TRUE GLP EFFECT: This Is How You Fight These Fuckers....COVID Vaccine Legal letter from Robert Barnes

Thank you.


I will pass it on.

COVID Vaccine Legal letter from Robert Barnes
Legal letter from Robert Barnes:

Dear Boss,

Compelling any employee to take any current Covid-19 vaccine violates federal and state law.

First, federal law prohibits any mandate of the Covid-19 vaccines as unlicensed, emergency-use-authorization-only vaccines. Subsection bbb-3(e)(1)(A)(ii)(III) of section 360 of Title 21 of the United States Code, otherwise known as the Emergency Use Authorization section of the Federal Food, Drug, and Cosmetic Act, demands that everyone give employees the “option to accept or refuse administration” of the Covid-19 vaccine. This right to refuse emergency, experimental vaccines, such as the Covid-19 vaccine, implements the internationally agreed legal requirement of Informed Consent established in the Nuremberg Code of 1947. ( [link to www.cirp.org] ). As the Nuremberg Code established, every person must “be able to exercise free power of choice, without the intervention of any element of force, fraud, deceit, duress, overreaching, or other ulterior form of constraint or coercion; and should have sufficient knowledge and comprehension of the elements of the subject matter involved as to enable him to make an understanding and enlightened decision” for any medical experimental drug, as the Covid-19 vaccine currently is. The Nuremberg Code prohibited even the military from requiring such experimental vaccines. (Doe #1 v. Rumsfeld, 297 F.Supp.2d 119 (D.D.C. 2003).

Secondly, demanding employees divulge their personal medical information invades their protected right to privacy, and discriminates against them based on their perceived medical status, in contravention of the Americans with Disabilities Act. (42 USC §12112(a).)

Third, conditioning continued employment upon participating in a medical experiment and demanding disclosure of private, personal medical information, may also create employer liability under other federal and state laws, including HIPAA, FMLA, and applicable state tort law principles, including torts prohibiting and proscribing invasions of privacy and battery. Indeed, any employer mandating a vaccine is liable to their employee for any adverse event suffered by that employee. ( [link to www.osha.gov (secure)] ). The CDC records reports of the adverse events already reported to date concerning the current Covid-19 vaccine.( [link to www.cdc.gov (secure)] )

With Regards,

Employee of the Year

sadly they are going to approve it without animal testing, it will be approved soon

Yeah. This is a heartwarming tale regarding the letter. It is the right thing to do. It is the courageous, noble thing to do.

But the vaccines are inevitable. Biblical.

There is no stopping what is happening.

They will "approve" the vaxxes soon. They will be required for everything by September.

Currently no court would choose to even take a case regarding the base of the challenge . That is their new way of telling us to get stuffed and laws be damned .

sadly they are going to approve it without animal testing, it will be approved soon

Yeah. This is a heartwarming tale regarding the letter. It is the right thing to do. It is the courageous, noble thing to do.

But the vaccines are inevitable. Biblical.

There is no stopping what is happening.

They will "approve" the vaxxes soon. They will be required for everything by September.

Legal letter from Robert Barnes:

Dear Boss,

Compelling any employee to take any current Covid-19 vaccine violates federal and state law.

First, federal law prohibits any mandate of the Covid-19 vaccines as unlicensed, emergency-use-authorization-only vaccines. Subsection bbb-3(e)(1)(A)(ii)(III) of section 360 of Title 21 of the United States Code, otherwise known as the Emergency Use Authorization section of the Federal Food, Drug, and Cosmetic Act, demands that everyone give employees the “option to accept or refuse administration” of the Covid-19 vaccine. This right to refuse emergency, experimental vaccines, such as the Covid-19 vaccine, implements the internationally agreed legal requirement of Informed Consent established in the Nuremberg Code of 1947. ( [link to www.cirp.org] ). As the Nuremberg Code established, every person must “be able to exercise free power of choice, without the intervention of any element of force, fraud, deceit, duress, overreaching, or other ulterior form of constraint or coercion; and should have sufficient knowledge and comprehension of the elements of the subject matter involved as to enable him to make an understanding and enlightened decision” for any medical experimental drug, as the Covid-19 vaccine currently is. The Nuremberg Code prohibited even the military from requiring such experimental vaccines. (Doe #1 v. Rumsfeld, 297 F.Supp.2d 119 (D.D.C. 2003).

Secondly, demanding employees divulge their personal medical information invades their protected right to privacy, and discriminates against them based on their perceived medical status, in contravention of the Americans with Disabilities Act. (42 USC §12112(a).)

