Employee Opt-Out Letter
_______________________________________________________ The following has been drafted in South Carolina as an employee response to employers requiring testing/vaccinations. Some text is SC specificâplease check your states stance on forced testing/vaccinations through employers. This was not drafted by a lawyer. The intention of the letter is to make employers aware that civil action and damages may be a result if they choose to terminate employees who will not to accept COVID testing/vaccines. _______________________________________________________ Law and Precedence Support for Individual Rights Against Federal Commandeering of State and Corporate Actors to Deliver Medical Advice and Force Vaccinations
I, ________________________, hereby exercise my right to religious freedom, and decide to opt-out of forced COVID testing and/or vaccinations as unlawfully declared from President Joe Biden and OSHA. As ALL COVID inoculations require a person to allow insertion of extraneous genetic material (read: RNA) not of the host bodyâs own making, I assert my right to choose and keep my body free from being structurally altered into something other than what genetic material was present at my birth.
The rules published by OSHA on November 5th, 2021, have been stayed by the 5thCircuit Court of Appealsâthe courts reasoning was that âOSHA is limited by law in addressing workplace hazards, as COVID Â exists everywhere.â As of this day, 30 lawsuits filed nationwide over the OSHA rules have now been brought together in a single case in the 6th U.S. Circuit Court of Appeals.
President Joe Biden is of the Executive Branch of our republic, and no laws have been made by the Legislative Branch to establish code law regarding implementation of a governance by intimidation to employers and employees alike to act in accordance with a plan of action that has no defined:
⢠time limits on when the suggested âemergencyâ of COVID may end ⢠costs/damages employees may/will incur for either accepting/opting-out of a questionable procedure
It is a policy of prejudiceâimpacting employees of large entities disparately as workers of smaller employers are not being threatened by termination to accept (which conflicts with OSHAâs initial ETS January 21st statement that decided workers should not have to bear any costs, but changed decision on November 5th)âa program that abuses a federal process to seize state operational dominion, and is a clear step towards commandeering state and corporate actors against the Supreme Court Anti-Domineering Doctrine.
According to President Bidenâs Executive Order issued on January 21, 2121, for a mandate and the subsequent OSHA Â âSubpart UâCOVID-19 Healthcare ETSâ (page 3), Â addresses:
⢠Vaccination: Provide reasonable time and paid leave for vaccinations and vaccine side effects ⢠Requirements must be implemented at no cost to employees
And the CDC updated their 2019 COVID Overview in July 2021 to state: âThese post-COVID conditions may also be known as long COVID, long-haul COVID, post-acute COVID-19, long-term effects of COVID, or chronic COVID. CDC and experts around the world are working to learn more about short- and long-term health effects associated with COVID-19, who gets them, and why. â
The use of vaccinations for yearly influenza may be commonplace, but the determination of governmental parties and agenciesâwhich are not and have never been primary care medical professionalsâto use force against individuals to yield to a series of shots that have not yet been verified to be safe and without side effects is unconscionable.
OSHA outright acknowledges there ARE side-effects of vaccines The CDC admits they are still LEARNING about health effects of COVID.
Until there is a vaccine that has been proven over many years and testing to be effective and safe, without containing genetic material that has potentiality for permanent bodily damage, I will continue to take measures to follow OSHAâs pre-established standards (as South Carolina Governor Henry McMaster has encouraged per his statement released September 10, 2021) and act in accordance with my employers workplace manual, faithfully maintaining a safe work environment.
As of today, I, _____________________________, have no intention of joining any Class Action lawsuit that may be brought against employers who supplant physicians and force vaccines upon their loyal employees. However, I reserve the right to decide otherwise if my employer seeks my termination for not complying with an unlawful and harmful policy that is without legal merit.
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