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Coronavirus/COVID19 Temp Forum This is a temporary forum for discussion, debate, sharing and helping each other during and in relation to the Coronavirus/COVID19 |
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#41
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In a situation like that - people need to make the decision if they value money more than quantity of life.
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#42
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Hold the line. Do NOT capitulate. The injection is permanent. You're the one that would have to suffer the long term effects if there is any. Is your company going to take care of you if anything happens related to the shot, I highly doubt it.
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History doesn't repeat itself but it rhymes |
#43
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You might think twice about forging the Vaccine Card. Each one needs the Vaccine sticker label from health administrator that shows Vaccine type, lot number and date. Sent from my iPad using Tapatalk |
#45
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Just tell them if everyone else is vaccinated except you then it’s not a worry anymore then right?
Even fully vaccinated can still be carriers from what Dr. Doublemask Fauci said so transferring to customers can still happen so what’s the point. There will be lawsuits over this guaranteed, I just hope the Supreme Court will rule the right way. If you truly believe in not getting it then it is basically a religious exemption in my eyes. |
#46
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It would not matter, many are taking a snap shot of it with there phone and using that. They are keeping the card itself in a safe place. Others are laminating the cards. |
#47
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Maybe not, but you and your co-workers are clearly being coerced to take a medical treatment. That's a big problem.
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#48
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Yes employers can mandate the Covid-19 vaccines.
Yes people can legitimately claim medical or religious objections and not have to take the vaccine. Employers have to make a good faith effort to provide alternative work, but often, perhaps usually none is available and the person would be legally terminated. Accommodation is essentially putting the person in a job position where they are isolated and will not interact with others; certainly from patients, customers, etc. If a company has positions like this where they can put people, these positions may be at lower salaries. Many employers will have no such positions to offer their employees who are unable to take the vaccine.
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1 Corinthians 2:2 "Orwell was an Optimist" - Cali-Glock "May have been the losing side. Still not convinced it was the wrong one." - Mal Reynolds Freedom Week: March 29-April 6, 2019 // Freedom Day: April 23-24, 2020 - Thank you, Judge Benitez! NRA - Endowment Member // CRPA - Life Member (Disclaimer: Everything I write is fiction. I am just here to try out ideas for my to-be-written great-American-novel.) |
#49
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#50
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The whole topic is f-ing ludicrous and it's unbelievable that its even a thing.
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#51
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https://www.statnews.com/2021/02/23/...-under-an-eua/
Federal law prohibits employers and others from requiring vaccination with a Covid-19 vaccine distributed under an EUA |
#52
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Navigate deceit.
We've seen numerous examples of manipulation over the past 12+ months... freewill and decisions... navigate the deceit and make your decisions. Whatever your decision- own up to it in the end. Don't point blame after. Take responsibility for your decisions. We'll see how this all shakes out.
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#53
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I sent an email asking if my continued employment is conditional upon me being vaccinated. I did not receive a firm answer on the policy being implemented. The boss told me yesterday that she'd have a policy next week if we didn't vaccinate. She's expecting an answer by the end of the week (today.) We'll see.
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#54
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https://www.shrm.org/resourcesandtoo...ccination.aspx
"If a vaccination requirement screens out a worker with a disability, however, the employer must show that unvaccinated employees would pose a "direct threat" due to a "significant risk of substantial harm to the health or safety of the individual or others that cannot be eliminated or reduced by reasonable accommodation." The EEOC said employers should evaluate four factors to determine whether a direct threat exists: The duration of the risk. The nature and severity of the potential harm. The likelihood that the potential harm will occur. The imminence of the potential harm. " Since others choose to get vaccinated a non-vaccinated individual poses no threat to them. Therefore, being non vaccinated fails the EEOC criteria. If you are in a union they may be of some help. Last edited by Scota4570; 04-10-2021 at 10:08 AM.. |
#55
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I wouldn't consider injectng an untested substance into one's body a "petty issue". If that's your stance, I imagine you'd roll right over for 2A confiscation since it's a petty issue to some. What about "My body' my choice"? Works for the pro-abortion devils.
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"I don't work for you!" - Joe Biden LGBFJB "Slavery is the most profitable business in human history. This explains why your current overseers across the world want a GREAT RESET. ?You will own nothing' conversely means 'they will own everything, including you.? -Jason Powers |
#56
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I work at a California Community College, and am a member of the task force assembled to oversee our response to COVID and planning for re-opening. Naturally, the mandatory-vax question came up and the answer was an emphatic NO! NO!! NO!!! Our Director of HR, our VP of Administration, and our Director of our Student Health Clinic (our acting medical expert, and he's pretty good, definitely no Fauci) all affirmed we will not be taking that off-ramp. It was stated that even if we wanted to mandate vaccinations, we couldn't because ... wait for it ... it's EXPERIMENTAL! That said, we're a state operation so I don't know what limitations/freedoms exist for private-industry. There is a local restaurant that's rehiring and is offering a bonus for employees that can present a valid vax-card, but I don't know if they can legally ask if an applicant has had the COVID-vax. I suspect your boss/supe/manager/owner/whatever is trying to enact policy based solely on what she wants. Sounds like she's either unaware or willing to ignore what could be some serious legal limitations and implications |
#57
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I refused the shot and notified my company that I will not comply. They are not pushing the issue. My grounds were: Religious reasons and NoN-FDA approved unsafe vaccine . If they fire me I will search around and find Legal council that is representing employees in similar situations and sue the business and manager . Last edited by fighter4cage; 04-10-2021 at 11:32 AM.. |
#58
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"RIGHT POWER!" ----------------------------- |
#60
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Nothing at all to do with HIPAA
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#62
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I believe hippa is regarding med facility not providing info.
