First off, let me say that employers holding their workers hostage to receive an experimental vaccine are wannabe dictators no different from our medical overlords.
And it appears the folks at OSHA (The Occupational Safety and Health Administration) have also aligned themselves with medical tyrants.
In a stunning reversal, OSHA won’t hold employers liable for vaccine-related injuries if they mandate them for their employees.
That means if you’re coerced into an experimental jab or else get fired and have horrific side effects afterward, then your boss gets off scot-free.
The shocking part is that just last week, OSHA had a common sense policy for employers mandating vaccines.
Employers were required to report vaccine-related injuries and they would be considered “work-related” injuries.
And you could sue your boss for forcing you to receive the jab or else be fired.
The OSHA has now indicated an employers’ obligation to record adverse reactions to the COVID-19 vaccine and deemed them “work-related” if they are required by the employer.
This means companies that require the vaccination could be held liable for the “work-related” injuries. pic.twitter.com/Od8rbYjTEM
— Dr. Simone Gold (@drsimonegold) May 21, 2021
New OSHA guidance holds employers liable for adverse reactions if they require employees be vaccinated for COVID as a condition of employment, which could negatively impact the employer’s safety rating. https://t.co/D09AOJMVdC
— Sietske Bergsma (@SBergsma) May 23, 2021
But the agency did a 180 this weekend due to fears of “vaccine hesitancy.”
https://twitter.com/Paul_USAPatriot/status/1396164469990977536
“Employers forcing employees to undergo a medical procedure against their will is bad enough, but the government going on to release employers from having to pay for any negative effects from that procedure seems like a whole other level of insane.”
— Andrew Grant (@AndrewRantAG) May 23, 2021
https://twitter.com/PeterRQuinones/status/1396451664563953666
Alex Berenson has been one of the best reporters to follow for vaccine-related news and he summed up the magnitude of this reversal.
2/ It’s hard to overstate how shocking this change is. The Biden Administration is the most liberal and union-friendly in generations, but if your boss tells you to take a vaccine or get fired, and you wind up in the hospital afterwards, no one has to know.
— Alex Berenson (@AlexBerenson) May 23, 2021
3/ And please note this language appears to apply not just to quasi-mandatory (take it or get moved to a different job) but actually mandatory (take it or get fired) vaccinations.
— Alex Berenson (@AlexBerenson) May 23, 2021
LifeSite News reported:
The original policy put employers on notice that should they attempt to require employees to receive experimental coronavirus vaccines, any resulting adverse reaction could be considered “work-related” for which the employer may be held liable.
OSHA released this guidance only on April 20 with its reversal coming just in the last several days.
OSHA’s previous “Frequently Asked Questions” section about the coronavirus included a question about whether an employer that mandates employees receive a coronavirus vaccine is required to record any adverse events as a result of these injections. Such recording requirements of serious work-related injuries and illness may not only leave an employer vulnerable to worker’s compensation claims but such incidents could also impact the employer’s safety record.
The question and answer read in full:
If I require my employees to take the COVID-19 vaccine as a condition of their employment, are adverse reactions to the vaccine recordable?
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.
Following pushback from some trade associations, who had pledged to leverage the intervention of members of the U.S. Congress, OSHA changed its policy stating they would not enforce these recording requirements for at least for another year.
The new question and answer read in full:
Are adverse reactions to the COVID-19 vaccine recordable on the OSHA recordkeeping log?
DOL and OSHA, as well as other federal agencies, are working diligently to encourage COVID-19 vaccinations. OSHA does not wish to have any appearance of discouraging workers from receiving COVID-19 vaccination, and also does not wish to disincentivize employers’ vaccination efforts. As a result, OSHA will not enforce 29 CFR 1904’s recording requirements to require any employers to record worker side effects from COVID-19 vaccination through May 2022. We will reevaluate the agency’s position at that time to determine the best course of action moving forward.
When the original policy was announced, Brian Turmail, AGC vice president of public affairs, commented, “It’s almost like they haven’t talked to the rest of the Biden administration about the goal of getting as many people vaccinated as possible.”
In other words, OSHA had to change their policies to fall in line with the Medical Fascist State’s agenda of injecting everyone with an experimental vaccine.
Employers threatening workers’ livelihoods with an experimental treatment is a direct violation of the Nuremberg Code.
It’s not unfair to compare these employers and federal agencies to Nazi scum for enforcing these policies.
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