Get informed consent from the employer. This will (1) delay and buy time, and (2) will provide evidence against your employer if a lawsuit is necessitated.

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 am invoking my right to informed consent and am requesting the following questions to be answered, 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. Under what authority and instruction is this being sanctioned?

3. Can you provide the patient info leaflet (PIL)

4. 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?

5. Has the vaccine been gone through the required three Phases of Testing?

6. 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?

7. Can you please fully advise of all the adverse reactions and deaths associated with this vaccine since it’s introduction?

8. Can you explain about MHRA Yellow Card Scheme? (Govt. record of adverse events).

9. Can you please confirm that the vaccine you are advocating is NOT ‘experimental mRNA gene altering therapy’?

10. Are you aware of the advice from the Specialist pharmacy service “The Green Book” advice on the administering the shot to those with allergies to foods and insect stings?

11. Because I am in fear of harm resulting from this experimental gene therapy, can you affirm I will suffer no physical or psychological harm?

12. 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? 

13. 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.

14. Does the company have anyone presently trained in advanced paramedical support for anyone who suffers anaphylactic reaction to the shot?
15. Is the company fully covered by medical insurance in case of such deleterious medical conditions described in 11.

16. 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, tuberculosis, mental health issues and other diseases that are just as life threatening and may be a threat to employees?

17. 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 so employees are protected from infections?

18. Have they been exposed to anyone with tuberculosis in the last 2 years?

19. 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.

20. 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?

On last thing to consider:

Tell them "I am waiting for the FDA approved Cominraty vaccine to become available in the USA, sometime in 2023 or 24. I will not be taking ANY "EUA" Emergency Use Authorization vaccines". Which is ALL of them currently.

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