Joseph
by Agorist died
The Federal Occupational Safety and Health Administration (OSHA) has released a somewhat surprising update to its website, which is not a good deal for companies forcing their employees to take the COVID-19 vaccine. Basically, according to OSHA, companies may be responsible for an employee’s backlash to a vaccine if you ask them to take it.
In a recent update to the Frequently Asked Questions section on the OSHA website, the agency outlines the “Vaccine related” Condition for work injuries. In three parts the liability details.
Can adverse reactions to the COVID-19 vaccine be recorded in the OSHA record keeping?
In general, an adverse reaction to a COVID-19 vaccine is recordable if the reaction is: (1) work-related, (2) a new case, and (3) one or more of the general registration criteria in 29 CFR 1904.7 (for example, Days away from work, restricted work, or moving to another job, and medical treatment after first aid).
If I ask my employees to take the COVID-19 vaccine as a condition of their employment, can adverse reactions to the vaccine be recorded?
If you are Ask To vaccinate your employees as a condition of employment (i.e. for work-related reasons), any adverse reaction to the COVID-19 vaccine is work related. An adverse reaction can be registered if it is a new condition under 29 CFR 1904.6 and meets one or more of the general registration criteria in 29 CFR 1904.7.
In a third point, OSHA explicitly noted that employers who No It requires its employees to be vaccinated, and will not be held responsible by the registration criteria 29 CFR 1904.7. The directive notes that for the employer to be free of liability, the vaccine must be “genuinely voluntary,” which means no negative reports of unvaccinated employees.
I am not asking my staff to get the COVID-19 vaccine. However, I recommend that they receive the vaccine and he may offer it to them or arrange for it to be received off-site. If an employee has an adverse reaction to the vaccine, should I record it?
No. Despite the negative feedback to Recommended It could be the COVID-19 vaccines Recordable Under 29 CFR 1904.4 (a) if the reaction is: (1) work-related, (2) a new case, and (3) meets one or more of the general registration criteria in 29 CFR 1904.7, OSHA exercises enforcement discretion to only require registration bad effects wanted Vaccines at this time. Therefore, you do not need to record the harmful effects of the COVID-19 vaccines We recommend, But does not require.
Note that for this discretion to apply, the vaccine must be truly voluntary. For example, an employee’s choice to accept or reject a vaccine cannot affect his or her performance rating or career advancement. An employee who chooses not to receive the vaccine cannot suffer any repercussions from this choice. If employees are not free to choose whether or not to get the vaccine without fear of countermeasures, then the vaccine is not just a ‘recommended’ and employers should refer to the above frequently asked questions regarding COVID-19 vaccines that are a condition of employment.
Also note that exercising this discretion is only intended to provide clarity to the public regarding OSHA’s expectations regarding recording adverse effects during health emergencies; It does not alter any of the other responsibilities of employers under OSHA’s recordkeeping regulations or any of OSHA’s interpretations of those regulations.
Finally, note that this answer applies to a variety of scenarios where employers recommend, but not request vaccines, including where the employer provides the COVID-19 vaccine to employees at work, and where the employer makes arrangements for employees to receive the vaccine at an off-site location. Location (for example, pharmacy, hospital, local health department, etc.), and where an employer provides the vaccine as part of a voluntary health and wellness program at my workplace. In other words, the way employees might receive a recommended vaccine doesn’t matter for the question.
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This clarification by OSHA is particularly important thanks The National Vaccine Injury Compensation Program (NVICP) that removes any and all liabilities from vaccine manufacturers even if their product kills someone.
You can actually prove that you or your child has been harmed by the vaccine however the vaccine maker is completely protected from liability. Even if you get cash compensation through the NVICP, it’s taxpayers that are at stake, not the vaccine makers.
If companies are to start paying the bill for lawsuits related to COVID-19 vaccine adverse reactions, the implications for vaccine manufacturers could be enormous especially given the sheer volume of adverse events reported to the CDC from the COVID-19 vaccine.
The latest data from the Centers for Disease Control and Prevention (CDC) on the number of infections and deaths reported to the Adverse Event Reporting System (VAERS) after COVID vaccines reveal that more than 192,954 adverse events have been reported. Among those adverse reactions, according to the CDC, 17,190 consist of severe injuries, and 4,434 of them were fatal Nearly 300 deaths, 30,000 adverse events, and 1,000 serious adverse events have since Informed us It down last week.
Source: Free Thought Project
Matt Agorist is an honorably demobilized veteran of the USMC and a former intelligence operator assigned directly by the NSA. This past experience gives him unique insight into the world of government corruption and the American police state. Agorist has been a freelance journalist for over a decade and has appeared in major networks around the world. Agorist is also the general editor for The Free Thought Project. Follow MattAgorist on TwitterAnd the Steemit, And now on Minds.
