OSHA: Missoula Businesses Liable If They Mandate Vaccines
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The newly passed HB 702 protects Montanans from discrimination in employment based on vaccination status, but it does not take effect until July 1st.
Until the new law stands, workers can still resist mandates from employers who want to force vaccination as a condition of employment.
According to the Federal Occupational Safety and Health Administration (OSHA), Missoula businesses and businesses throughout the United States are liable for any adverse reactions employees suffer from vaccinations that are required as a condition of employment.
Employers can be held responsible for covering employee time out of work, medical bills, and other associated costs from adverse reactions to employment tied vaccines.
“If you require your employees to be vaccinated as a condition of employment (i.e., for work-related reasons), then any adverse reaction to the COVID-19 vaccine is work-related. The adverse reaction is recordable if it is a new case under 29 CFR 1904.6 and meets one or more of the general recording criteria in 29 CFR 1904.7,” a FAQ from the OSHA website noted.
The FAQ item has since been pulled down by OSHA, likely due to Biden administration pressure, according to the Epoch Times:
Earlier in May, the website of OSHA, an agency within the U.S. Department of Labor (DOL), stated that employers could be held liable if they required employees to receive COVID-19-related injections as a condition of employment and the employees then experience adverse reactions.
But visitors to the same website’s FAQ section now see a different message, which reads:
“DOL and OSHA, as well as other federal agencies, are working diligently to encourage COVID-19 vaccinations. OSHA does not wish to have any appearance of discouraging workers from receiving COVID-19 vaccination, and also does not wish to disincentivize employers’ vaccination efforts. As a result, OSHA will not enforce 29 CFR 1904’s recording requirements to require any employers to record worker side effects from COVID-19 vaccination through May 2022. We will reevaluate the agency’s position at that time to determine the best course of action moving forward.”
Liberty Counsel inferred from the changed guidance that the White House influenced the decision to drop enforcement of the reporting requirement from a year.
“No doubt receiving pressure from the Biden administration, OSHA suspended the enforcement requirement to record adverse injuries or death from COVID shots until May 2022 in order to push the COVID shots. This politically motivated change by OSHA is unprecedented,” the group stated in a press release.
Meanwhile, healthcare workers in Texas are suing their employer, Houston Methodist Hospital, for mandating vaccines as a condition of employment:
The lawsuit alleges that compulsory vaccines violate the Nuremberg Code, which was created as a reaction to Nazi medical experiments against prisoners in concentration camps, the newspaper reported.
“Methodist Hospital is forcing its employees to be human ‘guinea pigs’ as a condition for continued employment,” the complaint states, according to the paper.
The mandate “requires the employee to subject themselves to medical experimentation as a prerequisite to feeding their families,” plaintiffs reportedly allege.
If your boss or prospective employer is pressuring you to receive a vaccine for COVID-19, remind them that they will be held liable for any adverse reactions suffered as a result of being mandated to get the vaccine.