Yeah?

Do you know every mechanism of this vaccine? - Not just the known tested mechanisms, but do you know the unknown ones too? (rhetorical, clearly)


I know some people who are "immune system skeptic" (which more often than not often correlate with lack of education).

For me, they can be as "skeptic" as they want to, as long as they do not hurt someone else with some new vaccine. Unfortunately, they are also likely to end up taking hospital bed from somebody who needs it if they have a bad reaction to the vaccine, so their skepticism is hurting others as well.

See how that works?

For various obvious reasons i don't trust our current gov't.

My answer to the question is NO.

I knew/dated a Jewish woman who was the Principal of a Catholic school in upstate NY. She was not practicing and did fear them finding out.

Some here may not know this, but...
 

Bodies are exposed to potentially harmful viruses, pathogens, bacteria.. every day.

The VAST majority of people who get this China variant Virus survive it just fine.

These people IN NO WAY need a vaccine to survive and thrive.

Yet there are those whom insist that OTHERS should be told that they are stupid if they do not get this vaccine.

I get it; they want everyone else to take risk that might benefit them.

I'm not in agreement with this but here is the deal:

EEOC allows employers to require vaccinations. There are religious and medical exemptions. But the employer is allowed to change the job of the person if they refuse the vaccine.

1901 Supreme court ruling allows local governments to require vaccinations.

https://www.cnet.com/health/your-employer-can-require-you-get-a-covid-19-vaccine-heres-what-to-know/

As long as the work is "at will" that all works out ok. - essentially, the person is choosing to get paid to be the lab rat.

Of course not. Certain jobs may require vaccination but thats another question.

It's not necessary to enforce the vaccine. People smart enough to take it will take it, if that number is at least 75% of the population, we get herd immunity.

Wow. Once again we have the promulgated fallacy that if you don't get the vaccine you are stupid.

-- Pay no attention to actual facts of who is at risk, for that would be stupid. :rolleyes:

http://forums.pelicanparts.com/uploa...1614616224.jpg

http://forums.pelicanparts.com/uploa...1614616224.jpg

http://forums.pelicanparts.com/uploa...1614616224.jpg

..and knowing that those masks protect as well as using a nylon sock as a condom stops chance of pregnancy. .

But we don't complain about smokers and alcohol drinkers who will take up hospital space and burn medicare funds for their lung cancer or sclerosis of the liver.

I am not an anti-vaxxer. I am a libertarian who doesn't want to be coerced to do something for "my own good" by virtue signaling people jumping on the politically correct cause of the day.
(no reflection on anyone posting in this thread)

Should a business be allowed to ban smoking by employees or customers? Steel toe shoes, hearing and eye protection in a factory? Or a respirator in a contained space?

Apples and oranges....

And people are smart enough to not eat junk food to the point of being obese?
Smart enough to not drink alcohol to point of destroying their liver?
Why aren't we passing laws for their own good?

Lawful business decisions.

The few libertarians that I know always talk about personal decisions and personal consequences because of those decisions. If you make the decision to not be vaccinated the consequence may be that there will be jobs you don't qualify for. Or, possibly, venues in the future that you may not be able to attend if the business decides to make it a requirement. No shirt, no shoes, no vaccine, no service.

This is a point I hadn't thought of. Could be a possibility.

What if this restaurant that the woman worked at had a large percentage of customers over the age of 65?
The restaurateur would most likely prefer that his customers do not die off.
Close contact with people, handling their food and dirty dishes, cutlery and glasses might make one more likely to pick up and pass on an illness. Not just covid, the flu killed over 30,000 people in the US in 2019.
Covid has killed over half a million in the US over the last year. Green font on... I guess that isn't really a problem for some people.

Not one single person has been forced to get a vaccine in the US by business or government.

The 10000 word guideline reads like a legal minefield.

Hire more lawyers. Don't run afoul of one of the myriad employment laws when employers are turned into healthcare practitioners.
Good luck.

The ADA requires employers to keep any employee medical information obtained in the course of the vaccination program confidential.

https://www.eeoc.gov/wysk/what-you-should-know-about-covid-19-and-ada-rehabilitation-act-and-other-eeo-laws

What You Should Know About COVID-19 and the ADA, the Rehabilitation Act, and Other EEO Laws

Technical Assistance Questions and Answers - Updated on Dec. 16, 2020
INTRODUCTION

All EEOC materials related to COVID-19 are collected at www.eeoc.gov/coronavirus.
The EEOC enforces workplace anti-discrimination laws, including the Americans with Disabilities Act (ADA) and the Rehabilitation Act (which include the requirement for reasonable accommodation and non-discrimination based on disability, and rules about employer medical examinations and inquiries), Title VII of the Civil Rights Act (which prohibits discrimination based on race, color, national origin, religion, and sex, i...
ese sources may guide employers when choosing questions to ask employees to determine whether they would pose a direct threat to health in the workplace. For example, additional symptoms beyond fever or cough may include new loss of smell or taste as well as gastrointestinal problems, such as nausea, diarrhea, and vomiting.

A.3. When may an ADA-covered employer take the body temperature of employees during the COVID-19 pandemic? (3/17/20)

Generally, measuring an employee's body temperature is a medical examination. Because the CDC and state/local health authorities have acknowledged community spread of COVID-19 and issued attendant precautions, employers may measure employees' body temperature. However, employers should be aware that some people with COVID-19 do not have a fever.

