I’ve worked in corporate management, and I can tell you that any employee who thinks I’m going to sign a form like that -- even though I agree with him and would refuse to get a vaccine myself -- is going to be walking out the door with the crumpled form stuck up his @ss.
I would also point out that showing up at your place of employment with a lawyer is even more idiotic than the stupid forms. Even a half-assed lawyer will probably never do such a thing. If one of my employees showed up in the office with an attorney I'd tell the lawyer to get his ass out of the place because he doesn't work there and has no business being there. I'll also report the matter to the local police, and fire off a letter to the lawyer -- copied to the state board of attorney ethics -- informing him that he has no right to break the law in the course of representing his client.
Newsmax, OANN, etc. don't have segments like this because the idea is preposterous on its face to anyone with half a brain.
That is why the witness is needed to,confirm that the person is being fired for religious discrimination purposes when the person objects based on religious beliefs. The employee has rights protected by law. You can crumple the form if you like, but that doesn’t nullify the rights of the employee. If the person is fired after the employer refuses to sign, the case is further strengthened ofr the employee for religious or other forms of discrimination. The employee is Givin notice that it will,be taken to court because they were fired and discriminated against. By law you can not be forced to take unapproved vaccines, and no, there has been no official,approval yet. You can crumple the form, kick the lawyer out, or dismiss any form she lawyer sends, but when you fire someone for not taking an unapproved vaccine, you are breakingmthe law. Even whe the vaccines are approved “officially “ employers can still be held accountable for any harbor illness or death under laws that were passed not to long ago concerning approved vaccinations (gov employees and vaccine makers apparently, can not be sued once it has been approved buT private and public sector companies can be). If you wanna fire someone for refusing, while not acknowledging that your company will be held liable in the event of Harm Or injury or death,, then layers will be invovled, because the law state that employers can be held accountable
” [NOTE TO EMPLOYEE: Be sure to document the date and time you submit the form to your employer; also document the date and time and their response if they refuse to sign it. Note that three other Solari Report forms1,2,3 are also available as downloadable PDFs: the “Family Financial Disclosure Form for Covid-19 Injections”; “Notice and Declaration of Parental Authority Requirement of Disclosure and Safety of Medical Treatment/s”; and “Form for Students Attending Colleges or Universities Requiring Covid-19 Injections under Emergency Use Authorization.”]
Introduction
The situation with Covid-19 injections is fluid and evolving rapidly. As of July 2021, three vaccines were being administered in the U.S. under Food and Drug Administration (FDA) emergency use authorization (EUA): the Pfizer-BioNTech and Moderna mRNA injections and the Janssen/Johnson & Johnson adenovirus-vectored injection.
The injections’ regulatory status could soon change. On July 16, the FDA granted priority review to Pfizer’s application for full approval (licensure) of its Covid-19 vaccine for those age 16 and up. Moderna and Johnson & Johnson are also preparing to seek full approval. FDA officials have pledged to issue a decision with respect to the Pfizer application within two months. And though “not intervening in the decision of government scientists,” President Biden predicts full approval by September or October.4
Approval would have significant workplace ramifications. Assuming one or more shots receives full approval, public health experts expect “a wave of Covid-19 vaccine mandates,” confidently anticipating that licensure will “remove a significant legal and public relations barrier for businesses…that want to”—or are being pressured to—require vaccinations for their employees.5 Even under EUA, one federal agency (the Department of Veterans Affairs) has already mandated (on July 26) the experimental injections for its health care personnel, setting a federal precedent for employee mandates that others may soon follow. That same day, the Department of Justice published an opinion stating that it is legal for “public and private entities” to mandate Covid vaccines despite the injections only being approved for emergency use.
American workers who do not wish to accept Covid-19 injections are thus in a difficult position. The genesis of this form was to provide a tool for employees to use within the context of emergency use authorization with employers who attempt to mandate still-investigational Covid-19 injections (Scenario 1). With the possibility of full FDA approval in fall 2021 (Scenario 2), the legal context for U.S. mandates will likely shift in significant ways. In the event of licensure, we will provide an updated form that reflects the altered regulatory circumstances.
Under both scenarios, we anticipate that a form of this type will remain a critically important tool for employees determined to educate employers about the full set of physical and financial risks they are asking workers to incur. Employees should strongly consider reviewing the form with employers and also sharing it with co-workers. This could result in a positive outcome for employees and, if used widely, could be a game-changer.
Scenario 1: Emergency Use Authorization
Many employers are trying to deny employees’ right to choose and their right to bodily integrity by requiring EUA Covid-19 vaccines as a condition of employment. Under EUA, however, such requirements are a violation of the law. (We anticipate that the Department of Justice opinion on the legality of EUA mandates should and will be challenged.) Mandates are also a violation of fundamental human and religious rights.
The provisions of the 2005 Public Readiness and Emergency Preparedness (PREP) Act and a February 2020 declaration by the U.S. Department of Health and Human Services (HHS) Secretary mean that pharmaceutical companies cannot be held liable for injuries or deaths caused by EUA Covid-19 injections.6 However, other companies, institutions, and individuals can be held liable.
On the grounds that the injections are under EUA and are not formally licensed, many health care providers are refusing service to individuals injured by the Covid-19 injections, and health and life insurance companies are declining coverage for vaccine-related injuries and deaths.7 This denial of care and coverage poses a serious threat to the physical and financial well-being of employees presented with a requirement to get a Covid injection—perhaps even more so than the possibility of losing their job for not being vaccinated. Medical bills for vaccinated individuals with serious injuries have already exceeded $1 million in some cases.8 Under the PREP act, the vaccine-injured may submit a claim to the Countermeasures Injury Compensation Program (CICP), but the CICP historically has rejected 92% of claims and has not yet compensated a single Covid injection claim.9
Reviewing this form with employers may open their eyes to the regulations in place and the liability they may face (that they may otherwise not be aware of). If an employee should decide to accept the required experimental Covid-19 injection, the form also provides a mechanism to insist on a signature from the employer’s representative that holds the company liable. If the employer’s representative refuses to sign the form, that may be an indicator of the company’s concerns about potential liability and should prompt an immediate discussion about how the employee can continue working for the company without being injected.”
Please explain how they are wrong? Thanks