This happened at my sisters company snd she sent them this: signed it as an employee but not her name.
They announced no mask rule a day after it was received.
I left company names ______ blank for you to fill in.
To ______________ Leadership,
Compelling any employee to take any current Covid-19 vaccine in order to breathe freely without a mask violates both federal and state law.
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. ( ... ) 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).
Secondly, demanding employees divulge their personal medical information in order to not wear a mask 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).) Not wearing a mask indicates a vaccinated person, while wearing one may imply a non-vaccinated person. This is akin to a neon sign announcing private medical information.
Third, conditioning continued employment upon participating in a medical experiment or demanding disclosure of private, personal medical information, (by forcing the non-vaccinated to wear “the sign of a mask”) 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 in order to work mask free is liable to their employee for any adverse event suffered by that employee, whether from the mask or the vaccine. ( https://www.osha.gov/coronavirus/faqs#vaccine ). 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 )
While Some can work from home to feel safe from masks, vaccines, vaccinated and non-vaccinated people; others are not so fortunate and must be on site. I highly recommend you consider carefully before implementing the “vaccine or mask” rule. The best thing for the company to do is allow every employee the right to chose what is best for them without any incentive, suggestions, input or mandates. This is best for both individuals by putting their health directly in their own hands, and the company by protecting ____________from liability.
With Regards,
A concerned employee
I added one more section to my letter:
Forth, what do you do about those with natural immunity? Preliminary Research from the National Institutes of Health shows Immunity for those who have had Covid-19. No studies yet exist on the long-term impact on someone getting a Covid-19 Vaccine who has had Covid-19. Preliminary Research also shows those who have had Covid-19 do have T-cells that protect them from reinfection, which is greater than the six months some were led to believe. Despite this, the CDC recommends vaccination. And it appears the CDC is ignoring its own medical definition of immunity: “Immunity: Protection from an infectious disease. If you are immune to a disease, you can be exposed to it without becoming infected.” – which obviously indicates that you are immune when you have already been infected.
She printed it and sent it snail mail to correct person at head of company.
3 family members work in carious departments. Factory to office. They completely backtracked on a statement that masks were to be mandatory for non-vaxed.
We do not know for sure that this letter is what turned them around since it was sent anonymously, but we suspect it was since the turn around came the day it was received, immediately after weekly meeting. Company wide change was announced mid-day!
This happened at my sisters company snd she sent them this: signed it as an employee but not her name. They announced no mask rule a day after it was received. I left company names ______ blank for you to fill in.
To ______________ Leadership,
Compelling any employee to take any current Covid-19 vaccine in order to breathe freely without a mask violates both federal and state law.
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. ( ... ) 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).
Secondly, demanding employees divulge their personal medical information in order to not wear a mask 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).) Not wearing a mask indicates a vaccinated person, while wearing one may imply a non-vaccinated person. This is akin to a neon sign announcing private medical information.
Third, conditioning continued employment upon participating in a medical experiment or demanding disclosure of private, personal medical information, (by forcing the non-vaccinated to wear “the sign of a mask”) 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 in order to work mask free is liable to their employee for any adverse event suffered by that employee, whether from the mask or the vaccine. ( https://www.osha.gov/coronavirus/faqs#vaccine ). 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 )
While Some can work from home to feel safe from masks, vaccines, vaccinated and non-vaccinated people; others are not so fortunate and must be on site. I highly recommend you consider carefully before implementing the “vaccine or mask” rule. The best thing for the company to do is allow every employee the right to chose what is best for them without any incentive, suggestions, input or mandates. This is best for both individuals by putting their health directly in their own hands, and the company by protecting ____________from liability.
With Regards,
A concerned employee
I added one more section to my letter:
Forth, what do you do about those with natural immunity? Preliminary Research from the National Institutes of Health shows Immunity for those who have had Covid-19. No studies yet exist on the long-term impact on someone getting a Covid-19 Vaccine who has had Covid-19. Preliminary Research also shows those who have had Covid-19 do have T-cells that protect them from reinfection, which is greater than the six months some were led to believe. Despite this, the CDC recommends vaccination. And it appears the CDC is ignoring its own medical definition of immunity: “Immunity: Protection from an infectious disease. If you are immune to a disease, you can be exposed to it without becoming infected.” – which obviously indicates that you are immune when you have already been infected.
I regret I have but one doot to give. Excellent stuff Anon, thank you.
She printed it and sent it snail mail to correct person at head of company. 3 family members work in carious departments. Factory to office. They completely backtracked on a statement that masks were to be mandatory for non-vaxed. We do not know for sure that this letter is what turned them around since it was sent anonymously, but we suspect it was since the turn around came the day it was received, immediately after weekly meeting. Company wide change was announced mid-day!