Can anyone help here? The list I had is not as good as I thought. I need to act quickly.
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Thank you, I read that piece you wrote and will use it. Despite this being very good information, corporations are not following this or even the two EOs that are for federal employees and the other federal contractors. You would think the lawyers at these corporations know this. And I think they do. Their first priority is to defend corporate interests. So why are they acting like the mandate is for everyone one?
I believe it is coming directly from the banking interests and the Biden EO is just a cover. And Biden Administration is covering their asses with not exceeding their authority into the privates sector, but instead lying about it.
Why do I say banking interests? Remember when several gun manufacturing companies had their banking pulled? And this is just one example of several entities running into this problem. I think the big banks are doing the same with these corporations who depend so much on loans to fuel operations.
So to answer your questions above.
Yes.
Following the EO.
It's an international company. Some aspect of it is government, but not mine.
Their big accounts contract with the Big Pharma, but again this is not my area that involve my clients.
Personally, I would maintain a communication between them and me. That might be my boss, HR, CEO, or whomever. Email is likely best, because it can later be verfied if needed (otherwise, it would have to be certified mail, which leaves a bad impression from their perspective).
I would want to make sure I put them into a box, and when they eventually refuse to respond to something, that shows bad faith. All of this, of course, for future lawsuit, if needed.
If they are relying on EO, which one(s)? EO's are ONLY directives to the EXECUTIVE BRANCH of the FEDERAL GOVERNMENT. They have no other authority. So, an international company has NO legal ability to rely on an EO as any sort of justification.
If they rely on OSHA, and they are not involved in shipping or the other few areas of federal government contracts, then that is also NOT any legal authority for them.
Even if they were, they would be acting as an agent of government, and then need to be following the law.
If they were issuing a medical procedure mandate, against my will, as a condition of employment, I would want to set them up for later lawsuit of fraud, if it came to that (keeping the job with no mandate would of course be ideal).
So, my email(s) would include such things as:
IOW, I would get these sorts of things in emails to establish a record of the communication. Asking questions, while not refusing, puts you in the best legal position you can. If you can circulate these to executives and directors, too, you might get someone to put the brakes on.
Being an international company, probably run by woke graduates of universities that have indoctrinated them, it is a tough road. But I think it is best to establish a record that shows that you were honestly trying to get information to clarify what they wanted you to do so you could make an informed decision, and they were obfuscating and acting in bad faith.
It is coercion to use threats and intimidation to do something they do not want to do, and are not legally obligated to do.
The EO's and OSHA documents show that they do NOT have legal authority, and it is therefore coercion and also based on fraud, since there is NO science behind any of this.
Also, get a book on how to handle a lawsuit. Even if you don't do it, at least you will have some idea of what an attorney should do.
Good luck.
P.S.
That's why I would throw out there that the company has NO liability if they do NOT implement this mandate (unless they are getting paid off and reimbursed if they do it anyway, which is possible). I would also through out that coercion is a felony and a tort, which means their corporate veil will not protect them from personal liability or criminal action. Of course, now we are getting down and dirty, so that would be the last straw type of language to use, not the friendly start of communication. But this type of thing might be the only thing that will get them to back off -- if they think they are facing personal liability and make them question if they really know they are opening up major legal problems.
All of this is really good information. When I said it was an international corporation, it is HQed in the U.S. The email sent out by the company comes from Human Resources, who I know take direction from the top executives of the corporation. The lawyers there are always in the background and they're paid to defend generally whatever the executive staff dictate. This gets translated through to HR department and they are tasked with getting the directive out. So, all of this is through the gatekeepers and not getting to the people who are in charge. HR has already received their marching orders. Requesting the Religious exemption is just a formality. They are not going to acknowledge it unless there is a lawyer who can cause some waves.
I've been done a similar road like this before in a personal injury case. I quickly learned I was getting the runaround by my insurance company. They treated me like I was a dog. So I had to lawyer-up and I'm glad I did because I didn't know the process. It's all pretty much boilerplate too including the arbitration. It's not even a question of the amount, which is by custom a boilerplate amount. It is all about the lawyers in control of the wheel house making deals and assuring that they have continued employment.
I need an attorney because I will be kicked to the curb like a dog if I try doing this myself. In general, I don't understand why I haven't heard of Cease and Desist letters being sent out by lawyers regarding these mandates, especially when there is no EO for the private sector and the same for OSHA. They are NOT acknowledging Religious Exemptions too.
