Recent Featured Videos and Articles | Eastern “Orthodoxy” Refuted | How To Avoid Sin | The Antichrist Identified! | What Fake Christians Get Wrong About Ephesians | Why So Many Can't Believe | “Magicians” Prove A Spiritual World Exists | Amazing Evidence For God | News Links |
Vatican II “Catholic” Church Exposed | Steps To Convert | Outside The Church There Is No Salvation | E-Exchanges | The Holy Rosary | Padre Pio | Traditional Catholic Issues And Groups | Help Save Souls: Donate |
The Federal EEOC – Equal Employment Opportunity Commission – Sues Hospital Over Employees Refusing Flu Shots: Alleges Religious Discrimination
activistpost.com
Finally someone has stepped up to the plate and hit a homerun regarding constitutional rights and the current vaccine police state we live in. But, the most interesting aspect about all this is: Who is the actor hitting the homerun? It’s none other than the federal government’s Equal Employment Opportunity Commission, the EEOC. Wow!
What’s the basis for the legal action in federal court in Erie, Pennsylvania? Alleged discrimination of religious rights for the firing of six hospital employees who refused flu vaccine shots!
Ironically, the suit was filed against Saint Vincent Hospital founded by the Sisters of Saint Joseph of Northwestern Pennsylvania who, in my humble opinion, should have known better than discharge their employees. (Source)
Not knowing all the facts in each respective employee’s case, I’d venture to say that the hospital also could be charged with violation of the American with Disabilities Act Amendments Act, depending upon which of the “prongs” in that act was/were involved and can apply. If there were added health issues involved, such as allergies to vaccine toxins that also can impact religious rights violations or being a cancer survivor, or another “prong(s)” per the ADAAA, then the feds have an even more ‘potent’ case against the employer, I believe.
I would encourage all employees being mandated to take flu vaccines against their rights to Informed Consent and depriving them of their philosophical or religious exemptions to take note of this court case and bring it to the attention of your legal team and your employer too.
Below is important information regarding the ADAAA’s “prongs,” which are the defining criteria in employment discrimination and, which I contend, also can be applied to other healthcare/damaging situations since there’s definitive differentiation established in federal law that now can—and should—be applied to persons who suffer with Multiple Chemical Sensitivity (MCS) and/or, especially, Electromagnetic Hypersensitivity (EHS) from exposure to Wi-Fi at work or school, both of which have been defined by the World Health Organization as “valid” health issues.
Sign up for our free e-mail list to see future vaticancatholic.com videos and articles.
Recent Content
^