Yep. Where I was working they just arbitrarily change your tasks, put you on a different shift and limit your hours. All kinds of tricks. Such a shame they have trouble filling the positions after everyone left.
People could be stocking up on food and making preparations to be out of work until the other side caves. A complete boycot of society to collapse their efforts. Don't work or buy anything. I bet people can outlast the companies that will shit a few bricks after only a few days of this when they realize without their workforce and their customers, they can't exist. Hospitals can't function without doctors, schools without teachers, air travel without pilots, and so on. And companies who sell anything to the public can't exist without customers. It's time to play the ultimate game of chicken.
Literally true about anything tho.
Bosses make up reasons to fire folks literally all the time. It is in management training (how to fire folks without repercussions.)
Nothing. This isn't a new problem. Gay people, black people, and every other protected class has had the same questions. Employer rights have always been very powerful in that regard.
understand "at will." it means a company can fire you without having to state the cause. if they DO give cause, that cause must be compliant with employment law.
employers have a lot of latitude to make policy, however, and can mandate employee compliance with policy. EEOC has clarified:
The federal EEO laws do not prevent an employer from requiring all employees physically entering the workplace to be vaccinated for COVID-19 however, they also state:
"It is beyond the EEOC’s jurisdiction to discuss the legal implications of EUA or the FDA approach."
this is potentially indefensible position. while employers may observe the EUA, the EUA statute specifically details the "...right to accept or refuse administration of the product..."
a good discussion of the EUA interpretation is at healthaffairs.
under EUA, refusal is lawful, but you have to fight. it will be much more difficult once the vaccines are rammed through FDA approval.
That's right. It's always been this way. Unions make it much harder for union members to be fired though.
A company or corporation provides a 'contract' one signs for employment that essentially overrides certain rights that would otherwise be enjoyed. If you look at the Constitution, it states contracts can override certain provisions of the Constitution. Corporations operate under maritime guidelines. It is really a vessel that is commanded by the same command structure as one out at sea. It is a fictional creature (person) having many of the same rights as an individual has. It is chartered and approved by the State. In such an environment, you are basically guilty until proven innocent in this setting. Your work is not living under the same jurisprudence as in society. Your boss has the power to retain you or fire you. As an officer of the company, he will carry out the orders of his superiors, just like an officer on a ship at sea.
There are employment laws and medical laws that protect employees from abusive practices. If your company has made a mandate for vaccination, they are violating the law. It is no ever wise for one employee to fight this on their own. Certainly, one does not ever want to challenge or threaten their boss. A good tactic is to NOT to outright refuse the jab, but to get informed consent. You have a right to do this, and your boss will be supportive of this. Some one wrote the following to which I thought was a good starting point to tweak it and personalize it for your situation:
‘With regard to the company's new policy of covid vaccine, it is my desire to exercise the provision therein the Emergency Authorization Act to be fully informed and appraised of ALL of the risks before making my decision.
I’d be most grateful if the following information could be provide to me, in accordance with statutory legal requirements:
Can you please advise me of the approved legal status of any vaccine and if it is experimental?
Can you please provide details and assurances that the vaccine has been fully, independently and rigorously tested against control groups and the subsequent outcomes of those tests?
Can you please advise me of the full list of contents of the vaccine I am to receive and if any are toxic to the body?
Can you please fully advise of all the adverse reactions and deaths associated with this vaccine since it’s introduction?
Can you please confirm that the vaccine you are advocating is NOT ‘experimental mRNA gene altering therapy’?
Because I am in fear of harm resulting from this gene therapy, can you confirm that I will suffer no harm?
Since the company is mandating for its employees, is the company liable to any adverse reactions, medical conditions, and death as a result of this mandated vaccine policy?
If not, has the company retained a qualified medical physician that will take full legal and financial responsibility for any injuries occurring to myself, and/or from any interactions by authorized personnel regarding these procedures.
Is the company fully covered by medical insurance in case of such deleterious medical conditions described in 7.
Considering the company's Covid-19 vaccination policy against Covid infections, will the company set policy for its employees to be vaccinated against other infectious diseases such as AIDS, hepatitis, flu, STDs, measles, mumps, pertussis, chicken pox, colds, herpes, and other diseases?
Currently, un-vaccinated employees are identified by the requirement to wear face masks. Will employees having other infectious diseases such as AIDS, hepatitis, flu, STDs, measles, mumps, pertussis, chicken pox, colds, herpes, and other diseases be identified to limit infections?
In the event that I should have to decline the offer of vaccination, please confirm that it will not compromise my job position and that I will not suffer prejudice and discrimination as a result.
Can you please confirm I will not suffer anxiety or any duress in accordance to the Nuremberg Code from anyone post hoc of my decision?
The point being though, is that they CANNOT provide that information but you’ve NOT refused… GIVE THIS TO YOUR HUMAN RESOURCE OFFICE
Yep. Where I was working they just arbitrarily change your tasks, put you on a different shift and limit your hours. All kinds of tricks. Such a shame they have trouble filling the positions after everyone left.
