Posted on 10/08/2021 11:40:41 AM PDT by Paul46360
Since OSHA has NOT released guidelines pursuant to the old man wanted but they are firing workers NOW..can these workers then in turn SUE employer for illegal firing?
I know that SCOTUS upheld a Massachusetts small pox vaccine..but that vaccine was FDA approved while the PFIZER one isn't.
is the vaccine mandate a test run?
what if guns are declared a public health crisis?
turn in your guns or get fired?
I would sue based on descrimination of the unvaxxed. Violation of civil rights!
Oh, ...and the powers that be forbid physicians from prescribing effective, safe and cheap theraputic drugs.
would that be enough to examine Pfizer and AZ books?
I would make it a point to go there and do business.
Lets Go Brandon !!
You have no idea what you are talking about. At will doesn’t mean a company can legally lie about the reason. The reason must still be legally allowed and factual. And if they start terminating everyone who isn’t vaccinated in a state where it isn’t allowed...that’s not going to fly either.
Wrongful termination, bankrupt the company fighting the lawsuits. Plus if they did not give or allow immunity, medical, or religious exemption, seems like issues.
You wouldn’t be able to sue employer for adverse reaction. You go to workman’s comp first, and if that doesn’t get you anything, you can try the Countermeasures Injury Compensation Program (CICP) which almost never pays.
Scenario:
Company makes it company policy to get the covid shots by xx date.
Xx date passes without some employees getting the shots, and they get canned for not following company policy.
Can the attorney get around them getting fired for “refusing to follow company policy “?
The vaccine does not stop people from spreading Covid?
So why would you be for medical tyranny?
Yes, I don’t understand why people are not saying Yes, let me know when the approved vaccine is available.
The government gave employers immunity until 2023 I believe. So unless the company voluntarily assumes liability, they don’t have it.
“
The City and County of San Francisco employees were the first in the nation to receive a vaccination “mandate” in late June. Because a small group of employees proved they will prosecute medical tyrants in court, the City has backed off for now. The Director of Human Resources Carol Isen tried threats and coercion to force employees to give up their natural rights. She and many others, including the hypocritical SF Mayor, colluded in this crime, and they will all pay for it.
Please join Commoner Law Group’s Medical Freedom Q&A Tuesday and meet special guest Eigil Qwist, SF Firefighter, who is the main complainant in the case against Isen, et al.
Commoner Law Group”
150?!?!
Thought you already had $5!
Should only need $145!
“in every well ordered society “
would be nice if they viewed “ a well regulated militia “ in such a broad context.
A little more “conserving the safety of it’s members” from the Federales would make for a much more secure society.
Also there is apparently a lawsuit or suits with Yoder Law Group (Wisconsin?)
Yoderesq.com
> Violation of civil rights! <
You can only sue for a civil rights violation if you are in a protected class. For example, veteran status is a protected class. So you cannot be fired just because you’re a veteran.
Now here’s the thing. You can be discriminated against if protected class law is not involved. For example, a boss can fire a redhead employee just because he doesn’t like redheads. It’s discrimination. And it’s legal.
Vaccination status is not a recognized protected class (at least not on the federal level). So you cannot claim a civil rights violation.
That’s my understanding, anyway.
BS stories like this.
One of us doesn't, that's for sure.
At will doesn’t mean a company can legally lie about the reason.
No, it means a company can fire you for any reason or for no reason, so long as they don't violate the law doing so, i.e. firing you for race, age, religion, sexual orientation, etc.
Anything that is a condition of employment is a work-related injury.
The KiddieSniffer Administration’s cronies in OSHA, have told employers that they are suspending/not enforcing the rule about reporting jab injuries required by the job, until at least May of 2022; at which point they might revisit the matter.
Sounds like deprivation of civil rights under color of law to me. The jabs are under Emergency Use Authorization — falsely to my mind, both for the lack of severity of the COOF, and for the existence of cheap practical alternatives.
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