Category Archives: My Government

My Government refers to things related to my government.

Who is liable for adverse reaction to the “clot shot?”

Employers who mandate covid vaccines may be held liable for “any adverse reaction” | The Most Revolutionary Act

    • Some smaller, independently-owned restaurants and boutiques run by “woke” fascists are also hoping to force the employ ees, and possibly even their patrons, to get injected. Each one needs to be identified and targeted with lawsuits to prevent this disease of medical fascism from spreading.

Some great comments on this site/page…

  • Some smaller, independently-owned restaurants and boutiques run by “woke” fascists are also hoping to force the employees, and possibly even their patrons, to get injected. Each one needs to be identified and targeted with lawsuits to prevent this disease of medical fascism from spreading.
  • I think it’s time “We the People” started doing our OWN surveys in local neighborhoods door to door to see how many people are actually DYING from this ,. It’s been proven OVER AND OVER that our govt and subsidiaries( Fact Check ect) CANNOT be trusted to give us anything but their SLANTED “truths”
  • I cannot get the vac and I had Covid in Feb anyway. They are not taking into account natural immunity with the numbers. I discussed with my Dr. and brought up that I had pox and measels when I was a kid. Does this mean I need the pox and measels vac? He chuckled and said why would you want to purposely give yourself shingles or rubella? They say antibodies last 5 to 7 months? I don’t buy that. There is not enough data collected because not enough time has passed. This is all rush to make a decision. So let me ask leaders of companies. Let’s say you are interested in buying XYZ company for 50 million bucks. Would you be okay with only having 5 to 7 months worth of profit and loss statements? Heck no. They want more like 10 years worth of profit and loss. This is nothing more than We the People being controlled by government and corporations. Yet another reason I am trying to get this farm business going so I can leave at least corporate America.
  • My employer did a company-wide regardless of where you work from audit of who got vac and who did not all under the ruse of creating the new hot spots to work from. My employer got 99% working from home when in 2019 they were pushing to bring folks back to the office starting with the finance area in fall of 2019. The plan was to then have those that manage others by spring of 2020. My boss was not happy since all her employees are remote and not one employee would be in the same office as her so what was the point? I told her this new push was not going to happen in the fall of 2019. Covid struck and the company had to work fast to get everyone WFH. We hit 99% relatively fast and our finance executive responded about how much money we are saving not leasing or owning office space. DAH. Maybe my executive should have read my dissertation about WFH. I have WFH for 21 years. Now this push to bring folks back to the office AGAIN. My employer is giving us money to vac. Now the audit is done as of the 4th of Aug so managers will know who has vac and who does not. Does this mean you fire those that don’t even when we WFH. I will always WFH because there is no office near me that is a logical commute and I would never drive for a job anyway. They talk about lessening our carbon footprint so hey, WFH is one of the best ways to achieve that goal. Already sent a bill proposal with my research to Congress showing the benefits of WFH but no one ever got back to me. Not surprised. The next thing is employers mandating vac even for WFH. Silly. I cannot take any vac due to medical reasons. My Dr. does not recommend it. My Dr. is not vac either. Personal choice. Says no FDA approval and there is no 100% data on all the side-effects on something that was pushed to market. Look at Round Up and Zantac and how long they were on the market and the class action suits. Can you imagine in 2, 5, 10 years all the side-effects that are going to come to light getting this vac pushed to market and the class action suits against the drug manufacturers. Not to mention employers mandating and the class action suits there. When my employer mandates and I am sure they will, I am getting it all in writing and going to let them know my concerns based on my medical condition and what are they going to do for my family when I die from getting the vac beyond my company life insurance I pay for. My husband already said he will sue my company for my death. We already have a class action suit against us in the state of NY. I can see the flood gates opening wide because of Covid.
  • This virus has become just a political chess piece. Big Pharma, big tech and big government all on one side of the board.

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Vaccine Religious Exemption Statement

Much more detail at this site.

