Friends, long time commenter here, first time posting. Requesting help from all of you, been praying on this for the last hour and am looking for guidance on how to proceed.
My company (large manufacturer, >3000 employees) implemented a policy today stating that all employees must be vaccinated or subscribe to weekly testing. If the employee is not vaccinated and tests positive, they will be required to quarantine for 2 weeks WITHOUT PAY. Right now, we are hovering around 50% vaccinated, many of our plants have even lower numbers. They are stating they are implementing this policy based on CDC guidance.
I want to reply all (was a company wide email) and question and poke holes in the policy along with motivate fellow peers to STAND UP. How should I proceed with fighting this? Is crafting an email back to my management with all 3,000 employees copied a stupid move? Any information or legal resources I can use?
The fight has arrived at my doorstep, I'm asking for your prayers and support. Thank you all in advance, this community has kept me motivated and hopeful, for that I am always grateful.
https://americasfrontlinedoctors.org/legal/
Prepare documents and forms to be submitted along with your letter. Also seek legal advice because asking an employee to quarantine without pay for 2 weeks if they are unvaccinated is discriminatory.
This is great, thank you friend. These still apply since they did not single out the Pfizer vaccine, which is the only one supposedly “FDA Approved”.
No problem.
Make copies as well that you will be send off and deliver to them with certified mail so it is confirmed that they received the documents. You will have proof that these documents were delivered on that date.
Can you do the certified mail thing in Outlook?
No but certified mail isn't necessary if you intend to email documents. But it is an option to consider. Just in case if they end up "losing" your email when you send all the attached documents.
The FDA approved vax is not yet available here in the US. They are putting the old vax in its place fraudulently.
"No"
Make them fire you. I hate to have you be fired... But say NO!. Oregon just moved the state mandate back because it would cripple the state to have half or more be fired. Your company will fail. Tell the others to also just say no and your complany will "bend the knee" as they say...
When you say, say “No”, do you mean even to testing? I was thinking maybe I can get by with the testing for a while and stash some money away.
I really want to reply to this company wide email with a smart ass response and give the 50% unvaccinated a laugh, but it’s scary…
I don't agree with the testing because the CDC says the PCR test is a lie. "Can't tell the difference between the flu and fovid." So if you want to stick around and be tested Id bring that up and have the company pay for the fake tests. Thanks to the anons for compiling list. look here.
https://greatawakening.win/p/13zMsDr7yi/information-warriors-help-me-gat/
u/Neverstoptrumping thank you.
also
https://blog.nomorefakenews.com/2021/09/01/cdc-fda-smoking-gun-of-smoking-guns/
The problem is, my company is saying they’re following “CDC guidance”. I can’t find any direct CDC material in which they more or less admit their tests are BS.
Or tell them OK I will be tested but not by fake PCR test, show info on tests. Tell them you will only use a test that the cdc has approved, the one we use now does not test for covid. Or they can send your bloodwork to a lab, for visual.
Use the costs of getting tested as a tax write-off. Include everything- missed time from work, travel expense (if applicable), etc. Maybe get tested in another state. Weekly.
How do you go about doing this exactly? Sounds like a great troll move.
Honestly, I don't know if it would work, or not. Tax law is not a strong point of mine. But from what I do know on the subject, there seems to be a legit avenue to explore for doing this. It is, in my opinion, a legitimate work related expense. So why not? Hell, I would do it, and fight the IRS if they bitched about it.
This, I list all my herbs and stuff I get for health, I would say I didn't knowingly break any law. I was audited before by a good IRS guy, he recommended I file certain ways to get the exemptions I claimed. He was so impressed by my record keeping that he recommended I not be audited again. He said give proof that a jury would accept, he said they usually accept the citizens word if it goes to court. But he said demand a Jury trial.
I’m facing the same at my workplace. I’d like to ask Vaxxed HR/Mgmt to see their weekly test since people who are vaxxed can still get Covid as per CDC. Sounds highly discriminatory to me
https://greatawakening.win/p/12j03kmorI/resources-for-fighting-employer-/
Exactly. I almost replied to the entire email chain (3,000+ people) and said how does this policy apply to the vaccinated?
My guess is they will tell the people who are vaccinated and get tested to not report their results to the company.
