[1 of 3]
I take it you are not an attorney.
Correct. My layman's thoughts --
You are receiving this message because you are a colleague now subject to this requirement.
What makes me subject to this requirement? I have not signed any agreement that would make me subject to such a requirement, and I have not agreed to any such requirement. On what basis do you make this claim?
(A general principle in American law is "silence is acquiescence" which means if you do not object to something that someone claims, then you are agreeing with the claim. Here, they have made an ASSUMPTION about what YOU are required to do, so it is important to REFUTE that assumption, so that you are not unwittingly agreeing to their assumption. You can refute it in a nice way or a not so nice way, but refute you must.)
This appears to be a change in my employment contract with you, which renders the contract a unilateral contract of adhesion. Such contracts are to be interpreted in favor of the party who did not write the contract (that would be me), and specific performance (such as firing) is not available as a legal remedy for such contracts.
(Might be a good idea to cc the email to HR to include CEO, Legal Department, and Chairman of the Board -- of course, that is a big chess move, but if you think it is going in a particular direction anyway, might be the thing to do.)
If you are not yet fully vaccinated, you must do so by December 27, 2021
I do not understand what you mean by "fully vaccinated." Please clarify what that means. Is there a particular vaccine you recommend or require? Against what illness? Do you have any evidence that I have an illness that would be some sort of health problem? Also, why do you want me to do this? What benefit do you expect will result in me doing this, either to the company or to me?
(Here, there is no challenge to what they are saying. That comes after they play their next card. First, clarify what THEY mean by "fully vaccinated." What if you went out and got a flu vaccine? What that be good enough? Of course, they are likely to come back and say Covid vaccine. In that case, the next move is to ask which one(s). They might list, or not. They might say FDA-approved or not. If they list, they are offering medical advice, and you could ask to see their medical license, or just use that info against them later, if needed. If they say FDA- approved, you could show them the Comirnaty approval, and state that all other Covid vaccines are not approved, but are for emergency use testing only. In order to be a guinea pig for testing unknown drugs, you must be fully informed of ALL adverse events.)
If you want me to be subjected to an experimental drug, you will need to follow the law, which requires you to FULLY inform me about the drug. So far, you have not provided me with any information about the drug, or even which drug you want me to experiment with. I will also need to see any scientific evidence that this drug is both safe and effective, and your legal authority to make such demand.
I have heard of numerous significant complications with certain experimental drugs, including death. So, I will need to be fully informed by you.
I refer you to federal law on this issue --
See: 21 USC 360bbb-3(e)(1)(A)(ii) and (iii):
(ii) Appropriate conditions designed to ensure that individuals to whom the product is administered are informed — (II) of the significant known and potential benefits and risks of such use, and of the extent to which such benefits and risks are unknown; and (III) of the option to accept or refuse administration of the product, of the consequences, if any, of refusing administration of the product, and of the alternatives to the product that are available and of their benefits and risks.
[NOTE: There is weasel language in that statute, but it is worth pushing to the legal department, CEO, and Chairman so they know that you know, and will make them wonder if they have a lawsuit coming their way, but without you threatening anything.]
(I would also want them to give me a REASON WHY they think taking this drug will have some sort of benefit to someone -- company, me, other employees, etc. Without that, they really have no grounds at all. Of course, whatever reason they come up with will be based on fraud. If they refuse to give a reason, then they are demanding a medical treatment without providing a reason, which even doctors cannot do. If they give a reason about "protection" or "health benefit" or similar, then I would come back with this paper from the NIH, which shows there is NO correlation between vaccination rates and Covid cases [and there never will be, unless they rig the numbers, because it is all fraud]:)
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8481107/
(Provide that paper to them, and then ask: On what basis do you claim there is any benefit, when the NIH says there is none?)
[To be continued ...]
[1 of 3]
I take it you are not an attorney.
Correct. My layman's thoughts --
You are receiving this message because you are a colleague now subject to this requirement.
What makes me subject to this requirement? I have not signed any agreement that would make me subject to such a requirement, and I have not agreed to any such requirement. On what basis do you make this claim?
(A general principle in American law is "silence is acquiescence" which means if you do not object to something that someone claims, then you are agreeing with the claim. Here, they have made an ASSUMPTION about what YOU are required to do, so it is important to REFUTE that assumption, so that you are not unwittingly agreeing to their assumption. You can refute it in a nice way or a not so nice way, but refute you must.)
