Wonder if your medical expenses would be covered under workman's comp?
“ Wonder if your medical expenses would be covered under workman’s comp? ”
Of greater concern would be the medical expenses of the person who tries to force that poison on me.
I wonder if you are eligible for unemployment for getting fired over an objection to being poisoned.
“There are two exceptions,” he said. “One is a sincerely held religious belief and two is if someone has a disability such that they would have an adverse reaction to a vaccine.”
How does one define “sincerely held”, “religious belief”, “disability” and “adverse reaction”? They could be defined in such a way to apply to everyone, or to no one.
Just let it happen. Find a local job that doesn’t require the jab. If the current news cycle is any indicator, there are going to be much higher breakthroughs among the vaccinated upcoming, and you’ll be better off away from them since “masking up” is like trying to wave off a fart in an elevator.
Question: Can they require you to get an experimental vaccine - which they all currently are.
i.e. Can they force you, as a condition of your employment, to use your body to beta test an experimental drug? That is the heart of this.
Of course, once the FDA approves one of these vaccines, the whole playing field changes. That is when we start pushing true “mark of the beast” territory.
So since when is a lawyer a purveyor and creator of law?
Americans mask:
Given the “vaccines” are illegal (fake EUA),
and only hurt people (increasing morbidity and mortality),
and make the injected emit viruses (some mutated)
and their parts possibly forever,
and there is absolutely no informed consent,
is the boss liable? Even the Press was executed
at Nuremberg; why is not the boss and company at risk, too?
I saw a news report about a Supreme Court case on smallpox vaccinations. This case was decided in 1905. The court ruled that the city of Cambridge, MA, was within their powers, to require people to get a smallpox vaccination.
Things are very different with this virus and the state of modern medicine, but, the point is, legally speaking, this old case is a key legal precedent on the issue of whether we can be compelled to get a vaccination.
But he cannot fire you for being an illegal alien.
https://jamanetwork.com/journals/jama/fullarticle/2774712
From EUAs to BLA Approvals
Mandating COVID-19 vaccines under an EUA is legally and ethically problematic. The act authorizing the FDA to issue EUAs requires the secretary of the Department of Health and Human Services (HHS) to specify whether individuals may refuse the vaccine and the consequences for refusal. Vaccine mandates are unjustified because an EUA requires less safety and efficacy data than full Biologics License Application (BLA) approval. Individuals would also likely distrust vaccine mandates under emergency use, viewing it as ongoing medical research.
Why are they completely ignoring natural immunity?
Something’s not adding up.
Does Workers’ Comp Cover an Employee’s Reaction to a COVID-19 Vaccine?
Key phrase in the article is FDA Approved Vaccine. Not EUA approved vaccines.
Worse, health insurance companies don't pay for medical care if you have complications because the vaccine is experimental.
Dear Boss,
Compelling any employee to take any current Covid-19 vaccine violates federal and state law, and subjects the employer to substantial liability risk, including liability for any injury the employee may suffer from the vaccine. Many employers have reconsidered issuing such a mandate after more fruitful review with legal counsel, insurance providers, and public opinion advisors of the desires of employees and the consuming public. Even the Kaiser Foundation warned of the legal risk in this respect. (https://www.kff.org/coronavirus-covid-19/issue-brief/key-questions-about-covid-19-vaccine-mandates/)
Three key concerns: first, while the vaccine remains unapproved by the CDC and authorized only for emergency use, federal law forbids mandating it, in accordance with the Nuremberg Code of 1947; second, the Americans with Disabilities Act proscribes, punishes and penalizes employers who invasively inquire into their employees’ medical status and then treat those employees differently based on their medical status, as the many AIDS related cases of decades ago fully attest; and third, international law, Constitutional law, specific statutes and the common law of torts all forbid conditioning access to employment upon coerced, invasive medical examinations and treatment, unless the employer can fully provide objective, scientifically validated evidence of the threat from the employee and how no practicable alternative could possible suffice to mitigate such supposed public health threat and still perform the necessary essentials of employment.
At the outset, consider the “problem” being “solved” by vaccination mandates. The previously infected are better protected than the vaccinated, so why aren’t they exempted? Equally, the symptomatic can be self-isolated. Hence, requiring vaccinations only addresses one risk: dangerous or deadly transmission, by the asymptomatic or pre-symptomatic employee, in the employment setting. Yet even government official Mr. Fauci admits, as scientific studies affirm, asymptomatic transmission is exceedingly and “very rare.” Indeed, initial data suggests the vaccinated are just as, or even much more, likely to transmit the vaccine as the asymptomatic or pre-symptomatic. Hence, the vaccine solves nothing.
This evidentiary limitation on any employer’s decision making, aside from the legal and insurance risks of forcing vaccinations as a term of employment without any accommodation or even exception for the previously infected (and thus better protected), is the reason most employers wisely refuse to mandate the vaccine. This doesn’t even address the arbitrary self-limitation of the pool of talent for the employer: why reduce your own talent pool, when many who refuse invasive inquiries or risky treatment may be amongst your most effective, efficient and profitable employees? 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. (https://www.law.cornell.edu/uscode/text/21/360bbb-3 )
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).
Second, 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).) Indeed, the ADA prohibits employers from invasive inquiries about their medical status, and that includes questions about diseases and treatments for those diseases, such as vaccines. As the EEOC makes clear, an employer can only ask medical information if the employer can prove the medical information is both job-related and necessary for the business. (https://www.eeoc.gov/laws/guidance/questions-and-answers-enforcement-guidance-disability-related-inquiries-and-medical).
An employer that treats an individual employee differently based on that employer’s belief the employee’s medical condition impairs the employee is discriminating against that employee based on perceived medical status disability, in contravention of the ADA. The employer must have proof that the employer cannot keep the employee, even with reasonable accommodations, before any adverse action can be taken against the employee. If the employer asserts the employee’s medical status (such as being unvaccinated against a particular disease) precludes employment, then the employer must prove that the employee poses a “safety hazard” that cannot be reduced with a reasonable accommodation.
The employer must prove, with objective, scientifically validated evidence, that the employee poses a materially enhanced risk of serious harm that no reasonable accommodation could mitigate. This requires the employee’s medical status cause a substantial risk of serious harm, a risk that cannot be reduced by any another means. This is a high, and difficult burden, for employers to meet. Just look at the all prior cases concerning HIV and AIDS, when employers discriminated against employees based on their perceived dangerousness, and ended up paying millions in legal fees, damages and fines. 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. 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 )
Finally, forced vaccines constitute a form of battery, and the Supreme Court long made clear “no right is more sacred than the right of every individual to the control of their own person, free from all restraint or interference of others.” (https://www.law.cornell.edu/supremecourt/text/141/250)
With Regards,
Employee of the Year
___________________
“more than 100 workers at Houston Methodist”
Are they eligible for unemployment compensation?
Those doctors are resubmitting their case through state courts, now.
The good news is, you can also fire your boss.