Thank you for the SCOTUS info! Am sure my employer will act like it is all a done deal - which they have all along despite protective state legislations [TN SB 9014 and HB 9077]!
I am so very tired of the fear-the-unvaccinated narrative !!! It doesn't follow any common sense and the mechanisms of the so-called vaccines themselves simply do not possess characteristics for stopping transmission, which was well known prior to their release !
PS - how do we make sure "the arguments and facts will be developed much further" in state courts? THANKS AGAIN! 'Heroes don't look like they used to, the look like you do'
Thank you Terry. Here is another Lancet article talking about the fraud of COVID vaccine Relative Risk Reduction of 95% versus Absolute Risk Reduction of 1%. If my risk of hospitalization or death is tiny to begin with, but you reduce it slightly more with vaccination, that is relatively a big percent, but not meaningful to your overall risk. The public has been misled by the vaccine manufacturers to believe they are protected.
This is great to see outside of the dirty dozen :)
I will use it in my Affidavit of Fact to my employer. THANK YOU Juliet!
Can any one elaborate of this idea that lower courts will have to "develop" the arguments and facts SCOTUS just gave a "decision" on? I didn't even know that was a thing - interplay between SCOTUS and "lower" courts. I did notice in TN [HB9014/SB9077] legislation that was passed to protect employees from forced vaccination was very careful to allow for "enforceable" mandates. So now it would all ride on, apparently, this said "arguments and facts"being "developed much further"
The Supreme Court ruling is only about the stay. It goes back down to the lower courts to flesh out the facts and law. I think the CMS rule is on shaky ground and the arguments and facts will be developed much further below.
At will employment does not indemnify you for myriad actions evading the
letter or intent of State of Tennessee legislated Covid-19 employee
financial, health, and, privacy protections nor inalienable rights secured by the US Constitution.
At will employment does not indemnify you for actions related to
assumptions of opinion that statistical Relative Risk Reduction of
so-called vaccine efficacy, can accurately be
conflated with statistical Absolute Risk Reduction of said product intervention.
At will employment does not indemnify you for actions related to
assumptions of opinion that statistically conflate deaths as a result
of Covid illness with some type of categorization or so-called
diagnosis of Covid at the time
of said death.
At will employment does not indemnify you for actions related to
assumptions of opinion that statistically conflate deaths attributed
to Covid when one or more life-shortening co- morbidities are present,
with risks of severe illness or death when some type of
categorization or so-called diagnosis of Covid is determined without
said co-morbidity present.
At will employment does not indemnify you for actions related to
assumptions of statements promulgating or conspiring influence of
perception of public health emergency or
pandemic.
At will employment does not indemnify you for actions related to
assumptions of statements conflating so-called significant Covid
illness with so-called diagnosed cases of so-called Covid where no
significant illness is present, especially with respect to statements
promulgating perceptions of public health emergency or
pandemic.
At will employment does not indemnify you for conspiring to impose
unlawful conditions, including any conditions misleadingly promulgating
public health emergency or pandemic.
At will employment does not indemnify you for actions related to
assumptions of opinion that abbreviate or rush action purportedly to address a
so-called Covid variant of concern, when said variant is not, or no longer,
scientifically documented as dominantly present.
At will employment does not indemnify you for any actions related to
assumptions of opinion that so-called vaccine targets future
spontaneously emerging variants, as this is mathematically
demonstrable as extremely unlikely.
At will employment does not indemnify you for actions related to
assumptions of opinion that so-called vaccine targets chronologically
relevant spontaneous variants, as this is mathematically demonstrable
as extremely unlikely.
At will employment does not indemnify you for actions related to
assumptions of opinion that innate immunity does not exist or is
irrelevant to any spontaneously mutated so-called novel Covid virus.
At will employment does not indemnify you for actions related to
assumptions of opinion that so-called "vaccines" meet regulatory standards or can be found to be safe.
At will employment does not indemnify you for actions related to
assumptions of opinion that so-called "vaccines" can be regulated under current infrastructure which is lacking in the technology necessary to, per regulatory standards, verify ingredient components such as (yet to be declared) non-natural nucleic acids.
At will employment does not indemnify you for actions related to
assumptions of opinion that so-called "vaccines" can ever be regulated even with future technological infrastructure, per intentions of regulatory standards, as it is not possible to rule out undeclared ingredient components, as a nearly infinite possibility of non-natural sequences could be (intentionally) a component , yet remain intentionally undeclared and easily undiscovered. That is, any planned adulteration can easily go undetected due to lack of technological resources to monitor, per the intentions of existing regulatory standards, the new technologies of so-called mRNA/DNA "vaccines."
Thank you for the SCOTUS info! Am sure my employer will act like it is all a done deal - which they have all along despite protective state legislations [TN SB 9014 and HB 9077]!