This appears to be a change in my employment contract with you, which renders the contract a unilateral contract of adhesion. Such contracts are to be interpreted in favor of the party who did not write the contract (that would be me), and specific performance (such as firing) is not available as a legal remedy for such contracts.
(Might be a good idea to cc the email to HR to include CEO, Legal Department, and Chairman of the Board -- of course, that is a big chess move, but if you think it is going in a particular direction anyway, might be the thing to do.)
If you are not yet fully vaccinated, you must do so by December 27, 2021
I do not understand what you mean by "fully vaccinated." Please clarify what that means. Is there a particular vaccine you recommend or require? Against what illness? Do you have any evidence that I have an illness that would be some sort of health problem? Also, why do you want me to do this? What benefit do you expect will result in me doing this, either to the company or to me?
(Here, there is no challenge to what they are saying. That comes after they play their next card. First, clarify what THEY mean by "fully vaccinated." What if you went out and got a flu vaccine? What that be good enough? Of course, they are likely to come back and say Covid vaccine. In that case, the next move is to ask which one(s). They might list, or not. They might say FDA-approved or not. If they list, they are offering medical advice, and you could ask to see their medical license, or just use that info against them later, if needed. If they say FDA- approved, you could show them the Comirnaty approval, and state that all other Covid vaccines are not approved, but are for emergency use testing only. In order to be a guinea pig for testing unknown drugs, you must be fully informed of ALL adverse events.)
If you want me to be subjected to an experimental drug, you will need to follow the law, which requires you to FULLY inform me about the drug. So far, you have not provided me with any information about the drug, or even which drug you want me to experiment with. I will also need to see any scientific evidence that this drug is both safe and effective, and your legal authority to make such demand.
I have heard of numerous significant complications with certain experimental drugs, including death. So, I will need to be fully informed by you.
I refer you to federal law on this issue --
See: 21 USC 360bbb-3(e)(1)(A)(ii) and (iii):
(ii) Appropriate conditions designed to ensure that individuals to whom the product is administered are informed — (II) of the significant known and potential benefits *and risks& of such use, and of the extent to which such benefits and risks are unknown; and (III) of the option to accept or refuse administration of the product, of the consequences, if any, of refusing administration of the product, and of the alternatives to the product that are available and of their benefits and risks.
[NOTE: There is weasel language in that statute, but it is worth pushing to the legal department, CEO, and Chairman so they know that you know, and will make them wonder if they have a lawsuit coming their way, but without you threatening anything.]
(I would also want them to give me a REASON WHY they think taking this drug will have some sort of benefit to someone -- company, me, other employees, etc. Without that, they really have no grounds at all. Of course, whatever reason they come up with will be based on fraud. If they refuse to give a reason, then they are demanding a medical treatment without providing a reason, which even doctors cannot do. If they give a reason about "protection" or "health benefit" or similar, then I would come back with this paper from the NIH, which shows there is NO correlation between vaccination rates and Covid cases [and there never will be, unless they rig the numbers, because it is all fraud]:)
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8481107/
(Provide that paper to them, and then ask: On what basis do you claim there is any benefit, when the NIH says there is none?)
[To be continued ...]
[1 of 3]
I take it you are not an attorney.
Correct. My layman's thoughts --
You are receiving this message because you are a colleague now subject to this requirement.
What makes me subject to this requirement? I have not signed any agreement that would make me subject to such a requirement, and I have not agreed to any such requirement. On what basis do you make this claim?
(A general principle in American law is "silence is acquiescence" which means if you do not object to something that someone claims, then you are agreeing with the claim. Here, they have made an ASSUMPTION about what YOU are required to do, so it is important to REFUTE that assumption, so that you are not unwittingly agreeing to their assumption. You can refute it in a nice way or a not so nice way, but refute you must.)
This appears to be a change in my employment contract with you, which renders the contract a unilateral contract of adhesion. Such contracts are to be interpreted in favor of the party who did not write the contract (that would be me), and specific performance (such as firing) is not available as a legal remedy for such contracts.
(Might be a good idea to cc the email to HR to include CEO, Legal Department, and Chairman of the Board -- of course, that is a big chess move, but if you think it is going in a particular direction anyway, might be the thing to do.)
