Stew Peters reviews Joy Garner's information | TheControlGroup.org “We reject the idea that anyone must accept this garbage as a condition of employment.”

Stew Peters 📢🇺🇸

This is my SUMMARY of three documents from Joy Garner, which are included below. Perhaps you know of her study at TheControlGroup.org.

“We reject the idea that anyone must accept this garbage as a condition of employment.”

This approach is called a “Retaliation Firing” and it can get you triple your normal pay from an abusive employer.

Review this plan with the lawyer who will help you implement it. The Lawyer will collect from the damages awards at the end, so he can take your case without requiring a retainer.

He should get an order that the employer continues to pay you (even if they fire you) throughout the court battle, and establish that you are entitled to Damages for any adverse action they take against you.

1. Do not QUIT your job. You would lose valuable rights.

2. Do not sign anything your employer puts in front of you. They want you to surrender your rights. They want you to ‘voluntarily' get the EUA product.

3. File a complaint with OSHA and your state labor board and any version of OSHA that exists in your state, BEFORE the employer specified deadline. This is an “instant checkmate” against the employer. Any firing that occurs after this has been filed will be presumed to be retaliatory. The complaint must begin with, “There is no public health purpose served by these discriminatory rights violations, interventions, and actions. In fact, these interventions are causing a public health hazard.”

a. Provide EVIDENCE. Include data, facts, links to articles and peer reviewed papers. Many are offered in her documents attached.

b. Whistleblowers should include direct fact, eye-witness testimony, your sworn account, photos, video, etc.

c. Read the attached documents for additional ideas and data from her on how to write your complaint. She offers to personally help you.

4. The next day, present a copy of the complaint to the employer. Steadfastly confirm your intentions.
Study her documents below:
Cover Letter, “Protect Yourself by Knowing Your Rights” , “Protection for Employees Who Refuse…"

for fuller explanation, links to resources, and to confirm the assertion that NONE of these interventions are protecting the “public health” is true and correct.

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I’m not working for money now but I am a candidate with an interview pending and it all depends on whether the current ‘hold’ status is changed to being on again. I believe the holdup is due to supply chain issues holding up production in the US and elsewhere. I’m going through a staffing company and I don’t know if vaccination status will be required by either the staffing company or the client company as a condition of employment or even required at the time of being interviewed. I’ve been informed by the staffing company that it will be a STARS format interview and that in-person and over the phone options are not available. That leaves video and I don’t have a webcam. The job would be for remote work and the client company issues to the contract employee all the necessary hardware and applications including a webcam with instructions on how it should be used for meetings, etc. but that’s after you’re hired and onboarded by the staffing company. I’m not sure where it will go from here or whether I would need to show vaccination status before I’m eligible for an interview. If I’m not then why would I bother wasting my time filling out the job application in the first place? As far as I know, the first thing you do is fill out the job application and wait for a response, which could lead to a job interview and the possibility of being hired. If job application availability depends on a person’s vaccination status then what right does an employer have to call itself an Equal Opportunity Employer?

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Greg Glaser, attorney - The Control Group survey, reports and litigation: https://informedconsentdefense.org/