season to see who got flu and who didn’t? If they have and it proved flu vaxes work, they would have done it.
People are now seeing there is a cabal of sorts between big Pharma especially the vax manufacturers, the FDA, and the CDC and you can toss in the NIH while we’re at it.
I remember a few years ago a large outbreak of measles someplace in the midwest. They attributed it to unvaxed illegals. Turned out almost all or all of the kids that got measles were.... vaxes. And how about so many in the military who got vax injury around Desert Storm time?
When I was a kid everyone got measles, chicken pox and mumps. Hardly anyone got it badly or died. Now how many kids are autistic but by God they didn’t get measles or chicken pox.
AFAIC most vaxes are useless or bad. And NO vaxes should be mandatory, ever, in any circumstances.
Leaving other vaccines aside (even though past mandates can be debated and are not proof of the concept being just or legal), the frankenshot is patently illegal and has broken every law about how vaccines are to be tested and approved.
Mandating the frankenshot is indisputably a crime whether or not other vaccines are.
That’s a better explanation than mine. I sacrificed thoroughness for brevity.