If you are not yet fully vaccinated, you must do so by December 27, 2021
I do not understand what you mean by "fully vaccinated." Please clarify what that means. Is there a particular vaccine you recommend or require? Against what illness? Do you have any evidence that I have an illness that would be some sort of health problem? Also, why do you want me to do this? What benefit do you expect will result in me doing this, either to the company or to me?
(Here, there is no challenge to what they are saying. That comes after they play their next card. First, clarify what THEY mean by "fully vaccinated." What if you went out and got a flu vaccine? What that be good enough? Of course, they are likely to come back and say Covid vaccine. In that case, the next move is to ask which one(s). They might list, or not. They might say FDA-approved or not. If they list, they are offering medical advice, and you could ask to see their medical license, or just use that info against them later, if needed. If they say FDA- approved, you could show them the Comirnaty approval, and state that all other Covid vaccines are not approved, but are for emergency use testing only. In order to be a guinea pig for testing unknown drugs, you must be fully informed of ALL adverse events.)
If you want me to be subjected to an experimental drug, you will need to follow the law, which requires you to FULLY inform me about the drug. So far, you have not provided me with any information about the drug, or even which drug you want me to experiment with. I will also need to see any scientific evidence that this drug is both safe and effective, and your legal authority to make such demand.
I have heard of numerous significant complications with certain experimental drugs, including death. So, I will need to be fully informed by you.
I refer you to federal law on this issue --
See: 21 USC 360bbb-3(e)(1)(A)(ii) and (iii):
(ii) Appropriate conditions designed to ensure that individuals to whom the product is administered *are informed& — (II) of the significant known and potential benefits *and risks& of such use, and of the extent to which such benefits and risks are unknown; and (III) of the option to accept or refuse administration of the product, of the consequences, if any, of refusing administration of the product, and of the alternatives to the product that are available and of their benefits and risks.
[NOTE: There is weasel language in that statute, but it is worth pushing to the legal department, CEO, and Chairman so they know that you know, and will make them wonder if they have a lawsuit coming their way, but without you threatening anything.]
(I would also want them to give me a REASON WHY they think taking this drug will have some sort of benefit to someone -- company, me, other employees, etc. Without that, they really have no grounds at all. Of course, whatever reason they come up with will be based on fraud. If they refuse to give a reason, then they are demanding a medical treatment without providing a reason, which even doctors cannot do. If they give a reason about "protection" or "health benefit" or similar, then I would come back with this paper from the NIH, which shows there is NO correlation between vaccination rates and Covid cases [and there never will be, unless they rig the numbers, because it is all fraud]:)
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8481107/
(Provide that paper to them, and then ask: On what basis do you claim there is any benefit, when the NIH says there is none?)
[To be continued ...]
[1 of 3]
I take it you are not an attorney.
Correct. My layman's thoughts --
You are receiving this message because you are a colleague now subject to this requirement.
What makes me subject to this requirement? I have not signed any agreement that would make me subject to such a requirement, and I have not agreed to any such requirement. On what basis do you make this claim?
(A general principle in American law is "silence is acquiescence" which means if you do not object to something that someone claims, then you are agreeing with the claim. Here, they have made an ASSUMPTION about what YOU are required to do, so it is important to REFUTE that assumption, so that you are not unwittingly agreeing to their assumption. You can refute it in a nice way or a not so nice way, but refute you must.)
This appears to be a change in my employment contract with you, which renders the contract a unilateral contract of adhesion. Such contracts are to be interpreted in favor of the party who did not write the contract (that would be me), and specific performance (such as firing) is not available as a legal remedy for such contracts.
(Might be a good idea to cc the email to HR to include CEO, Legal Department, and Chairman of the Board -- of course, that is a big chess move, but if you think it is going in a particular direction anyway, might be the thing to do.)
If you are not yet fully vaccinated, you must do so by December 27, 2021
I do not understand what you mean by "fully vaccinated." Please clarify what that means. Is there a particular vaccine you recommend or require? Against what illness? Do you have any evidence that I have an illness that would be some sort of health problem? Also, why do you want me to do this? What benefit do you expect will result in me doing this, either to the company or to me?
