Posted on 09/01/2021 6:48:14 PM PDT by algore
Tough shit, people. You either voted for this or you didn’t do anything to stop it.
Predators
A couple weeks ago, she went back on vacation, to see her folks. Her response to me was, "they're crazy up there!"
Yeah, they voted him in again after his first fiasco. “They” being the libtards.
As a Washington resident, I’d say it’s high time that someone stand up to King Inslee, but do so on the east side of the state in front of a conservative judge.
I’m an independent business owner who can’t be mandated for the jab - maybe more state employees can find their niche away from one party rule.
Most state employees are Democrat voters, making my sympathy level a lot lower. They voted for this pile.
Their union sounds as helpful as the super-commie teachers’ union in NYC. I think individuals unfairly forced may have to band together and hire an attorney at their own expense. So much for their crappy union!
Don’t take the shot, make them fire you.
Most state employees here in Washington voted for Inslee. In the Seattle area 92 percent of people voted for the meat puppet.
Washington state always had a high suicide rate which used to be ascribed to the rain. I think now we can say that the rain causes brain rot.
“...the Governor’s Proclamation...”
Tyrants should hang !
This is insanely unconstitutional.
This! This! People need to understand the consequences of their vote.
The WA vaccine mandate has a medical exemption. The real problem is what “accommodation” will be made at her workplace or station. That has to be negotiated, but from what I’ve seen, it usually amounts to weekly testing and additional social distancing measures.
A lot of it depends on what her specific job is.
Yeah... I do....but I’ll just keep it to myself.
Get a lawyer and sue. Your body does not belong to your government, your employer, or your school.
This is the Teamsters Union and the best they can negotiate is hanging you with a new rope?
You’ve been reading How to Win Friends and Influence People again, haven’t you?…
Funny a state named after Washington would be so tyrannical
1) Research the OSHA (Federal) regulations on the subject. Those were largely crafted to deal with HIV back in the day—meaning they should be very pro-employee.
2) Sue for relief based on the “my body, my choice” principles that “emanate” [LOL] from the Roe v. Wade precedent.
3) Also sue for relief using the Federal “no Bills Of Attainder” clause: Singling out a class of people—the unvaccinated—for punishment without having first convicted them of any crime is a Constitutionally-impermissible ‘Bill Of Attainder.’ The Federal Constitution directly prohibits the several states from enacting ‘Bills of Attainder’ (this does not depend on incorporation via the 14th Amendment.) The state Constitution may also prohibit bills of attainder.
4) Also sue under the Fifth Amendment’s “due process” clause that forbids violating the rights to life, liberty or property (the vaccines can kill, and your body is your property) “without due process of law”—which means you must be convicted of crime before the government can take or endanger your life, limit your liberty or damage or take your property.
They are claiming she would be a “Direct Threat” because the Inmates at her facility cannot be forced to get the injection (yet).
Mandatory Employer Vaccination Programs
K.5. Under the ADA, may an employer require a COVID-19 vaccination for all employees entering the workplace, even though it knows that some employees may not get a vaccine because of a disability? (12/16/20, updated 5/28/21)
Yes, provided certain requirements are met.
Under the ADA, an employer may require an individual with a disability to meet a qualification standard applied to all employees, such as a safety-related standard requiring COVID-19 vaccination, if the standard is job-related and consistent with business necessity.
If a particular employee cannot meet such a safety-related qualification standard because of a disability, the employer may not require compliance for that employee unless it can demonstrate that the individual would pose a “direct threat” to the health or safety of the employee or others in the workplace.
A “direct threat” is a “significant risk of substantial harm” that cannot be eliminated or reduced by reasonable accommodation. 29 C.F.R. 1630.2(r).
This determination can be broken down into two steps: determining if there is a direct threat and, if there is, assessing whether a reasonable accommodation would reduce or eliminate the threat.
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