Just say no. Get fired while looking for another job. It took me minutes to find another gig. Which I ended up liking way more.

Here is a letter someone used with their boss that I saved from long ago:

Dear Boss, Compelling any employee to take any current Covid-19 vaccine violates federal and state law, and subjects the employer to substantial liability risk, including liability for any injury the employee may suffer from the vaccine. Many employers have reconsidered issuing such a mandate after more fruitful review with legal counsel, insurance providers, and public opinion n advisors of the desires of employees and the consuming public. Even the Kaiser Foundation warned of the legal risk in this respect. (https://www.kff.org/coronavirus-covid-19/issue-brief/key-questions-about-covid-19-vaccine-mandates/)

Three key concerns: first, while the vaccine remains unapproved by the FDA and authorized only for emergency use, federal law forbids mandating it, in accordance with the Nuremberg Code of 1947; second, the Americans with Disabilities Act proscribes, punishes and penalizes employers who invasively inquire into their employees' medical status and then treat those employees differently based on their medical status, as the many AIDS related cases of decades ago fully attest; and third, international law, Constitutional law, specific statutes and the common law of torts all forbid conditioning access to employment upon coerced, invasive medical examinations and treatment, unless the employer can fully provide objective, scientifically validated evidence of the threat from the employee and how no practicable alternative could possible suffice to mitigate such supposed public health threat and still perform the necessary essentials of employment. At the outset, consider the "problem" being "solved" by vaccination mandates. The previously infected are better protected than the vaccinated, so why aren't they exempted? Equally, the symptomatic can be self-isolated. Hence, requiring vaccinations only addresses one risk: dangerous or deadly transmission, by the asymptomatic or pre-symptomatic employee, in the employment setting. Yet even government official Mr. Fauci admits, as scientific studies affirm, asymptomatic transmission is exceedingly and "very rare." Indeed, initial data suggests the vaccinated are just as, or even much more, likely to transmit the virus as the asymptomatic or pre-symptomatic. Hence, the vaccine solves nothing. This evidentiary limitation on any employer's decision making, aside from the legal and insurance risks of forcing vaccinations as a term of employment without any accommodation or even exception for the previously infected (and thus better protected), is the reason most employers wisely refuse to mandate the vaccine. This doesn't even address the arbitrary self-limitation of the pool of talent for the employer: why reduce your own talent pool, when many who refuse invasive inquiries or risky treatment may be amongst your most effective, efficient and profitable employees? First, federal law prohibits any mandate of the Covid-19 vaccines as unlicensed, emergency-use-authorization-only vaccines. Subsection bbb-3(e)(1)(A)(ii)(III) of section 360 of Title 21 of the United States Code, otherwise known as the Emergency Use Authorization section of the Federal Food, Drug, and Cosmetic Act, demands that everyone give employees the "option to accept or refuse administration" of the Covid-19 vaccine. (https://www.law.cornell.edu/uscode/text/21/360bbb-3 ) This right to refuse emergency, experimental vaccines, such as the Covid-19 vaccine, implements the internationally agreed legal requirement of Informed Consent established in the Nuremberg Code of 1947. (http://www.cirp.org/library/ethics/nuremberg/ ). As the Nuremberg Code established, every person must "be able to exercise free power of choice, without the intervention of any element of force, fraud, deceit, duress, overreaching, or other ulterior form of constraint or coercion; and should have sufficient knowledge and comprehension of the elements of the subject matter involved as to enable him to make an understanding and enlightened decision" for any medical experimental drug, as the Covid-19 vaccine currently is. The Nuremberg Code prohibited even the military from requiring such experimental vaccines. (Doe #1 v. Rumsfeld, 297 F.Supp.2d 119 (D.D.C. 2003).

Second, demanding employees divulge their personal medical information invades their protected right to privacy, and discriminates against them based on their perceived medical status, in contravention of the Americans with Disabilities Act. (42 USC §12112(a).) Indeed, the ADA prohibits employers from invasive inquiries about their medical status, and that includes questions about diseases and treatments for those diseases, such as vaccines. As the EEOC makes clear, an employer can only ask medical information if the employer can prove the medical information is both job-related and necessary for the business. (https://www.eeoc.gov/laws/guidance/questions-and-answers-enforcement-guidance-disability-related-inquiries-and-medical). An employer that treats an individual employee differently based on that employer’s belief the employee’s medical condition impairs the employee is discriminating against that employee based on perceived medical status disability, in contravention of the ADA. The employer must have proof that the employer cannot keep the employee, even with reasonable accommodations, before any adverse action can be taken against the employee. If the employer asserts the employee’s medical status (such as being unvaccinated against a particular disease) precludes employment, then the employer must prove that the employee poses a “safety hazard” that cannot be reduced with a reasonable accommodation. The employer must prove, with objective, scientifically validated evidence, that the employee poses a materially enhanced risk of serious harm that no reasonable accommodation could mitigate. This requires the employee's medical status cause a substantial risk of serious harm, a risk that cannot be reduced by any another means. This is a high, and difficult burden, for employers to meet. Just look at the all prior cases concerning HIV and AIDS, when employers discriminated against employees based on their perceived dangerousness, and ended up paying millions in legal fees, damages and fines.

