Just received notification that instead of adding a healthcare surcharge next year for unvaccinated, they are now mandating all employees get the shot or be terminated. There are approximately 25 to 30% that don't have the shot. It doesn't matter if a person has had COVID. Company doesn't care. the worst part of it, is that since covid most have worked from home and don't need to come into work.
the company is just following federal regulations ( Joe's Orders). I hope no one gets the shot. It that happens then the company will go under. I will be able to get by, but with some pain. I have already had covid and now they want me to get the shot.
The upper management has become so woke, it is sickening. Also doesn't matter that there are multiple companies with federal contracts are not going to follow Joe's mandates.
1) Claim this is a material change to your employment and you wish to negotiate the terms
2) get them to tell you where the FDA "approved" vaccine comniraty can be procured ( it can't be) and aks them to provide the full series of trial data and results, along with public comment to prove this followed the correct approval process at the FDA
3) make them provide, in writing , recognition that legally they cannot compel you to take an experimental treatment
4) make them provide, in writing , recognition that you have a legal right to decline a vaccine on medical and religious bounds and ask them to define what exactly they would require for such an exception to be granted
5) ask them to accept, in writing, all liability for any injury or death that may result from you taking the vaccine, since it is a new requirement they are imposing
6) Ask them if they are taking responsibility for your health in this area if they will take responsibility in all areas - including informing you when co-workers have STDS and paying the full cost of any medical procedure you may need
7) ask them what Doctor they have on staff that they have assumed the right to practice medicine and prescribe medication for you.
8) ask them to provide, in writing , that they understand that no OSHA rules have been issued, and that according to case precedent the Federal government has no police power to issue a vaccine mandate ( that is a State power) and therefore any Presidential Executive order is illegal
9) ask that if they will not agree to the foregoing terms that they provide, in writing , the reasons your dismissal
Do not, refuse to take the vaccine out right. This sets up an insubordination defense for them.
Do not quit. Make them fire you.
Require written confirmation and the reason for your being fired or dismissed.
Make them follow their own rules.. larger companies often require an "improvement plan" with quarterly checkups. You forgot to go to the appointment. Your car broke down. Feign epic levels of incompetence. Make them document it
then sue them when they finally fire you for wrongful termination - discrimination for a medical condition under the ADA , and violation of your right to refuse experimental proceedures
With that documentation it will be a lot easier to nail them to the wall - or at least think twice about actually firing you.
