Fighting Mandatory Vaccines

Last updated January 27, 2021

The Equal Employment Opportunity Commission released guidance on its new policy permitting mandatory vaccines by employers[1]. It left open two exceptions to the rule: disabilities and religious beliefs. Americans are continually seeing the extremely harmful effects of the experimental vaccines. Further, both the World Health Organization and Dr. Anthony Fauci, the most celebrated physician on COVID in the USA, have both acknowledged that there’s no proof that the Pfizer and Moderna vaccines prevent infection or transmission of COVID [2][3].

The good news for American workers is that the EEOC is not a legislative body and has no power to make laws. It is an administrative agency of government that can be and has been challenged in the courts. The most infamous case against the EEOC was in the 1980s. The EEOC accused Sears, Roebuck & Co. of discrimination against female workers. It argued that Sears was systematically passing women up for high-paying commission and management positions in favor of men. A federal judge in Illinois ruled against the EEOC because it failed to produce any witnesses of the alleged discrimination. It also failed to identify a Sears policy that discriminated against women[4].

Each case of Americans refusing mandatory vaccines in the workplace and/or public accommodations is unique and specific to the situation and locale. But the foundation thereof is clear from federal precedent.

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