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.
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