Barnes loves him some cigars. And lawsuits.
..."Here’s where many issues and various laws come into play. Even if your state does not prohibit mandatory vaccinations, that doesn’t mean that an employee won’t file a lawsuit against you for requiring one. An employee in a New Mexico county detention center already filed a lawsuit to challenge a county directive requiring first responders to get the vaccine in order to continue their employment. The employee claims that the directive is unlawful because it conflicts with the federal law regarding drugs approved by the FDA only under Emergency Use Authorization — a law which provides that individuals must be given the option to refuse “administration of the product.” There is also a potential for being liable if an employee develops an illness due to the receipt of the vaccine you required the employee to get. And if you require employees to get vaccinated, you might have to pay for: (1) transportation costs and/or mileage associated with your employees getting vaccinated, depending on your state’s laws; (2) the time it takes for an employee to get the vaccine — under the Fair Labor Standards Act and possibly under your state’s laws; and (3) missed work due to any side effects from receipt of the vaccine. Such an illness could be considered a compensable injury under workers’ compensation laws." [https://www.natlawreview.com/article/getting-to-point-issues-related-to-mandatory-vaccine-policies]...
The local hospital chains are betting that the Vax(es) will be fully approved by the time their requirement-of-vax is effective.
They're also betting that there will be no short- nor long-term effects for which they can be sued.
We'll see.
They are betting against Lawsuits they will richly deserve...
ReplyDeletehttps://www.thecatholicmonitor.com/2021/08/national-law-review-on-vaxx-employer.html
Barnes loves him some cigars. And lawsuits.
..."Here’s where many issues and various laws come into play. Even if your state does not prohibit mandatory vaccinations, that doesn’t mean that an employee won’t file a lawsuit against you for requiring one. An employee in a New Mexico county detention center already filed a lawsuit to challenge a county directive requiring first responders to get the vaccine in order to continue their employment. The employee claims that the directive is unlawful because it conflicts with the federal law regarding drugs approved by the FDA only under Emergency Use Authorization — a law which provides that individuals must be given the option to refuse “administration of the product.” There is also a potential for being liable if an employee develops an illness due to the receipt of the vaccine you required the employee to get. And if you require employees to get vaccinated, you might have to pay for: (1) transportation costs and/or mileage associated with your employees getting vaccinated, depending on your state’s laws; (2) the time it takes for an employee to get the vaccine — under the Fair Labor Standards Act and possibly under your state’s laws; and (3) missed work due to any side effects from receipt of the vaccine. Such an illness could be considered a compensable injury under workers’ compensation laws." [https://www.natlawreview.com/article/getting-to-point-issues-related-to-mandatory-vaccine-policies]...
The local hospital chains are betting that the Vax(es) will be fully approved by the time their requirement-of-vax is effective.
They're also betting that there will be no short- nor long-term effects for which they can be sued.
We'll see.