Third, conditioning continued employment upon participating in a medical experiment and demanding disclosure of private, personal medical information, may also create employer liability under other federal and state laws, including HIPAA, FMLA, and applicable state tort law principles, including torts prohibiting and proscribing invasions of privacy and battery. Indeed, any employer mandating a vaccine is liable to their employee for any adverse event suffered by that employee. The CDC records reports of the adverse events already reported to date concerning the current Covid-19 vaccine.(https://www.cdc.gov/coronavirus/2019-ncov/vaccines/safety/vaers.html )

Finally, forced vaccines constitute a form of battery, and the Supreme Court long made clear "no right is more sacred than the right of every individual to the control of their own person, free from all restraint or interference of others." (https://www.law.cornell.edu/supremecourt/text/141/250)

With Regards, Employee of the Year

Which country? And state or province? It will help people figure out what has worked where your friend lives.

Can lead a horse to water but can’t make them drink. Be prepared to accept it.

My Dad keeps claiming he was forced to take it, the reality is that he didn’t want to risk his comfort for his freedom.

No such thing as forced to vaxx unless someone is overpowered and tied down or otherwise incapacitated. There is always a choice until that fkg needle is in your arm. Coercion or victimizing someone ( like parents who get their children vaxxed ) is demonic.

I'm unaware of any government holding a gun to your head to take a vax. There must be other choices. The vax is poison and will eventually do its harm no matter what else you do.

Are they American? Then the US Constitution. I am being serious, not flippant. The US Constitution is the only thing they need. It does not give us our rights, it ensures / guarantees those God-given rights. Have them read it and the Bill of Rights. They will find the protections they need.

Better to die on your feet than live on your knees.

You don't ask if there are exemptions, you simply be one. However politely you prefer to be, you just never do it.

Just Say No!

Two choices: 1. Refuse the jab or 2. Pick out a casket.

Who's forcing them? That will make a difference in their response.

There are plenty of jobs out there where vax is not required. They are not forced if they chose a deadly vax to keep their job. If they want to die or be really sick the rest of their life they can stay and take the vax. If they want to not die find another job.

Only if they hold you and jab you are you forced.

If in USA you can't be forced. Tom Renz you can contact.

The punishment cant be worse than knowingly poisoning oneself

There are many angles of attack. I myself used the common law. It was honorable, fact based, and ultimately, successful. But it took months.

For this situation, I would use state and federal statutes against the employer. The easiest is a claim of religious discrimination, because it's extremely hard to disprove. I realized that he already tried a religious exemption; being denied only adds evidence of discrimination. In the U.S. one has the legal right not to be discriminated against for their religion -- possessing an exemption is irrelevant. If nothing else, the fact that Covid vaccines are derived from protein testing using the abortion-derived cell line HEK-293, is ground enough for religious objections.

The thing to do is to file a complaint with the state agency that handles claims of discrimination. They will either launch an investigation, or give you a "right to sue." Not that you need their permission, but this shows the judge that you exhausted all courses of remedy.

At this point he can sue, or file yet another claim with the federal EEOC. Since it will make even more noise for the employer, this is what I would do. Again, they will investigate or say go ahead and sue.

While all this is going on (and it doesn't take that long, since everything can be done on-line), the employer will be forced to allow discovery. For example, they will have to say exactly why he is going to be fired, and why his exemption was denied. It's very hard not to give the game away while being under discovery.

Because he is fighting back by showing clear violations of the law (and not human rights, vaxx dangers, or other things that might be argued), the company will likely want to settle. If nothing else, he will cost the company lots of money in legal fees.

Simple, refuse, then sue for discrimination.

Tell him to file a federal lawsuit. That is what I would do.

https://greatawakening.win/p/12i4I1gFtd/them-so-how-serious-are-you-abou/c/

Your friend is lying to you.

Don't need a good job,when your dead.

That's the bottom line.

Identify as a covid vaccinated individual

Well, we have farts and rape called fart rape.

We can now introduce: Rape and Spike. Spike rape.

The difference is: from a fart rape you can get a good laugh and if it' s smelly, it is soon gone. The other is more ...eh. definitive.