(Here, there is no challenge to what they are saying. That comes after they play their next card. First, clarify what THEY mean by "fully vaccinated." What if you went out and got a flu vaccine? What that be good enough? Of course, they are likely to come back and say Covid vaccine. In that case, the next move is to ask which one(s). They might list, or not. They might say FDA-approved or not. If they list, they are offering medical advice, and you could ask to see their medical license, or just use that info against them later, if needed. If they say FDA- approved, you could show them the Comirnaty approval, and state that all other Covid vaccines are not approved, but are for emergency use testing only. In order to be a guinea pig for testing unknown drugs, you must be fully informed of ALL adverse events.)
If you want me to be subjected to an experimental drug, you will need to follow the law, which requires you to FULLY inform me about the drug. So far, you have not provided me with any information about the drug, or even which drug to which you refer. I will also need to see any scientific evidence that this drug is both safe and effective, and your legal authority to make such demand.
I refer you to federal law on this issue --
See: 21 USC 360bbb-3(e)(1)(A)(ii) and (iii):
(ii) Appropriate conditions designed to ensure that individuals to whom the product is administered *are informed& — (II) of the significant known and potential benefits *and risks& of such use, and of the extent to which such benefits and risks are unknown; and (III) of the option to accept or refuse administration of the product, of the consequences, if any, of refusing administration of the product, and of the alternatives to the product that are available and of their benefits and risks.
[NOTE: There is weasel language in that statute, but it is worth pushing to the legal department, CEO, and Chairman so they know that you know, and will make them wonder if they have a lawsuit coming their way, but without you threatening anything.]
(I would also want them to give me a REASON WHY they think taking this drug will have some sort of benefit to someone -- company, me, other employees, etc. Without that, they really have no grounds at all. Of course, whatever reason they come up with will be based on fraud. If they refuse to give a reason, then they are demanding a medical treatment without providing a reason, which even doctors cannot do. If they give a reason about "protection" or "health benefit" or similar, then I would come back with this paper from the NIH, which shows there is NO correlation between vaccination rates and Covid cases [and there never will be, unless they rig the numbers, because it is all fraud]:)
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8481107/
(Provide that paper to them, and then ask: On what basis do you claim there is any benefit, when the NIH says there is none?)
[To be continued ...]
[1 of 3]
I take it you are not an attorney.
Correct. My layman's thoughts --
You are receiving this message because you are a colleague now subject to this requirement.
What makes me subject to this requirement? I have not signed any agreement that would make me subject to such a requirement, and I have not agreed to any such requirement. On what basis do you make this claim?
(A general principle in American law is "silence is acquiescence" which means if you do not object to something that someone claims, then you are agreeing with the claim. Here, they have made an ASSUMPTION about what YOU are required to do, so it is important to REFUTE that assumption, so that you are not unwittingly agreeing to their assumption. You can refute it in a nice way or a not so nice way, but refute you must.)
This appears to be a change in my employment contract with you, which renders the contract a unilateral contract of adhesion. Such contracts are to be interpreted in favor of the party who did not write the contract (that would be me), and specific performance (such as firing) is not available as a legal remedy for such contracts.
(Might be a good idea to cc the email to HR to include CEO, Legal Department, and Chairman of the Board -- of course, that is a big chess move, but if you think it is going in a particular direction anyway, might be the thing to do.)
If you are not yet fully vaccinated, you must do so by December 27, 2021
I do not understand what you mean by "fully vaccinated." Please clarify what that means. Is there a particular vaccine you recommend or require? Against what illness? Do you have any evidence that I have an illness that would be some sort of health problem? Also, why do you want me to do this? What benefit do you expect will result in me doing this, either to the company or to me?
(Here, there is no challenge to what they are saying. That comes after they play their next card. First, clarify what THEY mean by "fully vaccinated." What if you went out and got a flu vaccine? What that be good enough? Of course, they are likely to come back and say Covid vaccine. In that case, the next move is to ask which one(s). They might list, or not. They might say FDA-approved or not. If they list, they are offering medical advice, and you could ask to see their medical license, or just use that info against them later, if needed. If they say FDA- approved, you could show them the Comirnaty approval, and state that all other Covid vaccines are not approved, but are for emergency use testing only. In order to be a guinea pig for testing unknown drugs, you must be fully informed of ALL adverse events.)
See: 21 USC 360bbb-3(e)(1)(A)(ii) and (iii):
(ii) Appropriate conditions designed to ensure that individuals to whom the product is administered are informed— (II) of the significant known and potential benefits and risks of such use, and of the extent to which such benefits and risks are unknown; and (III) of the option to accept or refuse administration of the product, of the consequences, if any, of refusing administration of the product, and of the alternatives to the product that are available and of their benefits and risks.