I am so very tired of the fear-the-unvaccinated narrative !!! It doesn't follow any common sense and the mechanisms of the so-called vaccines themselves simply do not possess characteristics for stopping transmission, which was well known prior to their release !
https://www.thelancet.com/journals/lancet/article/PIIS0140-6736(21)02243-1/fulltext
PS - how do we make sure "the arguments and facts will be developed much further" in state courts? THANKS AGAIN! 'Heroes don't look like they used to, the look like you do'
Thank you Terry. Here is another Lancet article talking about the fraud of COVID vaccine Relative Risk Reduction of 95% versus Absolute Risk Reduction of 1%. If my risk of hospitalization or death is tiny to begin with, but you reduce it slightly more with vaccination, that is relatively a big percent, but not meaningful to your overall risk. The public has been misled by the vaccine manufacturers to believe they are protected.
https://www.thelancet.com/journals/lanmic/article/PIIS2666-5247(21)00069-0/fulltext#sec1
This is great to see outside of the dirty dozen :)
I will use it in my Affidavit of Fact to my employer. THANK YOU Juliet!
Can any one elaborate of this idea that lower courts will have to "develop" the arguments and facts SCOTUS just gave a "decision" on? I didn't even know that was a thing - interplay between SCOTUS and "lower" courts. I did notice in TN [HB9014/SB9077] legislation that was passed to protect employees from forced vaccination was very careful to allow for "enforceable" mandates. So now it would all ride on, apparently, this said "arguments and facts"being "developed much further"
Is there precedent of the lower courts overturning SCOTUS rulings? I guess my ultimate question is when will this actually be considered "final"?
The Supreme Court ruling is only about the stay. It goes back down to the lower courts to flesh out the facts and law. I think the CMS rule is on shaky ground and the arguments and facts will be developed much further below.
ok
What would you make of this, in the interim:
At will employment does not indemnify you for myriad actions evading the
letter or intent of State of Tennessee legislated Covid-19 employee
financial, health, and, privacy protections nor inalienable rights secured by the US Constitution.
At will employment does not indemnify you for actions related to
assumptions of opinion that statistical Relative Risk Reduction of
so-called vaccine efficacy, can accurately be
conflated with statistical Absolute Risk Reduction of said product intervention.
At will employment does not indemnify you for actions related to
assumptions of opinion that statistically conflate deaths as a result
of Covid illness with some type of categorization or so-called
diagnosis of Covid at the time
of said death.
At will employment does not indemnify you for actions related to
assumptions of opinion that statistically conflate deaths attributed
to Covid when one or more life-shortening co- morbidities are present,
with risks of severe illness or death when some type of
categorization or so-called diagnosis of Covid is determined without
said co-morbidity present.
At will employment does not indemnify you for actions related to
assumptions of statements promulgating or conspiring influence of
perception of public health emergency or
pandemic.
At will employment does not indemnify you for actions related to
assumptions of statements conflating so-called significant Covid
illness with so-called diagnosed cases of so-called Covid where no
significant illness is present, especially with respect to statements
promulgating perceptions of public health emergency or
pandemic.
At will employment does not indemnify you for conspiring to impose
unlawful conditions, including any conditions misleadingly promulgating
public health emergency or pandemic.
At will employment does not indemnify you for actions related to
assumptions of opinion that abbreviate or rush action purportedly to address a
so-called Covid variant of concern, when said variant is not, or no longer,
scientifically documented as dominantly present.
At will employment does not indemnify you for any actions related to
assumptions of opinion that so-called vaccine targets future
spontaneously emerging variants, as this is mathematically
demonstrable as extremely unlikely.
At will employment does not indemnify you for actions related to
assumptions of opinion that so-called vaccine targets chronologically
relevant spontaneous variants, as this is mathematically demonstrable
as extremely unlikely.
At will employment does not indemnify you for actions related to
assumptions of opinion that innate immunity does not exist or is
irrelevant to any spontaneously mutated so-called novel Covid virus.
At will employment does not indemnify you for actions related to
assumptions of opinion that so-called "vaccines" meet regulatory standards or can be found to be safe.
At will employment does not indemnify you for actions related to
assumptions of opinion that so-called "vaccines" can be regulated under current infrastructure which is lacking in the technology necessary to, per regulatory standards, verify ingredient components such as (yet to be declared) non-natural nucleic acids.
At will employment does not indemnify you for actions related to
assumptions of opinion that so-called "vaccines" can ever be regulated even with future technological infrastructure, per intentions of regulatory standards, as it is not possible to rule out undeclared ingredient components, as a nearly infinite possibility of non-natural sequences could be (intentionally) a component , yet remain intentionally undeclared and easily undiscovered. That is, any planned adulteration can easily go undetected due to lack of technological resources to monitor, per the intentions of existing regulatory standards, the new technologies of so-called mRNA/DNA "vaccines."
:)