This was written by a lawyer:
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Vaccine Mandate Employee Letter Example
No authorship claim or copyright asserted...this letter just came to me in a bottle, and I have no idea who might have penned it, nor can I possibly vouch for it, and what you fine folks do with it is entirely in your own hands, as the Gentlemen
of the Bar remind me I can proffer no legal advice in the matter, and do not so here...
Dear Boss,
Compelling any employee to take any current Covid-19 vaccine violates federal and state law.
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).
Secondly, 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).)
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. (
https://www.osha.gov/coronavirus/faqs#vaccine ). The CDC records reports
of the adverse events already reported to date concerning the current Covid-19 vaccine.(
https://www.cdc.gov/coronavirus/2019-nc ... vaers.html )
With Regards,
Employee
of the Year