If you know of any lawyer, let me know.
Attorneys today are just like medical doctors today. They are taught a narrow slice of law, and all of it benefits the "machine," not the People.
I understand insurance companies. Without going into detail, I used to fight them on "legal grounds" but without literally legal grounds, since that was not my job. Bottom line: they are bullies who try to cheat everyone, but if you understand the law, they can be made to bend the knee and do what they are supposed to do -- usually, not always.
The situation we are all in now is similar. I know most people don't have a belief they can fight this on their own, which is what these companies are counting on.
But the attorneys are not that damn great, most of them. There are a few exceptions, of course, but it is the same small percentage as in the medical industry. By definition, most people are average, no matter what their chosen profession. And half of the rest are below average, by definition (basic bell curve).
They are operating in the USA, so that is what matters most, but probably helps that they are HQ in USA.
Of course, they have their organizational chart, and the people making the decisions don't want to get their hands dirty.
I was at a restaurant the other day, and it is a franchise setup. I know the owner of the franchise (not friends, but have had casual conversations before). I took him aside and asked him why he has his employees wearing face masks. He said it is "corporate." I asked if he would do it if it were up to him. He said no. Maybe he was lying, but he seemed genuine. These corporations make it tough to deal with by going through layers -- just like government.
Exactly correct. But don't assume they are brilliant. Some might be, but most are followers, just like everyone else.
Right. I have responded to some other anons here about similar situations. I don't know how those situations turned out. But here are a couple of threads, that might be of help in formulating your strategy:
https://greatawakening.win/p/12jcvRZIAA/i-work-for-a-corporate-giant-and/c/
https://greatawakening.win/p/13zzjnoP4s/need-a-little-help-husband-is-lo/c/
In a big company like yours, I would start with an email chain to the HR. They might or might not pass it along up the chain, but doesn't really matter.
I would be asking a series of questions "for clarification" (i.e. not being confrontational) -- at first.
At some point, I would forward that chain to the CEO, legal department, and the individual members of the Board of Directors, if and when I thought it was time to throw the Hail Mary. (Do something they are NOT expecting -- the members of the Board are NOT expecting to get a legal notice, for example.)
No matter what, getting a WRITTEN record of communication cannot hurt and can likely help later, if you pursue legal action.
The reality is we are in unchartered territory. Most attorneys are afraid to make waves. Any lawsuit will have to rely partly on common law principles (right to not be injected with an unknown substance which has no scientific basis to believe is safe or effective, coercion, violation of rights, fraud, etc.).
Today's attorneys are simply not taught to think like this. They are taught to "paint by numbers" and plug the round peg in the round hole, and the square peg in the square hole. They are not taught to think for themselves when it comes to FIGHTING AGAINST THE SYSTEM, which is what this is.
Takes balls and brains. Most of them are lacking.
BOTTOM LINE: They have NO legal authority to force an experimental drug on you. It is coercion. It is also fraud, since there is NO scientific basis to believe any of the claims they might make. Plus, at some point they will stop communication with you to protect their legal position, and that will show bad faith. All of these things are actionable in court. If the main priority is to get the vaxx mandate to go away and avoid firing/court, then probably getting them documentation that shows they are WRONG as a matter of fact, science, and law, might be the way to go.
Your "BOTTOM LINE" is indeed correct. It is coercion and being coerced to take it is a form of rape.
All your is stuff presented here is very good. No question about it. I take it you are not an attorney.
There's a dead line of December 27th. The corporate mandate is stated as follows:
The deadline is based on the Jan.06, 2022. I believe this relates to OSHA.
On Nov. 05, ND, SD, IA, MO, and some other states filed a lawsuit in the 8th Circuit Court. I don't know when this conservative Court is going to hear the case, but it includes my State of MN.
If you have info you can share with any research regarding Cease and Desist info regarding religious exemptions protecting job status I'll be happy to review it.
My family has always been unvaxxed. My children have never taken these jabs that pollute the temple of the Holy Spirit. We deeply believe this and have a long history of applying State laws regarding Religious exemptions at my children's Baptist private school. Furthermore, we not only believe human aborted fetuses in the development of vaccines is an abomination to the Holy Spirit, but we deeply believe a toxin that rewrites the code of life (DNA) and alters natural immunity is evil. My wife and I have "COVID" last December and our immune systems are now immune to it.