Posted on 09/10/2021 2:14:04 PM PDT by taxcontrol
Question / thought exercise for the Freeper community:
Assume that the DOL mandate for vaccine applies to your organization. Also assume that an employee has a medical condition that is documented and contra indicates getting any of the current EUA vaccines or even the approved vaccine.
If there is a work requirement to get the vaccine, and the employee is unable to get the vaccine, would that be a disability? Could the employee "go out" on either short term or long term disability? The employee pays for the disability insurance.
Thoughts?
Just say no to all this B.S.
Apply for disability and go on welfare. Sue if necessary. On the way out make sure to do as much ‘legal’ damage as possible. Change passwords. Delete files you’re not required to keep. Delete any work you’ve done on projects. Make any company that enforces this pay. Screw ‘em. Companies will stab you in the back in a heartbeat. There is ZERO reason to treat them with any respect.
1. You listen politely to the OSHA rep..
2. You explain the situation and why you will not require this person to comply
3. If the OSHA rep sites and fines you anyway, you go to court...
Why, if OSHA is putting themselves out there as beyond the intelligence of the medical community, then they are practicing medicine without a license. If they say you have to do it regardless of the medical consequences, then they are admitting that this is not a medical emergency but rather a destruction of liberty.
Either way you should win - and it will probably destroy your business in the process.
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