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Message
re: USSC OSHA Ruling Watch: Day 3
Posted on 1/10/22 at 5:28 pm to Indefatigable
Posted on 1/10/22 at 5:28 pm to Indefatigable
What is unfortunate now is that SCOTUS’ delay is allowing the mandate to accomplish its true purpose….pressuring companies to enact the mandatory vaccine/testing policies before the courts slap the mandate down.
Some companies will remove them if the courts end the OSHA mandate, but I’m willing to bet many dont. That’s what the administration wanted.
Some companies will remove them if the courts end the OSHA mandate, but I’m willing to bet many dont. That’s what the administration wanted.
2
Posted on 1/10/22 at 6:03 pm to Indefatigable
The compromised court
Posted on 1/10/22 at 6:35 pm to BayouBengalRubicon
quote:
Legally , you do not have to request an RE, it's your right to invoke. Them asking those questions, displays how subjective sincerity is, and the HR "Gods" do not get to decide this sincerity. I can lawyer up and sue - but if the SCOTUS doesn't go my way, I don't have much of a case, and it's not going to be cheap to go after a massive corporation. However, I may need to make a point, as the VP of HR condescending my beliefs and refusing my RE is blatant discrimination.
The majority of the meds they pick nd choose were developed before the abortion legalization in 1973 and were tested after the fact on fetal cells, not in their development.
Posted on 1/10/22 at 7:16 pm to Indefatigable
quote:
What is unfortunate now is that SCOTUS’ delay is allowing the mandate to accomplish its true purpose….pressuring companies to enact the mandatory vaccine/testing policies before the courts slap the mandate down.
Some companies will remove them if the courts end the OSHA mandate, but I’m willing to bet many dont. That’s what the administration wanted.
This is the infuriating part. Their delay has put companies into a position of having to start the ball rolling if they hadn’t already. Some of the things companies are doing to comply can be undone but some can’t.
Build a company roster of vaxxed versus unvaxxed. Once you’ve been required to tell your employer your vax status, you can’t UN-tell them.
Companies are now deciding if they have the staff and resources to keep track of weekly testing for unvaxxed employees. Do they assign that role to existing staff? Hire new staff just for this purpose? Hire a 3rd party service to track it? If they assign more duties to existing staff, do they give them a raise for that? If not, they’ll likely quit in this job market. Do they post a new HR position opening? Hard to find anyone in this job market again, but if they do hire someone, do they then lay them off if the mandate gets stayed or struck down? If they hire a 3rd party service, is there a clause in the contract to allow them to cancel if the mandate gets stayed or struck down?
If they decide they cannot or will not track weekly testing, they’ve got to let employees know ASAP their choice is to get vaxxed or be out of a job. If employees quit given that ultimatum, or the company fires them, does the company call them back in a few days and say “JK never mind! Supreme Court stayed the mandate so will you come back for an undetermined amount of time? You already know we aren’t going to allow the masking/testing, so would you like to gamble that the SC will turn the stay into a complete overturning of the mandate?”
The harm is already done once this starts rolling and the SC knows that.
Posted on 1/10/22 at 7:45 pm to Bayou
quote:
I'm so against it but we get our insurance through my wife (no pics) and they will cut me unless fully vaxed or weekly testing. Weekly testing is costly and a major PIA to get done...so we vaxed for convenience sake. Second shot sheduled for 3 weeks later.
I feel like my soul was ripped out of my chest for going through with it.
Not to mention severe headaches and fever for three days following.
Space out your shots to 5 weeks or later if you can. See the Peter Attia Podcast I posted a couple of days ago. Three doctors together, first time they've seen a 3 week timeframe. It was hinted to space it out further as the 3 week timeframe was probably from trials, and that going longer isn't a huge deal.
Posted on 1/10/22 at 8:00 pm to Herooftheday
quote:
They seem to think your wife worships the pope and that he alone interprets, therefore, writes the bible.
Just last week Dim’s were against dictators
Posted on 1/10/22 at 8:21 pm to BayouBengalRubicon
*An employer CAN question the employee’s belief to find out if they are SINCERE, meaning they’re not merely using religion as a basis for their request just to avoid the COVID shots. The employer can ask WHAT they believe, WHY they believe it, HOW it affects their life decisions and their decision regarding the COVID shots. An employer CANNOT question the validity or correctness of religious beliefs. The employer CANNOT ask why the employee is interpreting a Scripture in a particular way, or why the employee objects to the COVID shot when others in their church or religious order either have no position or even support the shots.
https://lc.org/exempt
https://lc.org/exempt
Posted on 1/10/22 at 9:31 pm to Indefatigable
quote:
Your company is not a federal contractor is it? If it is, SCOTUS's OSHA ruling may not really be a win for you if the federal contractor mandate is still effective.
Yes it is, but the HR rep that I last spoke with claimed they're closely monitoring the SCOTUS and will have no choice but to through the mandate out if it's found unconstitutional.
Posted on 1/10/22 at 9:32 pm to thejudge
quote:
The majority of the meds they pick nd choose were developed before the abortion legalization in 1973 and were tested after the fact on fetal cells, not in their development.
This is some good information that needs to be put out there for others that are after an RE!
Posted on 1/10/22 at 9:37 pm to Herooftheday
quote:
*An employer CAN question the employee’s belief to find out if they are SINCERE, meaning they’re not merely using religion as a basis for their request just to avoid the COVID shots. The employer can ask WHAT they believe, WHY they believe it, HOW it affects their life decisions and their decision regarding the COVID shots. An employer CANNOT question the validity or correctness of religious beliefs. The employer CANNOT ask why the employee is interpreting a Scripture in a particular way, or why the employee objects to the COVID shot when others in their church or religious order either have no position or even support the shots.
LINK
Good information, I read a lot conflicting information on this. We need to make an RE thread and archive all this for others.
Posted on 1/10/22 at 9:39 pm to BayouBengalRubicon
I love how they are making the rounds with the CDC saying th vaccine doesn't atop transmission after the SC heard the arguments friday.
Posted on 1/10/22 at 10:38 pm to thejudge
Posted on 1/11/22 at 12:35 am to Oates Mustache
quote:
more of the fact that most companies had to implement an enact plans today
They didn’t have to do shite, they chose to do it, just like they chose not to fight any of this, like the good little communist they are
Posted on 1/11/22 at 6:53 am to Hurricane Mike
The supreme court knows how big of a ruling this is and they are sand bagging. The US is completely fricked with the current government.
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