Third, conditioning continued employment upon participating in a medical experiment and demanding disclosure of private, personal medical information, may also create employer liability under other federal and state laws, including HIPAA, FMLA, and applicable state tort law principles, including torts prohibiting and proscribing invasions of privacy and battery. Indeed, any employer mandating a vaccine is liable to their employee for any adverse event suffered by that employee. ( [link to www.osha.gov (secure)] ). The CDC records reports of the adverse events already reported to date concerning the current Covid-19 vaccine.( [link to www.cdc.gov (secure)] )

With Regards,

Employee of the Year

Here is the link to the post where we asked Robert Barnes for the letter!!!

I suppose this letter should be used as a last-ditch effort but, it is a potential tool if needed...

Thread: World Economic Forum Urges Companies To Fire Unvaccinated Employees As Part of ‘Jobs Reset,’ Deletes Tweet After Backlash

Legal letter from Robert Barnes:

Dear Boss,

Compelling any employee to take any current Covid-19 vaccine violates federal and state law.

First, federal law prohibits any mandate of the Covid-19 vaccines as unlicensed, emergency-use-authorization-only vaccines. Subsection bbb-3(e)(1)(A)(ii)(III) of section 360 of Title 21 of the United States Code, otherwise known as the Emergency Use Authorization section of the Federal Food, Drug, and Cosmetic Act, demands that everyone give employees the “option to accept or refuse administration” of the Covid-19 vaccine. This right to refuse emergency, experimental vaccines, such as the Covid-19 vaccine, implements the internationally agreed legal requirement of Informed Consent established in the Nuremberg Code of 1947. ( [link to www.cirp.org] ). As the Nuremberg Code established, every person must “be able to exercise free power of choice, without the intervention of any element of force, fraud, deceit, duress, overreaching, or other ulterior form of constraint or coercion; and should have sufficient knowledge and comprehension of the elements of the subject matter involved as to enable him to make an understanding and enlightened decision” for any medical experimental drug, as the Covid-19 vaccine currently is. The Nuremberg Code prohibited even the military from requiring such experimental vaccines. (Doe #1 v. Rumsfeld, 297 F.Supp.2d 119 (D.D.C. 2003).

Secondly, demanding employees divulge their personal medical information invades their protected right to privacy, and discriminates against them based on their perceived medical status, in contravention of the Americans with Disabilities Act. (42 USC §12112(a).)

Third, conditioning continued employment upon participating in a medical experiment and demanding disclosure of private, personal medical information, may also create employer liability under other federal and state laws, including HIPAA, FMLA, and applicable state tort law principles, including torts prohibiting and proscribing invasions of privacy and battery. Indeed, any employer mandating a vaccine is liable to their employee for any adverse event suffered by that employee. ( [link to www.osha.gov (secure)] ). The CDC records reports of the adverse events already reported to date concerning the current Covid-19 vaccine.( [link to www.cdc.gov (secure)] )

With Regards,

Employee of the Year

Did you see this part on the OSHA website, bro?
This is from your link in the "letter": [link to www.osha.gov (secure)]

Are adverse reactions to the COVID-19 vaccine recordable on the OSHA recordkeeping log?
DOL and OSHA, as well as other federal agencies, are working diligently to encourage COVID-19 vaccinations. OSHA does not wish to have any appearance of discouraging workers from receiving COVID-19 vaccination, and also does not wish to disincentivize employers’ vaccination efforts. As a result, OSHA will not enforce 29 CFR 1904’s recording requirements to require any employers to record worker side effects from COVID-19 vaccination through May 2022. We will reevaluate the agency’s position at that time to determine the best course of action moving forward.

Looks like the corruption is seeping into OSHA, and I'm surprised that the so-called "Robert Barnes" did not come across that statement.

It may be more prudent of you to, instead of linking to the OSHA webpage, [link to www.osha.gov (secure)] to link to the National Law Review article titled "OSHA Releases Guidance for Employers Considering Vaccine Requirements". The link to the article is at:
[link to www.natlawreview.com (secure)]

If you were an enterprising individual that likes to have a paper copy of that article for reference (perhaps as something you include with the letter if you print out the letter) - because the corrupt like to hide things to keep their scam going - there is a handy link next to the article that will allow you to save it as a PDF.

Lastly, you may have the opportunity to work into that letter a mention of religious exemption where you can quote United States Federal Labor and Employment Law, Title VII of the Civil Rights Act of 1964, Title VII 29 CFR Part 1605.

Thanks for sharing this. This is great for all of those with places of employment requiring the “vax”.

Thank you

Currently no court would choose to even take a case regarding the base of the challenge . That is their new way of telling us to get stuffed and laws be damned .