Posted on 11/04/2021 4:47:56 PM PDT by ransomnote
[H/T ptsal ]
The Occupational Safety and Health Administration amended its injury recording rule in a way that hides the true extent of the damage the COVID vaccine mandate will have on the American workforce.
Story at-a-glance:
- The Occupational Safety and Health Administration (OSHA) has amended its injury recording rule in a way that hides the true extent of the damage that the COVID jab mandate will have on the American workforce.
- According to OSHA rules, employers must record and report work-related illnesses, injuries and fatalities. This recording requirement initially also applied to adverse reactions suffered by employees who had to get the COVID shot as a requirement for employment. This rule was changed in late May.
- OSHA will not enforce the recording requirement if the injury or fatality involves the COVID jab, even if required for employment. The nonenforcement will remain through May 2022. With this change, OSHA is covering up vaccine injuries — and hindering workers from seeking workers’ compensation.
- Meanwhile, federal employees required to get the COVID jab will be eligible for compensation for injuries through the Federal Employee’s Compensation Act (FECA).
- Having large numbers of injury reports can raise a company’s insurance costs. However, if OSHA is going to require all employers with 100 or more employees to implement vaccine mandates, then companies will be in the same boat and none will be at a particular disadvantage, so OSHA really needs to change its recordability guidance back.
SNIP
According to an Oct.18 report by PJ Media, OSHA has sent a draft to the Office of Management and Budget (OMB) for review. Since it’s being issued as an ETS, there will be no public comment period.
Once the OMB review is finalized, the vaccination rule will be published. Only then will the mandate actually go into effect. That said, OSHA has already amended an already existing rule in a way that will hide the true extent of the damage that this mandate will have on the American workforce.
OSHA rule change covers up vaccine injuries
According to OSHA rules (29 CFR 19043), employers must record and report work-related illnesses, injuries and fatalities, whether the employer was at fault or not. As reported May 26 by employment law firm Ogletree Deakins, this recording requirement initially also applied to adverse reactions suffered by employees who had to get the COVID shot as a requirement for employment.
The original guidance stated that employers were required to record an employee’s adverse reaction to the COVID jab if the shot was a) work-related, 2) a new case under 29 C.F.R. 1904.6 and 3) met one or more OSHA general recording criteria set out in 29 C.F.R. 1904.7. OSHA specified that an adverse reaction to the jab would be considered “work-related” if the shot was required for employment.
Then, in late May, OSHA suddenly revoked this guidance, saying it will not enforce the recording requirement if the injury or fatality involves the COVID jab, even if required for employment. The nonenforcement will remain in place through May 2022, at which time the agency will reevaluate its position.
MORE AT LINK
PING
All of this forced treatment that only lasts temporarily, not effectively, and kills randomly.
Those %)^(^%) SOBs!
Those of and from DC are showing their hand...they are there to rule, not to serve.
EFF them!
The group of people who need to be dealt with has become vast and numerous
Booster shots will also be required at some point in the future, and continued boosters will become a condition of remaining employed.
If there was ever a time for an armed insurrection, this would be it.
Don't cave in to the fear porn....
Stay unmasked, unvaxed, and unafraid!!!
Purebloods.......
I think we must seriously ask:
Why congress and the white house are exempt from the mandate?
Any of you FR Branch Covidians want to give the scientific reasons for it?
Very Communist of OSHA
Brandon is Pure Evil
Why do they also continue to ignore early treatments hydroxychloroquine, Ivermectin?
And if the numbers were wrong (cycles) in the beginning, how do they know anything about anything?
Please ping me if you get a reply to that IMPERATIVE question.
Are adverse reactions to the COVID-19 vaccine recordable on the OSHA recordkeeping log?
DOL and OSHA, as well as other federal agencies, are working diligently to encourage COVID-19 vaccinations. OSHA does not wish to have any appearance of discouraging workers from receiving COVID-19 vaccination, and also does not wish to disincentivize employers’ vaccination efforts. As a result, OSHA will not enforce 29 CFR 1904’s recording requirements to require any employers to record worker side effects from COVID-19 vaccination through May 2022. We will reevaluate the agency’s position at that time to determine the best course of action moving forward.
But here's what it said BEFORE that, on May21st:
https://web.archive.org/web/20210521074344/https://www.osha.gov/coronavirus/faqs#vaccine
Are adverse reactions to the COVID-19 vaccine recordable on the OSHA recordkeeping log?
In general, an adverse reaction to the COVID-19 vaccine is recordable if the reaction is: (1) work-related, (2) a new case, and (3) meets one or more of the general recording criteria in 29 CFR 1904.7 (e.g., days away from work, restricted work or transfer to another job, medical treatment beyond first aid).
Additionally, these other important questions appeared in the original:
If I require my employees to take the COVID-19 vaccine as a condition of their employment, are adverse reactions to the vaccine recordable?
If you require your employees to be vaccinated as a condition of employment (i.e., for work-related reasons), then any adverse reaction to the COVID-19 vaccine is work-related. The adverse reaction is recordable if it is a new case under 29 CFR 1904.6 and meets one or more of the general recording criteria in 29 CFR 1904.7.
I do not require my employees to get the COVID-19 vaccine. However, I do recommend that they receive the vaccine and may provide it to them or make arrangements for them to receive it offsite. If an employee has an adverse reaction to the vaccine, am I required to record it?
No. Although adverse reactions to recommended COVID-19 vaccines may be recordable under 29 CFR 1904.4(a) if the reaction is: (1) work-related, (2) a new case, and (3) meets one or more of the general recording criteria in 29 CFR 1904.7, OSHA is exercising its enforcement discretion to only require the recording of adverse effects to required vaccines at this time. Therefore, you do not need to record adverse effects from COVID-19 vaccines that you recommend, but do not require.
Note that for this discretion to apply, the vaccine must be truly voluntary. For example, an employee’s choice to accept or reject the vaccine cannot affect their performance rating or professional advancement. An employee who chooses not to receive the vaccine cannot suffer any repercussions from this choice. If employees are not free to choose whether or not to receive the vaccine without fearing adverse action, then the vaccine is not merely “recommended” and employers should consult the above FAQ regarding COVID-19 vaccines that are a condition of employment.
Note also that the exercise of this discretion is intended only to provide clarity to the public regarding OSHA’s expectations as to the recording of adverse effects during the health emergency; it does not change any of employers’ other responsibilities under OSHA’s recordkeeping regulations or any of OSHA’s interpretations of those regulations.
Finally, note that this answer applies to a variety of scenarios where employers recommend, but do not require vaccines, including where the employer makes the COVID-19 vaccine available to employees at work, where the employer makes arrangements for employees to receive the vaccine at an offsite location (e.g., pharmacy, hospital, local health department, etc.), and where the employer offer the vaccine as part of a voluntary health and wellness program at my workplace. In other words, the method by which employees might receive a recommended vaccine does not matter for the sake of this question.
These two have now been removed; OSHA has actively chosen to offer no guidance on whether employees who decline the vaccine may be subject to workplace discrimination. They have backed away from their initial stance protecting employees by removing this guidance, particularly:
"... an employee’s choice to accept or reject the vaccine CANNOT affect their performance rating or professional advancement. An employee who chooses not to receive the vaccine CANNOT SUFFER ANY REPERCUSSIONS from this choice."
Message to employees from OSHA:
We embrace the party line, and if you don't submit, you're on your own.
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