That's when you find your new job and bail on the idiots v
Yep. Bailed the night before my shift with no notice.
People could be stocking up on food and making preparations to be out of work until the other side caves. A complete boycot of society to collapse their efforts. Don't work or buy anything. I bet people can outlast the companies that will shit a few bricks after only a few days of this when they realize without their workforce and their customers, they can't exist. Hospitals can't function without doctors, schools without teachers, air travel without pilots, and so on. And companies who sell anything to the public can't exist without customers. It's time to play the ultimate game of chicken.
Literally true about anything tho. Bosses make up reasons to fire folks literally all the time. It is in management training (how to fire folks without repercussions.)
A very difficult workforce issue. People dont want to work. The slaves are revolting.
Nothing. This isn't a new problem. Gay people, black people, and every other protected class has had the same questions. Employer rights have always been very powerful in that regard.
understand "at will." it means a company can fire you without having to state the cause. if they DO give cause, that cause must be compliant with employment law.
employers have a lot of latitude to make policy, however, and can mandate employee compliance with policy. EEOC has clarified:
The federal EEO laws do not prevent an employer from requiring all employees physically entering the workplace to be vaccinated for COVID-19 however, they also state:
"It is beyond the EEOC’s jurisdiction to discuss the legal implications of EUA or the FDA approach."
this is potentially indefensible position. while employers may observe the EUA, the EUA statute specifically details the "...right to accept or refuse administration of the product..."
a good discussion of the EUA interpretation is at healthaffairs.
under EUA, refusal is lawful, but you have to fight. it will be much more difficult once the vaccines are rammed through FDA approval.
Nothing...Ohio is an at-will state, you can be fired for any reason.
well how much as pain do they want? everyone thinks they will just replace you... in real life it's not that easy.
That's right. It's always been this way. Unions make it much harder for union members to be fired though.
A company or corporation provides a 'contract' one signs for employment that essentially overrides certain rights that would otherwise be enjoyed. If you look at the Constitution, it states contracts can override certain provisions of the Constitution. Corporations operate under maritime guidelines. It is really a vessel that is commanded by the same command structure as one out at sea. It is a fictional creature (person) having many of the same rights as an individual has. It is chartered and approved by the State. In such an environment, you are basically guilty until proven innocent in this setting. Your work is not living under the same jurisprudence as in society. Your boss has the power to retain you or fire you. As an officer of the company, he will carry out the orders of his superiors, just like an officer on a ship at sea.
There are employment laws and medical laws that protect employees from abusive practices. If your company has made a mandate for vaccination, they are violating the law. It is no ever wise for one employee to fight this on their own. Certainly, one does not ever want to challenge or threaten their boss. A good tactic is to NOT to outright refuse the jab, but to get informed consent. You have a right to do this, and your boss will be supportive of this. Some one wrote the following to which I thought was a good starting point to tweak it and personalize it for your situation:
‘With regard to the company's new policy of covid vaccine, it is my desire to exercise the provision therein the Emergency Authorization Act to be fully informed and appraised of ALL of the risks before making my decision.
I’d be most grateful if the following information could be provide to me, in accordance with statutory legal requirements:
Can you please advise me of the approved legal status of any vaccine and if it is experimental?
Can you please provide details and assurances that the vaccine has been fully, independently and rigorously tested against control groups and the subsequent outcomes of those tests?
Can you please advise me of the full list of contents of the vaccine I am to receive and if any are toxic to the body?
Can you please fully advise of all the adverse reactions and deaths associated with this vaccine since it’s introduction?
Can you please confirm that the vaccine you are advocating is NOT ‘experimental mRNA gene altering therapy’?
Because I am in fear of harm resulting from this gene therapy, can you confirm that I will suffer no harm?
Since the company is mandating for its employees, is the company liable to any adverse reactions, medical conditions, and death as a result of this mandated vaccine policy?
If not, has the company retained a qualified medical physician that will take full legal and financial responsibility for any injuries occurring to myself, and/or from any interactions by authorized personnel regarding these procedures.
Is the company fully covered by medical insurance in case of such deleterious medical conditions described in 7.
Considering the company's Covid-19 vaccination policy against Covid infections, will the company set policy for its employees to be vaccinated against other infectious diseases such as AIDS, hepatitis, flu, STDs, measles, mumps, pertussis, chicken pox, colds, herpes, and other diseases?
Currently, un-vaccinated employees are identified by the requirement to wear face masks. Will employees having other infectious diseases such as AIDS, hepatitis, flu, STDs, measles, mumps, pertussis, chicken pox, colds, herpes, and other diseases be identified to limit infections?
In the event that I should have to decline the offer of vaccination, please confirm that it will not compromise my job position and that I will not suffer prejudice and discrimination as a result.
Can you please confirm I will not suffer anxiety or any duress in accordance to the Nuremberg Code from anyone post hoc of my decision?
The point being though, is that they CANNOT provide that information but you’ve NOT refused… GIVE THIS TO YOUR HUMAN RESOURCE OFFICE