Bring up that the vaccine is not approved (you'll have to search for the posts on this from the day after Biden's announcement) and they have no business medicating their employees. As far as testing, there is no reason that a healthy person should have something shoved far up their nose just to reduce the paranoia of other people, and that furthermore the ADA prohibits discrimination based on medical conditions, and that most employers accommodate those with perceived special conditions rather than punish them. If your company has any regular injury rates, point out that they could help everyone by improving overall safety, especially since covid is less dangerous than the dangerous stuff people do all day. Just a few ideas. Don't know the regs in you're state, but feel free to toss in a few of them. Whatever you do, keep it simple.
Good points, like the idea of keeping it simple. Have also thought the simplest route is to just not participate and make them fire me then figure something else out. Who knows, crazy times..
Ask for their medical license to prescribe meds. or are they practicing medicine without a license.
Prayers pede....
Thank you very much, prayers back Fren
Get a lawyer. It's a legal fight and you need a trained professional to stand with you and fight for you. You will be treated more seriously if you have legal representation. If there are privacy laws where you live, decline answering when they ask if you are vaxxed or getting vaxxed. (i,e/ "I only discuss my personal confidential medical information with my doctor.") Dont sign their forms or fill out their questionnaires. Keep returning to work. Do your job. Make them remove you or send you home, then release your lawyer on them. Where I live, wrongful dismissal cost the employer 2yrs salary in damages. Don't walk away without fighting.
This sounds like the best course of action. I wonder if I don’t respond to their questionnaires and refuse testing that it could still be counted as wrongful dismissal?
They say if you forego the testing you’ll be put on unpaid leave.
A test result is also medical information, private and confidential. Is the employer requiring employees take other diagnostic tests to ensure being disease free, like for sexually transmitted diseases? Are they demanding employees disclose those results to them as a condition of employment? Obviously not. Again, wise to find a competant lawyer to guide you through this and help you get the needed documentation to sue them if/when needed.
That’s a great point. They are not requiring this for the flu so my answer would be no. These two points sound like discrimination:
What other health disorders are we mandating policy for? (None)
How does this policy apply to a vaccinated individual that tests positive? (It doesn’t)
So what happens to a vaxxed person when they get super sick with the Delta varient? Do they have to take off without pay? I'd give them the middle finger....but in a "professional way, of course. This is a battle I will most definitely fight....
EXACTLY. What if someone who’s vaccinated gets sick? Do they get paid time off? Discriminatory is exactly right.
You respond with this: 🖕🏼 you and 🖕🏼 that.
Then do all the stuff the nicer frens are suggesting. 😊
This response is what I almost did in a nice way through email. But have bitten my tongue so far…
Tell them you want HR documents with stated laws and CDC evidence, and they should assume responsibility for vaccine contraindications, full paid time off, separate short and long term disability specific to the mandate, and compensation for any vaccine injuries that results from potential long term effects. The federal vaccine injury program caps out at around 70K or so for those who willingly get inoculated.
The military pays out bigly for any injury caused by mandated vaccines, so your company should provide the documentation so employees can plan for anything bad that goes wrong. Also, what about the people who aren’t recommended to get it? People who are immune compromised..theres a whole list of questions in the pharmacopoeia doctors have to consider. What are the companies standards on people with preexisting conditions? Are company health and life insurance benefits going to be updated to cover all of it? You tell them you want a bunch of documentation to things they won’t be able to get answers to (because duh it’s a scam ) and they will backtrack.
Here’s a great resource I’ve been using:
https://www.constitutionallawgroup.us/i_am_an_employee_1.php
Have you done any of the things in this link? Would love to hear your experience as my wife is saying "No" very soon to her emoloyer.
Also curious. Praying for your wife, friend. I keep trying to find the positive and looking at this situation as an opportunity for something new. We will be OK!
Actually my boyfriend and I are using the affidavit and consumer info to sue spirit airlines. We quit our jobs in may and have been working for ourselves ever since. If I was employed I would definitely be doing these things!
I love this, thank you for the well thought out response. The question is, do I reply all to the email thread to inspire my fellow friends/employees and potentially put a target on my back in the process?
In my opinion, I would reply all but make it look like you’re more concerned about the paperwork/legalities instead of the vaccine itself..it’ll get people thinking about it at least from an HR / admin standpoint so people don’t automatically think your “antivax”. Or maybe talk to your coworkers and see how they feel about it..definitely raise questions though and see if anyone else is concerned too. I’m sure you’ll have more backing than you think!
This thread is a good compilation of legal resources that I am sure you will find useful. Read through the comments to find more quality links. https://greatawakening.win/p/12j03kmorI/resources-for-fighting-employer-/