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Joined: 27 Jan 2022
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    Posted: 27 Jan 2022 at 8:15am

https://www.youtube.com/watch?v=lepqvdXoA2E Sentator Ron Johnson vaccine injuries

All one has to do is ask their employer to cite a law that says they must take 
the shot. The employer will cite either a policy or a mandate. That's them
 committing a crime of fraud. And all you need to do is contract a lawyer and
 file the papers. You will win the case because you asked them to cite a law 
and they cited a policy or a mandate and not a law as you requested and they 
have to obey. And the best part is the word covid doesn't even need to be

Pfizer is approved, under the name Comirnaty although there are more vials of the EUA left and they have said they can be used interchangeably. So if you are going to get the vaccine and care if it's approved or not ask to see the vial.

EUA products are experimental under U.S. law. Both the Nuremberg Code and federal regulations provide that no one can force a human being to participate in this experiment. Under 21 U.S. Code Sec.360bbb-3(e)(1)(A)(ii)(III), “authorization for medical products for use in emergencies,” it is unlawful to deny someone a job or an education because they refuse to be an experimental subject. Instead, potential recipients have an absolute right to refuse EUA vaccines.

EUA-approved COVID vaccines have an extraordinary liability shield under the 2005 Public Readiness and Preparedness Act. Under the PREP Act, companies like Pfizer and Moderna have total immunity from liability if something unintentionally goes wrong with their vaccines.\

My employer has mandated a vaccine, but I don’t want to get one – what do I do?
With a few exceptions, employers have a right to require a COVID-19 vaccination. If the reason you don’t want to get vaccinated arises out of a sincerely held religious conviction or a disability, you can request a reasonable accommodation from your employer. Recognize that your employer may need documentation supporting your request for an exception to their vaccination policy. Accommodations might include (among others) a continuation of work from home, specific masking requirements, schedule changes and changes to the work setting. The obligation to accommodate a disabilty or sincerely held religious conviction is limited to those measures which would not require a significant difficulty or expense in relation to the size of the employer, the resources available and the nature of the business.

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