Replies

I work in the chemical industry.

We have to be VERY careful about requiring ANYTHING.

For instance, boots. Steel toes. Osha requires them, so we supply them. But if the boot fails, it is not the boot maker that is hauled into court, or OSHA.

I am. Why? I followed the recommendation by OSHA, but if that PPE fails I am liable by the same OSHA for the damages.

Different fields, but the law is “If you require something, you are liable if it hurts someone”.

My issue with the jab is simple. Having worked in the pharma industry, I do no trust anything rushed. Some of the crap I saw was amazing.

So as a manager trained in “how not to go to jail”, this is a huge red flag for me (and my employer also). Mandate a medical treatment, which has known adverse effects and is not effective? One of which we will have to shoulder the liability ? I would say HIPPA violations but no one seems to give to rats about that anymore.

You mentioned flu vaccines. One boss tried to mandate that. Had the people show up with the shots and everything. Employee got it, got the flu, lost time at work AND WE GOT SUED!

Because since the shot was required and did not protect the employee after my boss had posted “Stop the flu” signs all over, we got hit hard. Legal came in and had a rather interesting and painful session on what we can and can not require.

Legal is having little green footballs over this as it is. My plant isn’t union, but the ones that are have been told to expect massive resistance.

For myself, I had it. Wasn’t bad (enough that except for losing my sense of smell, it seemed like allergies at first). Still have a strong enough titer I am giving plasma (next draining in two weeks). I have giving my crew and team information on the vaccine, said to talk to their primary doctor for questions, but will not mandate it one way or another.

After all the screaming is done, there is going to be massive litigation over the mandates. I prefer to keep my employer out of it if possible.