[NOTE: There is weasel language in that statute, but it is worth pushing to the legal department, CEO, and Chairman so they know that you know, and will make them wonder if they have a lawsuit coming their way, but without you threatening anything.]
(I would also want them to give me a REASON WHY they think taking this drug will have some sort of benefit to someone -- company, me, other employees, etc. Without that, they really have no grounds at all. Of course, whatever reason they come up with will be based on fraud. If they refuse to give a reason, then they are demanding a medical treatment without providing a reason, which even doctors cannot do. If they give a reason about "protection" or "health benefit" or similar, then I would come back with this paper from the NIH, which shows there is NO correlation between vaccination rates and Covid cases [and there never will be, unless they rig the numbers, because it is all fraud]:)
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8481107/
(Provide that paper to them, and then ask: On what basis do you claim there is any benefit, when the NIH says there is none?)
[To be continued ...]
I take it you are not an attorney.
Correct. My layman's thoughts --
You are receiving this message because you are a colleague now subject to this requirement.
What makes me subject to this requirement? I have not signed any agreement that would make me subject to such a requirement, and I have not agreed to any such requirement. On what basis do you make this claim?
(A general principle in American law is "silence is acquiescence" which means if you do not object to something that someone claims, then you are agreeing with the claim. Here, they have made an ASSUMPTION about what YOU are required to do, so it is important to REFUTE that assumption, so that you are not unwittingly agreeing to their assumption. You can refute it in a nice way or a not so nice way, but refute you must.)
This appears to be a change in my employment contract with you, which renders the contract a unilateral contract of adhesion. Such contracts are to be interpreted in favor of the party who did not write the contract (that would be me), and specific performance (such as firing) is not available as a legal remedy for such contracts.
(Might be a good idea to cc the email to HR to include CEO, Legal Department, and Chairman of the Board -- of course, that is a big chess move, but if you think it is going in a particular direction anyway, might be the thing to do.)
If you are not yet fully vaccinated, you must do so by December 27, 2021
I do not understand what you mean by "fully vaccinated." Please clarify what that means. Is there a particular vaccine you recommend or require? Against what illness? Do you have any evidence that I have an illness that would be some sort of health problem? Also, why do you want me to do this? What benefit do you expect will result in me doing this, either to the company or to me?
(Here, there is no challenge to what they are saying. That comes after they play their next card. First, clarify what THEY mean by "fully vaccinated." What if you went out and got a flu vaccine? What that be good enough? Of course, they are likely to come back and say Covid vaccine. In that case, the next move is to ask which one(s). They might list, or not. They might say FDA-approved or not. If they list, they are offering medical advice, and you could ask to see their medical license, or just use that info against them later, if needed. If they say FDA- approved, you could show them the Comirnaty approval, and state that all other Covid vaccines are not approved, but are for emergency use testing only. In order to be a guinea pig for testing unknown drugs, you must be fully informed of ALL adverse events.)
See: 21 USC 360bbb-3(e)(1)(A)(ii) and (iii):
(ii) Appropriate conditions designed to ensure that individuals to whom the product is administered are informed— (II) of the significant known and potential benefits and risks of such use, and of the extent to which such benefits and risks are unknown; and (III) of the option to accept or refuse administration of the product, of the consequences, if any, of refusing administration of the product, and of the alternatives to the product that are available and of their benefits and risks.
[NOTE: There is weasel language in that statute, but it is worth pushing to the legal department, CEO, and Chairman so they know that you know, and will make them wonder if they have a lawsuit coming their way, but without you threatening anything.]
(I would also want them to give me a REASON WHY they think taking this drug will have some sort of benefit to someone -- company, me, other employees, etc. Without that, they really have no grounds at all. Of course, whatever reason they come up with will be based on fraud. If they refuse to give a reason, then they are demanding a medical treatment without providing a reason, which even doctors cannot do. If they give a reason about "protection" or "health benefit" or similar, then I would come back with this paper from the NIH, which shows there is NO correlation between vaccination rates and Covid cases [and there never will be, unless they rig the numbers, because it is all fraud]:)
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8481107/
(Provide that paper to them, and then ask: On what basis do you claim there is any benefit, when the NIH says there is none?)
[To be continued ...]