This goes far beyond anything that OSHA has done. The only vaccine requirement prior to this is Hep B for bloodbourne pathogens in which they needed to have a program where the employee COULD get the vaccine free of charge or sign a form of declination.
Even then adverse reactions are considered workplace incidents and employers can NOT have an employee sign away liability.
Correct. Hep B and Influenza both have forms for refusal. No reason is needed. But, an employer can still make them a requirement for employment - especially in a health care setting. Both vaccines have to be done at the employer's expense and the employer is responsible for any adverse reactions resulting from a work required vaccine.
I have not heard anything about the record keeping aspect of this mandate. There are very specific rules regarding employee vaccination health records. They are not to be kept with an employees normal employment records and not just anyone can have access to those files. They must be kept in a locked file and only one or two people in a company are able to have access. OSHA is very strict about employee health records. There is no doubt in my mind that companies not familiar with these requirements like health care industries, are going to be in violation of these OSHA rules. It is only a matter of time before the lawsuits are filed over violations of employee privacy.
Masks and other personal protection equipment are also to be provided by the employer. I do not think that masks can be classified as part of a uniform and testing definitely is a medical procedure much like drug testing. So, I am not sure how they think they are going to get away with placing upon the employee the cost of masks and testing if they are unvaccinated. If the employer is requiring something like this as terms of employment, they must pay for it.
The sticky wick in all of this is that these jabs are all still under EUA and are not FDA approved. This is a huge distinction. The fact that this clinical trial scam has been allowed to progress this far only serves to prove to me how upside down everything is. The years of dumbing down the population through food, water, air, drugs, emf pollution, and modern technologies, has left us with a large part of the public unable to muster up any critical thinking skills in order to save themselves or their children. That recent video of the Karen that can't wait to cough on everyone after she kills her kids with the jab comes to mind. God has a way of turning around the hate directed at others and giving it back in spades. Egypt and the death of the firstborn is a good example of hatred reversal. God help us.
This goes far beyond anything that OSHA has done. The only vaccine requirement prior to this is Hep B for bloodbourne pathogens in which they needed to have a program where the employee COULD get the vaccine free of charge or sign a form of declination.
Even then adverse reactions are considered workplace incidents and employers can NOT have an employee sign away liability.
Correct. Hep B and Influenza both have forms for refusal. No reason is needed. But, an employer can still make them a requirement for employment - especially in a health care setting. Both vaccines have to be done at the employer's expense and the employer is responsible for any adverse reactions resulting from a work required vaccine.
I have not heard anything about the record keeping aspect of this mandate. There are very specific rules regarding employee vaccination health records. They are not to be kept with an employees normal employment records and not just anyone can have access to those files. They must be kept in a locked file and only one or two people in a company are able to have access. OSHA is very strict about employee health records. There is no doubt in my mind that companies not familiar with these requirements like health care industries, are going to be in violation of these OSHA rules. It is only a matter of time before the lawsuits are filed over violations of employee privacy.
Masks and other personal protection equipment are also to be provided by the employer. I do not think that masks can be classified as part of a uniform and testing definitely is a medical procedure much like drug testing. So, I am not sure how they think they are going to get away with placing upon the employee the cost of masks and testing if they are unvaccinated. If the employer is requiring something like this as terms of employment, they must pay for it.
The sticky wick in all of this is that these jabs are all still under EUA and are not FDA approved. This is a huge distinction. The fact that this clinical trial scam has been allowed to progress this far only serves to prove to me how upside down everything is. The years of dumbing down the population through food, water, air, drugs, emf pollution, and modern technologies, has left us with a large part of the public unable to muster up any critical thinking skills in order to save themselves or their children. That recent video of the Karen that can't wait to cough on everyone after she kills her kids with the jab comes to mind. God has a way of turning around the hate directed at others and giving it back in spades. Egypt and the death of the firstborn is a good example of hatred reversal. God help us.
The tests are EUA. They are still forcing employees to participate in experimental medical procedure
Absolutely correct.