  • Dear Boss,
    First, I request a religious exemption.
  • Second, 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.
  • 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.
  • Finally, forced vaccines constitute a form of battery, and the Supreme Court long made clear “no right is more sacred than the right of every individual to the control of their own person, free from all restraint or interference of others.”

Soldiers File Suit Against Vaccine Mandate

  • The suit, filed August 30 in U.S. District Court in Colorado, seeks immediate injunctive relief
  • asking the court for a temporary restraining order preventing the forced injections before a full hearing can be scheduled. They are ultimately seeking a permanent injunction and declaratory judgment against Biden’s Department of Defense.
  • All three injections, manufactured by Pfizer, Moderna and Johnson & Johnson, are based on an all-new technology, never before used in any previous vaccine, and have never been tested for the long-term health effects on the human body.The three shots combined have resulted in an unprecedented number of adverse reactions being reported to the government’s Vaccine Adverse Event Reporting System, including over 13,000 reported deaths, more than double the number of all the other vaccines combined since VAERS was established in 1990.
  • According to the lawsuit, Army Regulation 40-562 is the all-service publication that governs the administration of “Immunizations and Chemoprophylaxis for the prevention of infectious diseases.”AR 40-562 clearly states that documented survivors of an infectious disease have a “presumptive exemption from vaccination due to natural immunity acquired as a result of having survived the infection,” the lawsuit states.
  • Israeli Study Shows Natural Immunity 13x More Effective Than Vaccines At Stopping Delta.
  • We’ve already had tumors and we’ve had 80 cases of myocarditis, which has a significant five-year mortality rate, I think it’s 66 percent… So, with the vaccination program we have ostensibly killed more of our young active-duty people than Covid did.”

United Airlines to Put Unvaccinated Workers With Religious Exemptions on Unpaid Leave

Tyranny American style or should I say United Airlines style.

The time for soft pedaling is over at United Airlines. Not only was it the first major U.S. carrier to mandate jabs for all workers, United is now going a step further and risking possible lawsuits by putting workers with religious exemptions on leave — without a paycheck.

Copied on 2021-09-13 from:
United Airlines to Put Unvaccinated Workers With Religious Exemptions on Unpaid Leave – Skift

Can You Sue Your Employer For Emotional Abuse?

Harassed at Work: Can You Sue for Emotional Abuse? – E & B

  • When you are harassed at work, it can make you dread every shift and put your physical and mental health at risk. But can you do anything to stop it? Can you sue for emotional abuse if harassed at work?

    In this post, I will review the laws that prot ect employees from workplace harassment and emotional abuse. I will summarize the damages available for stress, mental health treatment, and other emotional distress, and how an employment discrimination attorney can help you be compensated for your emotional pain and suffering.

  • Emotional Abuse Can Cause Serious Health Concerns
  • Workplace harassment can include:
  • Unreasonable work demands
  • Intimidation
  • Humiliation
  • Th reats to a person’s job
  • Psychological harassment can seriously harm an employee’s well-being and productivity.
  • Stress and trauma can also cause physical illnesses including ulcers, digestive issues, and sleep disorders.
  • When Emotional Abuse is Illegal
  • What to Do When Workplace Harassment Isn’t Discrimination
  • Damages Available in an Emotional Abuse Lawsuit
  • If you and your employment discrimination attorneys determine you have a valid emotional abuse lawsuit, you may be able to recover a variety of damages and other remedies. On the one hand, you will be entitled to back pay and front pay for any time you were unable to work as a result of the abuse. This can cover leaves of absence under FMLA or short-term disability, as well as constructive firing if you had no choice but to leave your job.
  • You should also keep a record of all actual costs connected to the abuse and any related job loss. You may be able to receive compensation for anything from hospital bills and therapy costs to travel for interviews in replacement jobs or training needed to shift employment.
  • Finally, if you want to keep your job, you may be entitled to injunctive relief. This is where a judge orders your employer to change its ways. An injunction could require a company to create or enforce anti-harassment policies, change hiring, job assignment, and firing practices, or put managers, supervisors, and employees through training. A judge could even require a business to fire the one responsible for the harassment.

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