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#63
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And it's NOT a HIPAA violation to ask about a medical condition. HIPAA is about making certain disclosures of medical information illegal. It doesn't make it illegal to ask someone a medical question. Whatever you checked is wrong.
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#64
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Exactly. If they called your doctor and asked about your condition, HIPAA prevents that disclosure. It doesn't make it illegal to ask about a condition.
Google isn't always your friend.
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#65
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Talk to everyone you can at work about it and record their names and the date. It does not matter if they are part of it. IF you do go to court subpoena everyone as witnesses. That will shut down the business. It will give you leverage for a settlement. Last edited by Scota4570; 04-10-2021 at 2:34 PM.. |
#66
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And last I saw over 40% of the Marines have refused to be injected.
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#67
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https://www.statnews.com/2021/02/23/...-under-an-eua/
Federal law prohibits employers and others from requiring vaccination with a Covid-19 vaccine distributed under an EUA |
#68
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The reason the news keeps pushing "free vax" and "no appointment needed" - is because they aren't getting as many volunteers as they planned.. the manipulation isn't working anymore. Deceit doesn't work when it gets no cooperation.
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"RIGHT POWER!" ----------------------------- Last edited by LBDamned; 04-10-2021 at 2:53 PM.. |
#69
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I just looked it up again and I’ll post what I read
Quote———FACT: HIPAA prohibits healthcare providers from disclosing personal health information to employers without patient’s consent.
In most cases, employers are not allowed to access a patient’s medical records. This is not dependent on whether they are paying for their care or on their insurance plan. The employer may obtain access to your medical records but only if you give your explicit, written permission. //Quote——— This is a quote from the hippa site I was reading So basically what I said stands employer cannot ask for the information and by doing so is a violation because they’re not allowed to see your medical records unless you give them authorization just like what quoted above So again when they mandate it a.k.a. asking for it there is your violation. They are not allowed to ask for it so buy them mandating it that is the same meeting is asking for it so yes that constitutes a HIPAA violation Last edited by Mikeywee; 04-10-2021 at 2:59 PM.. |
#70
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Even the quote you posted isn't relevant- employer is requiring info of and from employees, not med facility. I'm firmly against it and would have an entirely different view of my employer (which is highly positive right now)... I hope there are so many lawsuits the courts can't handle them all and I hope employers that require it, lose their azz.
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#71
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I'd be curious as to her answer when you ask why she's so concerned that you get vaccinated. And let me guess... you'll still have to wear a mask right?
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Buy made in USA whenever possible. |
#72
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In fact, I think it's racist how far they are actually able to get their collective heads up in there. |
#73
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Yes I'm a new world samurai and a redneck nonetheless Yes I'm a new world samurai I can read your mind Check it out I'm like a buzz bomb |
#74
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Nut up or shut up.
Work requires a flu shot every year. Get a flu shot every year. Just get the prick and move on.
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-- 09 F9 11 02 9D 74 E3 5B D8 41 56 C5 63 56 88 C0 |
#76
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My work does not require a flu shot (California Community College) ... hospitals don't ... I've never heard of a place of employment requiring flu shots.
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#77
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No I won't.
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"RIGHT POWER!" ----------------------------- |
#78
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It is NOT a HIPAA violation to ask for information. WRONG. NOT CORRECT, NOT “basically”, it isnt. HIPAA works the other way. Your provider cant PROVIDE the info. The law doesnt work the way you wish it did so you could win this argument. And requiring an injection isnt basically anything, and isnt a HIPAA violation. Period.
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#79
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Though the state allows you to decline, employers can mandate it. Here's just one example of a multi-state hospital system that will fire you if you decline: https://www.mdlinx.com/article/can-y...ights/lfc-3148
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-- 09 F9 11 02 9D 74 E3 5B D8 41 56 C5 63 56 88 C0 |
#80
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The UC System also made it mandatory:
https://ucnet.universityofcalifornia...tive-order.pdf The offer religious exemptions, but it sounds like it needs to be thoroughly justified. You don't get to say "I don't want it."
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-- 09 F9 11 02 9D 74 E3 5B D8 41 56 C5 63 56 88 C0 |
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