Covid shot status - Whose business is it anyway?

[DugwayDuke]

Enlightened1 wrote: “We learned from the Nuremberg Code after WWII you cannot force people against their will to take experimental anything. Furthermore, you can not them basic life, jobs, food, service, etc... It’s criminal and a war crime if you do.”

Simply isn’t correct. The Nuremburg Code isn’t legally enforceable in the USA.

https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3121268/

[glennaro]

Good info. Many thanks for posting. Cheers!

[Enlightened1]

Haha! Uh guess who wrote that? Hint.... It was not Germany.

It was the Allies. Led by the United States....

You control freaks that want your medical tyranny need to learn your history too.

[Enlightened1]

[Enlightened1]

No HIPPA and ADA does not apply to Nuremberg Code. Hippa and ADA are U.S. Laws.

Nuremberg Code applies to International law and the Geneva Convention.

[DugwayDuke]

Enlightened1 wrote: “Haha! Uh guess who wrote that? Hint.... It was not Germany. It was the Allies. Led by the United States....”

You’re confusing what you would like to be with what is. It has never been incorporated into US law. This collapses the whole argument that the vaccines are experimental and therefore cannot be mandated.

[Enlightened1]

You don’t know what you are talking about.

The U.S. does follow International law, the Geneva Convention and the Nuremberg Code.

You did not even know it was the U.S. that led the Allies and the prosecutions.

Why do the “vaccinated” worry so much about those that choose not to?

After all if they believe the vaccine works, then they are immune to it.

[DugwayDuke]

Enlightened1 wrote: “You don’t know what you are talking about. The U.S. does follow International law, the Geneva Convention and the Nuremberg Code.”

There are two ways for something to become binding on the US.

One is by Treaty.
Two is by Act of Congress.

Show me one of those two which made the Nuremburg Code a part of US law.

[Enlightened1]

Legal letter:

Dear Boss,

Compelling any employee to take any current Covid-19 vaccine violates federal and state law.

First, federal law prohibits any mandate of the Covid-19 vaccines as unlicensed, emergency-use-authorization-only vaccines. Subsection bbb-3(e)(1)(A)(ii)(III) of section 360 of Title 21 of the United States Code, otherwise known as the Emergency Use Authorization section of the Federal Food, Drug, and Cosmetic Act, demands that everyone give employees the “option to accept or refuse administration” of the Covid-19 vaccine. This right to refuse emergency, experimental vaccines, such as the Covid-19 vaccine, implements the internationally agreed legal requirement of Informed Consent established in the Nuremberg Code of 1947. ( [http://www.cirp.org/library/ethics/nuremberg/] ). As the Nuremberg Code established, every person must “be able to exercise free power of choice, without the intervention of any element of force, fraud, deceit, duress, overreaching, or other ulterior form of constraint or coercion; and should have sufficient knowledge and comprehension of the elements of the subject matter involved as to enable him to make an understanding and enlightened decision” for any medical experimental drug, as the Covid-19 vaccine currently is. The Nuremberg Code prohibited even the military from requiring such experimental vaccines. (Doe #1 v. Rumsfeld, 297 F.Supp.2d 119 (D.D.C. 2003).

Secondly, demanding employees divulge their personal medical information invades their protected right to privacy, and discriminates against them based on their perceived medical status, in contravention of the Americans with Disabilities Act. (42 USC §12112(a).)

Third, conditioning continued employment upon participating in a medical experiment and demanding disclosure of private, personal medical information, may also create employer liability under other federal and state laws, including HIPAA, FMLA, and applicable state tort law principles, including torts prohibiting and proscribing invasions of privacy and battery. Indeed, any employer mandating a vaccine is liable to their employee for any adverse event suffered by that employee. ( [https://www.osha.gov/coronavirus/faqs#vaccine] ). The CDC records reports of the adverse events already reported to date concerning the current Covid-19 vaccine.( [https://www.cdc.gov/coronavirus/2019-ncov/vaccines/safety/vaers.html] )

With Regards,

Employee of the Year

[untenured]

The potential employer only wants to pay people who can certify that they have taken the vaccine. Why is this any any business of yours? You haven’t put up any money to run the business. But somehow you are super-special, capable of knowing, and reinforcing what you know by law, about how someone else should run his own business, for which the primary risk is borne by the owner himself.

We are either a free country or we are not, Employers can either be forced under penalty of fine or imprisonment to hire people who are unwilling to get. a vaccination as a condition of being entitled to the employer’s money which he has worked for, or we are not. Maybe instead we are a nation of crybaby special pleaders.

Please explain why your fear of the vaccine should be enough to cost the employer money, Explain, IOW, why your view about how the employer should run his business is superior to the employer’s own view about how he should run it, Whu do you have the right to the employer’s money?

Otherwise, stop being such an an entitlemenr whiner and look for a job somewhere else.

You are a crybaby. If you don’t want to work at a place that requires you to get a vaccine, there are plenty of places that do not. Apply there instead.

[rxh4n1]

My employer is asking us to voluntarily report our vaccine status. Going to avoid that as long as possible.

[Grampa Dave]

It almost became summertime when I read the wording on this post.

https://pbs.twimg.com/media/E169M8QWEAAu8Xm?format=jpg&name=900x900

[Enlightened1]

Haha!