ForeverZer0 · November 7, 2021 22:48
diff --git a/Vaccine Exemption Letter b/Vaccine Exemption Letter
 Dear Boss,

 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)

 With Regards,

 [Employee of the Year]
	Dear Boss,

	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)

	With Regards,

	[Employee of the Year]