IRS rules include if the contractor's time is determined by the company, that is a employee- employer relationship. There are a bunch of items like this that make the determination for you.
IRS gonna be focusing on monitoring all cash transactions while the government cash cow stops giving milk if employer pays “contractors” instead of employees. Another plot twist for the movie or a grand idea for a cartoon!
Some employers may try something like this, but isn't this really justifying an EO that violates existing law? It is clear by existing laws that an experimental 'vaxxine' is not mandatory, but is optional. An EO is ALWAYS inferior to legislated law. Look for this EO to be challenged.
This EO is a legal deception just like the FDA's so-called approval of the Pfizer mRNA 'vaxxine'. Once people read the EO, they will find out that it is another fraud to get people to take the jab.
Do not comply. Employers cannot fire you without putting themselves in legal jeopardy. If anyone quits their job, their legal options become very limited.
Remember, the whole purpose behind the Plandemic was the lock-downs and destroying the economy so the masters of the world could justify their Great financial Reset. Quitting your job gives them victory. They will import foreigners to fill the position you vacated as a result of quitting. Lawsuits for being fired (if it does occur) will cripple their efforts for cheap foreign labor.
Yes, I understand the long game and how we got here. My thought was only short-term thinking when my wife found out about the "mandate". My company will likely balk at the directive and probably toss a middle finger in for good measure. Hers will not and she knows if she loses her job, we go into financial stress. That was all.
In this game, there are always options. Here is a good method for putting the ball back in their court.
A good tactic is to NOT outright refuse the jab, but to get informed consent. You have a right to do this, and the 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:
1. Can you please advise me of the approved legal status of any vaccine and if it is experimental?
2. 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?
3. Has the vaccine been gone through the required three Phases of Testing?
4. 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?
5. Can you please fully advise of all the adverse reactions and deaths associated with this vaccine since it’s introduction?
6. Can you please confirm that the vaccine you are advocating is NOT ‘experimental mRNA gene altering therapy’?
7. Because I am in fear of harm resulting from this experimental gene therapy, can you affirm I will suffer no physical or psychological harm?
8. 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?
9. If not, has the company retained a qualified medical physician that has full legal and financial responsibility for any injuries occurring to myself, and/or from any interactions by authorized personnel regarding these procedures.
10. Is the company fully covered by medical insurance in case of such deleterious medical conditions described in 7.
11. 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?
12. 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?
13. 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.
14. Can you please confirm I will not suffer anxiety or any duress in accordance to the Nuremberg Code from any employee before and *post hoc* of my decision?
Keep on asking more questions and force management to answer your questions. If enough people do this at your work, they may back down. At the same time, there is NO LAW mandating vaxxinations in any State of the Union. There is however, for children attending school. However depending on the State, there are religious and/or personal belief exemptions. Only CA, NY, MS, and WV do not allow for religious and personal belief exemptions. Again, this applies to children in school. There is NO LAW mandating vaccines for adults. A company does not have any rights in making law. This role is reserve only for the legislature. A company cannot make policy that is not lawful. If there is no law, it is unlawful to compel its workers to violate their belief.
The next step is telling the employer you are waiting for the FDA approved Cominraty vaccine to become available in the USA. I will not be taking ANY "EUA" Emergency Use Authorization vaccines". Which is ALL of them currently.
The last step would be to declare your religious belief. Just name the religious belief law in your State for school vaxx exemptions. Here is a source for finding your State law.
Also, know that you are being coerced.
This is about refusing to be coerced into an medical procedure.
Furthermore, this is about refusing to be coerced into an EXPERIMENTAL medical procedure.
There are laws against coercion.
