My buddy is a LA City firefighter. He said that they are going to force them to get the experimental poison or lose their job. I believe he said it was his union requiring it.
He asked me if I have any resources or sample letters (legal and otherwise), where it states that it is illegal to force someone to receive a non FDA approved experimental drug.
This is how he explained it:
“The city of la is requiring it. And our union is in limbos on if they’re going to support our choice in getting it or not and our union has not told the city that is firefighters will not be following the requirement
It’s not about requiring an FDA approved vaccination or not it’s about forcing us to be required to put a medical experiment in our body’s if we don’t want too”
Can someone please lead me in the right direction to find these resources or share them if you already have them.
Thank you!!
There is no law that requires you or anyone else to take an experimental gene therapy Clot Shot. He's nuts if he takes it. If he is married and loves his wife and your child, he'll tough it out and he will succeed. An employer cannot make policy that is outside of existing law. If he feels coercion, it is coercion. If he is under duress, he has a very good legal recourse. This is terribly unlawful. Every State has laws for religious or personal belief exemptions except for NY, CA, WV, ME, MS, and CT. If you live in these States. EVERY state allows for medical condition exemptions.
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 not ever wise for one employee to fight this on their own. Certainly, don't ever try to challenge or threaten the boss by threatening lawsuits or trying to use work as a court room arguing your case. You'll most likely loose and be without a job.
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, but I edited it and personalized it. I think it is a good starting point to work from. One should tweak it and personalize it for your situation:
Inquiry for Fulfilling 'Need to Know' and Informed Consent
Dear Manager:
‘With regard to the company's new policy of mandatory covid injection, 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:
Please advise me of the approved legal status of any vaccine and if it is experimental?
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?
Please fully advise me of all the adverse reactions and deaths associated with this vaccine since it’s introduction?
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 experimental gene therapy, can you affirm I will suffer no harm?
Since the company is mandating the experimental Covid injection for its employees, is the company liable for 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 has 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 employees for limiting 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, coercion, or any duress in accordance to the Nuremberg Code from any employee before and 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
Even in the US military the Supreme Court ruled that military members could refuse the Anthrax jab.
In the 2003 case of Doe v. Rumsfeld,[1] the United States District Court for the District of Columbia enjoined the United States Air Force from requiring administration of an unlicensed anthrax vaccine to personnel pursuant to EO13139, noting that a waiver from the President had not been requested. This injunction dissolved in 2005, when the vaccine was licensed, and no longer considered experimental.
Furthermore, the CA fire department is violating CA law. "Peggy explains the lawbreaking activity of the Board of Supervisors". Watch this and know his RIGHTS are protected. Peggy Hall has some good legal documents on this website.