A.4. Does the ADA allow employers to require employees to stay home if they have symptoms of the COVID-19? (3/17/20)

Yes. The CDC states that employees who become ill with symptoms of COVID-19 should leave the workp...quickly they will process requests and provide reasonable accommodations. What happens if circumstances created by the pandemic prevent an agency from meeting this timeline? (9/8/20; adapted from 3/27/20 Webinar Question 19)

Situations created by the current COVID-19 crisis may constitute an “extenuating circumstance”—something beyon...e ADA, and the May 29, 2020 CDC guidance that emphasizes the importance of employers providing accommodations or flexibilities to employees who, due to age or certain medical conditions, are at higher risk for severe illness.

Regardless of the approach, however, employers should ensure that whoever receives inquiries knows how to handle them consistent with the different federal employment nondiscrimination laws that may apply, for instance, with respect to accommodations due to a medical condition, a religious belief, or pregnancy.

B.3. May an employer disclose the name of an employee to a public health agency when it learns that the employee has COVID-19? (4/9/20)

Yes.

G.7. What should an employer do if an employee entering the worksite requests an alternative method of screening due to a medical condition? (6/11/20)

This is a request for reasonable accommodation, and an employer should proceed as it would for any other request for accommodation under the ADA or the Rehabilitation Act. If the requested change is easy to provide and inexpensive, the employer might voluntarily choose to make it available to anyone who asks, without going through an interactive ... group. Do employees age 65 and over have protections under the federal employment discrimination laws? (6/11/20)

The Age Discrimination in Employment Act (ADEA) prohibits employment discrimination against individuals age 40 and older. The ADEA would prohibit a covered employer from involuntarily excluding an individual from the workplace based on his or her being 65 or older, even if the employer acted for benevolent reasons such as protecting the employee due to higher risk of severe illness from COVID-19.

Unlike the ADA, the ADEA does not include a right to reasonable accommodation for older workers due to age. However, employers are free to provide flexibility to workers age 65 and older; the ADEA does not prohibit this, even if it results in younger workers ages 40-64 being treated less favorably based on age in comparison.

Workers age 65 and older also may have medical conditions that bring them under the protection of the ADA as individuals with disabilities. As such, they may request reasonable accommodation for thei...bject to the pertinent ADA standard that they be “job-related and consistent with business necessity.” If an employer requires employees to provide proof that they have received a COVID-19 vaccination from a pharmacy or their...
bligation to:

[E]nsure that recipients of the vaccine under an EUA are informed, to the extent practicable under the applicable circumstances, that FDA has authorized the emergency use of the vaccine, of the known and potential benefits and risks, the extent to which such benefits and risks are unknown, that they have the option to accept or refuse the vaccine, and of any available alternatives to the product.

The FDA says that this information is typically conveyed in a patient fact sheet that is provided at the time of the vaccine administration and that it posts the fact sheets on its website. More information about EUA vaccines is available on the FDA’s EUA page.

K.5. If an employer requires vaccinations when they are available, how should it respond to an employee who indicates that he or she is unable to receive a COVID-19 vaccination because of a disability? (12/16/20)

The ADA allows an employer to have a qualification standard that includes “a requirement that an individual shall not pose a direct threat to the health or safety of individuals in the workplace.” However, if a safety-based qualification standard, such as a vaccination requirement, screens out or tends to screen out an individual with a disability, the employer must show that an unvaccinated employee would pose a direct threat due to a “significant risk of substantial harm to the health or safety of the individual or others that cannot be eliminated or reduced by reasonable accommodation.” 29 C.F.R. 1630.2(r). Employers should conduct an individualized assessment of four factors in determining whether a direct threat exists: the duration of the risk; the nature and severity of the potential harm; the likelihood that the potential harm will occur; and the imminence of the potential harm. A conclusion that there is a direct threat would include a determination that an unvaccinated individual will expose others to the virus at the worksite. If an employer determines that an individual who cannot be vaccinated ...

29 C.F.R. § 1635.3(c). If the pre-vaccination questions do not include any questions about genetic information (including family medical history), then asking them does not implicate GINA. However, if the pre-vaccination questions do include questions about genetic information, then employers who want to ensure that employees have been vaccinated may want to request proof of vaccination instead of administering the vaccine themselves. ...

D.2. If an employee has a preexisting mental illness or disorder that has been exacerbated by the COVID-19 pandemic, may he now be entitled to a reasonable accommodation (absent undue hardship)? (4/9/20)

Although many people feel significant stress due to the COVID-19 pandemic, employees with certain preexisting mental health conditions, for example, anxiety disorder, obsessive-compulsive disorder, or post-traumatic stress disorder, may have more difficulty handling the disruption to daily life that has accompanied the COVID-19 pandemic.

As with any accommodation request, employers may: ask questions to determine whether the condition is a disability; discuss with the employee how the requested accommodation would assist him and enable him to keep working; explore alternative accommodations that may effectively meet his needs; and request medical documentation if needed.
... the employer receives in response to its request for proof of vaccination will be considered inadvertent and therefore not unlawful under GINA. See 29 CFR 1635.8(b)(1)(i) for model language that can be used for this warning.

Remember, stress can be a disability.

People seem to forget that vaccines protect the vaccinated. Masks are to protect others.