June 04, 2021 from Stand for Health Freedom

This is the question that many of our friends and readers are asking after reports from the Chronicle of Higher Education that 75 colleges across the U.S. and a growing number of employers are now implementing mandatory COVID vaccinations. But can your employer (or school) truly force you to get the jab or leave?

Delta Airlines is one of the major corporations leading this charge by requiring all new employees to get vaccinated. Additionally, Delta’s CEO is strongly encouraging existing employees to get the shot. Per the Federal protections afforded by the U.S. Equal Employment Opportunity Commission (EEOC), employees may refuse based on a disability or religious convictions, but their job could be restricted. (Remember the EEOC gives every employer the right to deny religious and medical protections if there are no “reasonable accommodations.”)

The only way for employers to truly understand the serious implications of forced vaccinations is to review the Vaccine Adverse Event Reporting System (VAERS) data, which, according to Harvard, only represents about 1% of actual adverse events. Thanks to the universal suppression and censorship of information, unfortunately, employers aren’t going to receive reliable information elsewhere.

Recently released VAERS data revealed that between December 14, 2020 and May 7, 2021, there were 192,954 adverse reactions, including 4,057 deaths and 17,190 serious injuries—from the COVID-19 vaccine alone. News like this has many afraid that they may be forced to choose between their livelihood and violating what they see as bodily autonomy.

What do you do when faced with the choice between the jab or a job? Do you comply, quit, or wait to get fired?

First, simply because your employer or university did not expressly offer an exemption does not mean one does not exist within their policy. So, start by submitting an exemption request.

Second, many employers and administrators believe they are making the right choice by requiring employees to get injected. If you kindly raise your concerns, perhaps they will see there’s another way to handle this. Be open and honest. This issue is worth it.

Remember, being open and honest doesn’t mean you have to share your vaccine (medical) status. It means sharing your concerns regarding policy. After all, medical privacy might actually be your primary concern. Many elected officials have spoken out against using vaccine status to grant or deny access and/or grant or deny privileges—and some counties have passed resolutions warning against such practices. Some states have passed laws restricting the practices altogether. If your county or state has done so, use this as leverage when you communicate with your employer or university.

The Holocaust didn’t happen because of a small group of Nazis—the Holocaust happened because people complied with a new system of prejudice. If we pretend that we are in alignment with mandatory or coercive medicine, we usher in forceful compliance and open the door to a new system of prejudice—and eugenics—that the world has yet to see on such a global scale.

Consulting and law firms are pushing the envelope, leading the way with mandates with no mercy or respect for those who have chosen not to receive the COVID-19 vaccination.

We cannot afford to wait for others to take a stand on this. This is nothing short of a battle to protect civilization as we know it.

So, what can you do if you want to keep your job without getting the jab?

  • Currently, these COVID vaccines are experimental and don’t have full FDA approval. This may change sooner than later, but for now, it is a critical fact—and one to include in your request for an exemption. Tell your employer that Federal law requires the ability for an employee to opt out of a medical product that has been made available under an emergency use authorization (EUA).
  • The Federal Civil Rights Act protecting religious freedom through the EEOC might also be a recourse if your religious beliefs forbid you from putting your faith in an injection.
  • The difficult part is that it indeed may not be possible to keep your job without complying with mandatory vaccine policies unless your state lawmakers pass laws with explicit human rights protections for workers.

Let’s be honest. There’s no straightforward retort when it comes to what your employer can require of you. And there’s no easy answer for what you should do in response. Your response depends on your goals. If your work environment has become hostile, you may decide it is worth it to find another accommodating position elsewhere. But if you want to stay, you will have to choose how to navigate the policies.

Whatever you choose, whether to seek another position or to fight for the one you have, make sure you aren’t making a choice based on fear. Change is not always easy but human rights are worth fighting for.

What’s culturally acceptable is shaped by our individual and collective actions. This issue isn’t fading away unless people are willing to stand up for their rights. It’s worth it to stand, friends! If it’s unjust and wrong, it must be challenged. Confronting your oppressor can be risky, but not confronting them is even riskier, especially on behalf of our children.

Let’s make history together! Our strength is in our numbers. Say NO to discrimination based on vaccination status with the click of a button today. Share this with your friends and please, get involved locally.

Let your Governor and state and federal lawmakers know that health passports have no place in a free society.

Read Original Article
https://standforhealthfreedom.com/federal/can-employer-force-vaccination/
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