Finally, I find the following intriguing.
respond to her employer and inform them that mandatory vaccines as well as mandatory covid testing are in direct violation of The Genetic Information Nondiscrimination Act of 2008
https://www.govinfo.gov/content/pkg/PLAW-110publ233/pdf/PLAW-110publ233.pdf
The Genetic Information Nondiscrimination Act of 2008 (Pub.L. 110–233 (text) ( pdf), 122 Stat. 881, enacted May 21, 2008, GINA /ˈdʒiː.nə/ JEE-nə), is an Act of Congress in the United States designed to prohibit some types of genetic discrimination. The act bars the use of genetic information in health insurance and employment: it prohibits group health plans and health insurers from denying coverage to a healthy individual or charging that person higher premiums based solely on a genetic predisposition to developing a disease in the future, and it bars employers from using individuals' genetic information when making hiring, firing, job placement, or promotion decision
It just gives the government more of what they want. .it creates an express lane for :
Higher taxes for the "little guy" - less taxes for big corporations
Little guy is buying health insurance for 1 instead of getting a discounted employee plan..... Eventually Obamacare will rue the day.
They're cracking down on banking, preventing ANY transactions from $600 or more to be recorded without tax.
Trust me.... Amazon, Walmart , MC Donald would LOVE to drop EVERY employees benefit and just offer W9 status. The financial burden of those "benefits" would cripple our nation.
Assuming the employees could meet the legal definition of a contractor, the employees would require huge pay increases to compensate for the new taxes they would have to pay, the cost of health insurance as an individual vs group, the cost of the "tools" to do the job, etc.
But the largest barrier is the employer has to relinguish control of how the job is done. Not too many employers could do that for most jobs. And honestly, not too many employees could handle that kind of "freedom" to direct their own work.
What requirements? I'm very familiar with hiring and training contractors through 3rd party agencies. All that's required is the skill set for the work.
Like anything else there are advantages and disadvantages for both types of work arrangements, but for a lot of industries independent contractors will not work well.
The IRS defines a person as an independent contractor “if the payer has the right to control or direct only the result of the work and not what will be done and how it will be done.”[iii]
That doesn't really work well for retail, many service industry jobs, restaurants, hotels, etc, etc.
Also, from the employee's standpoint, they give up all employment law protections, in addition to things like benefits, tax withholdings, etc, etc.
What is more important? Benefits that will be taken anyway as they gain more control, or the country to have a fighting chance to return back to when Trump was President, you have your freedoms, and all your “stuff” can be safe?
IRS rules include if the contractor's time is determined by the company, that is a employee- employer relationship. There are a bunch of items like this that make the determination for you.
IRS gonna be focusing on monitoring all cash transactions while the government cash cow stops giving milk if employer pays “contractors” instead of employees. Another plot twist for the movie or a grand idea for a cartoon!
Some employers may try something like this, but isn't this really justifying an EO that violates existing law? It is clear by existing laws that an experimental 'vaxxine' is not mandatory, but is optional. An EO is ALWAYS inferior to legislated law. Look for this EO to be challenged.
This EO is a legal deception just like the FDA's so-called approval of the Pfizer mRNA 'vaxxine'. Once people read the EO, they will find out that it is another fraud to get people to take the jab.
Do not comply. Employers cannot fire you without putting themselves in legal jeopardy. If anyone quits their job, their legal options become very limited.
Remember, the whole purpose behind the Plandemic was the lock-downs and destroying the economy so the masters of the world could justify their Great financial Reset. Quitting your job gives them victory. They will import foreigners to fill the position you vacated as a result of quitting. Lawsuits for being fired (if it does occur) will cripple their efforts for cheap foreign labor.
Yes, I understand the long game and how we got here. My thought was only short-term thinking when my wife found out about the "mandate". My company will likely balk at the directive and probably toss a middle finger in for good measure. Hers will not and she knows if she loses her job, we go into financial stress. That was all.
In this game, there are always options. Here is a good method for putting the ball back in their court.
A good tactic is to NOT outright refuse the jab, but to get informed consent. You have a right to do this, and the 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:
Keep on asking more questions and force management to answer your questions. If enough people do this at your work, they may back down. At the same time, there is NO LAW mandating vaxxinations in any State of the Union. There is however, for children attending school. However depending on the State, there are religious and/or personal belief exemptions. Only CA, NY, MS, and WV do not allow for religious and personal belief exemptions. Again, this applies to children in school. There is NO LAW mandating vaccines for adults. A company does not have any rights in making law. This role is reserve only for the legislature. A company cannot make policy that is not lawful. If there is no law, it is unlawful to compel its workers to violate their belief.
