The following is the letter by attorney Robert Barnes, as an example of a letter which employees may use to present some of the facts to their employers, related to coercing employees into taking experimental “vaccines.”
We have mentioned this letter several times on the Morning Commute Radio show. A listener sent us the link to a Kansas news site, which had posted the letter.
We recommend you click on the hyperlinks within the letter to familiarize yourself with the supplemental information.
Legal letter from Robert Barnes:
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..
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. https://www.osha.gov/coronavirus/faqs#vaccine .
The CDC records reports of the adverse events already reported to date concerning the current
Covid-19 vaccine. (link to https://www.cdc.gov/coronavirus/2019-ncov/vaccines/safety/vaers.html)
[Employee of the Year]