We are already seeing that health care providers are refusing service to individuals injured by the Covid-19 injections, and health and life insurance companies are declining coverage for vaccine-related injuries and deaths on the grounds that the injections are investigational vaccines allowed under Food and Drug Administration (FDA) emergency use authorization (EUA) but not otherwise approved or licensed.2 This denial of care and coverage poses a serious threat to the physical and financial well-being of employees presented with a requirement to get a Covid injection—perhaps even more so than the possibility of losing their job for not being vaccinated.
Reviewing this form with employers may open their eyes to the regulations in place and the liability they may face (that they may otherwise not be aware of). Everyone should consider reviewing the form with their employer as well as sharing it with co-workers. This could result in a positive impact for employees and could be a game-changer. Alternatively, if the employer representative refuses to sign the form, that may be an indicator of their concern about potential liability and should prompt an immediate discussion about how the employee can continue working for the company without being injected.
Poster Comment:
Should cover lifetime as sick people are discharged. Plus death benefits.
#1: NeoconsNailed To: Horse (#0)
NeoconsNailed posted on 2021-05-19 00:48:48 Reply Private Reply
#2: AllTheKings'HorsesWontDoIt To: Horse (#0)
The federal Occupational Safety and Health Administration (OSHA) is warning employers that they will be held liable for any adverse events resulting from mandatory Wuhan coronavirus (Covid-19) “vaccination” policies.
If an employee who was forced to be injected with experimental mRNA gene therapy becomes paralyzed or dies, for instance, that injury or death will be considered “work-related,” meaning the employer will be held responsible.
In the “Frequently Asked Questions” section of a new OSHA guidance that was issued on April 20, the agency explains that all employers who mandate experimental Chinese Virus shots are required to record any adverse events that result from the injections.
In response to the question, “If I require my employees to take the COVID-19 vaccine as a condition of their employment, are adverse reactions to the vaccine recordable?” this is what OSHA says:
“If you require your employees to be vaccinated as a condition of employment (i.e., for work-related reasons), then any adverse reaction to the COVID-19 vaccine is work-related. The adverse reaction is recordable if it is a new case under 29 CFR 1904.6 and meets one or more of the general recording criteria in 29 CFR 1904.7.”
What this means is that employers who try to force their employees to get injected are opening themselves up to lawsuits, worker’s compensation claims and a negatively impacted safety record. Tread at your own risk, employers.
Vaccine-injured employees are already coming forward with lawsuits...
“The U.S. Food and Drug Administration’s emergency use authorization (EUA) specifically states that individuals must have the free ‘option to accept or refuse’ these vaccines,” LifeSiteNews explains, reiterating that Chinese Virus vaccine mandates are illegal....
https://www.naturalnews.com/2021-05-18-osha-employers-mandate-covid-vaccines-liable-adverse-reaction.html
AllTheKings'HorsesWontDoIt posted on 2021-05-19 17:59:18 Reply Private Reply