The next step is telling the employer you are waiting for the FDA approved Cominraty vaccine to become available in the USA. I will not be taking ANY "EUA" Emergency Use Authorization vaccines". Which is ALL of them currently.
The last step would be to declare your religious belief. Just name the religious belief law in your State for school vaxx exemptions. Here is a source for finding your State law.
Also, know that you are being coerced.
This is about refusing to be coerced into an medical procedure. Furthermore, this is about refusing to be coerced into an EXPERIMENTAL medical procedure.
There are laws against coercion.
Finally, I find the following intriguing.
respond to her employer and inform them that mandatory vaccines as well as mandatory covid testing are in direct violation of The Genetic Information Nondiscrimination Act of 2008 https://www.govinfo.gov/content/pkg/PLAW-110publ233/pdf/PLAW-110publ233.pdf The Genetic Information Nondiscrimination Act of 2008 (Pub.L. 110–233 (text) ( pdf), 122 Stat. 881, enacted May 21, 2008, GINA /ˈdʒiː.nə/ JEE-nə), is an Act of Congress in the United States designed to prohibit some types of genetic discrimination. The act bars the use of genetic information in health insurance and employment: it prohibits group health plans and health insurers from denying coverage to a healthy individual or charging that person higher premiums based solely on a genetic predisposition to developing a disease in the future, and it bars employers from using individuals' genetic information when making hiring, firing, job placement, or promotion decision
Wow this is very helpful!
Biden does not make laws. All of this crap is not law.
He probably can't even wash himself.
Call their bluff. Put your policy in writing requiring vaccines to the letter of the law:
• these vaccines are currently available under EUA
• provide the EUA statute on Informed Consent and voluntary nature of decision
• include full list of potential side effects presented to FDA last fall as well as the updated caution for myocarditis and pregnancy
Smooth. Good thinking.
Then you lose benefits... Like PTO and company insurance. And you pay higher taxes.
And you still get paid.
It just gives the government more of what they want. .it creates an express lane for :
Trust me.... Amazon, Walmart , MC Donald would LOVE to drop EVERY employees benefit and just offer W9 status. The financial burden of those "benefits" would cripple our nation.
Loving where your heads at Nota
Then you lose benefits... Like PTO and company insurance. And you pay higher taxes.
was thinking the same thing
Then you lose benefits... Like PTO and company insurance. And you pay higher taxes.
I like your thinking but . . .
Assuming the employees could meet the legal definition of a contractor, the employees would require huge pay increases to compensate for the new taxes they would have to pay, the cost of health insurance as an individual vs group, the cost of the "tools" to do the job, etc.
But the largest barrier is the employer has to relinguish control of how the job is done. Not too many employers could do that for most jobs. And honestly, not too many employees could handle that kind of "freedom" to direct their own work.
That's illegal for most labor classes. Read FLSA rules.
Non-exempt status of any future contractor does pose an FLSA problem.
https://www.dol.gov/agencies/whd/flsa/misclassification
Misclassification as an independent contractor does.
Not possible in most industries. There are certain requirements that need to be met to be a contractor.
What requirements? I'm very familiar with hiring and training contractors through 3rd party agencies. All that's required is the skill set for the work.
Like anything else there are advantages and disadvantages for both types of work arrangements, but for a lot of industries independent contractors will not work well.
The IRS defines a person as an independent contractor “if the payer has the right to control or direct only the result of the work and not what will be done and how it will be done.”[iii]
That doesn't really work well for retail, many service industry jobs, restaurants, hotels, etc, etc.
Also, from the employee's standpoint, they give up all employment law protections, in addition to things like benefits, tax withholdings, etc, etc.
Good points
Thinking outside the box! Wonderful. And….?
Continued non-conpliance.
Then you lose benefits... Like PTO and company insurance. And you pay higher taxes.
What is more important? Benefits that will be taken anyway as they gain more control, or the country to have a fighting chance to return back to when Trump was President, you have your freedoms, and all your “stuff” can be safe?
I'm just telling you the facts about W9 Contractor work.