If you have had COVID, you have natural immunity. Ask your doc for a medical exemption. You would give someone whose has chicken pox the chicken pox vaccine. Why should this be different?
Not to mention studies have shown that the 2nd shot serves absolutely
no benefit to people w/ natural immunity.
As such, I wouldn't argue natural immunity. I'd get explicitly fired and go the legal path. Best case massive payout, worst case big trouble for the fascists and having to look for another job.
Why wait until they fire, sue them while still employed. Get an exemption (religious or medical), sue for discrimination, it'll force the company to either make accommodations for those with exemtions, drop the vaxx requirement altogether, or fire them and then you can add retaliatory firing to your lawsuit. I'm not a lawyer, seek legal advice from a employee rights/EEOC attorney.
If you have had COVID, you have natural immunity. Ask your doc for a medical exemption. You would give someone whose has chicken pox the chicken pox vaccine. Why should this be different? Not to mention studies have shown that the 2nd shot serves absolutely no benefit to people w/ natural immunity.
I'm more inclined to taking risks.
As such, I wouldn't argue natural immunity. I'd get explicitly fired and go the legal path. Best case massive payout, worst case big trouble for the fascists and having to look for another job.
Why wait until they fire, sue them while still employed. Get an exemption (religious or medical), sue for discrimination, it'll force the company to either make accommodations for those with exemtions, drop the vaxx requirement altogether, or fire them and then you can add retaliatory firing to your lawsuit. I'm not a lawyer, seek legal advice from a employee rights/EEOC attorney.
While you are correct, are you aware that the CDC changed their definition of herd immunity, that it can only be achieved by vaccine?
Oh wow changed definitions. We will see how well that holds up in court.
we can only hope