In a perverted twist of irony, the Equal Employment Opportunity Commission (EEOC) has decided to go against their own standards and endorse both discrimination and segregation in the workplace. The EEOC just ruled that employers have the power to bar unvaccinated employees from the workplace. The EEOC is making a mockery of their own mission and legal responsibilities: “equal employment opportunity.”
The EEOC is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee based on a person's, race, color, sex (including pregnancy, transgender status, and sexual orientation), national origin, age (40 or older), RELIGION, DISABILITY or GENETIC INFORMATION.
EEOC violates the Constitution, conspires with private industry to deprive individuals of their inherent rights
Every inoculation that has ever been developed is ultimately a personal medical decision, and coercion is not informed consent. A person does not have to belong to an organized religion in order to have their own thoughts, beliefs, reservations or moral objections to any vaccination. These personal religious beliefs are rights protected by the First Amendment of the US Constitution.
As the EEOC (a federal organization) conspires with private industry to subject people to medical experiments against their will, the EEOC has violated basic human rights, medical privacy laws and First Amendment protections bestowed in the US Constitution. No one owes their employer a reason for their conscientious beliefs nor do they have to explain why they choose a more reasonable path for individual broad-spectrum immunity. Every vaccine presents a risk of disability or death, and no employer has supreme authority to compel this risk on any individual. If the EEOC is supposed to protect people with disabilities, then why are they encouraging employers to discriminate against employees who could already be vaccine injured, disabled or have a medical history of allergic reactions, seizures or nervous system disorders that are the direct result of previous vaccinations?
The newest inoculations for covid-19 are not traditional vaccines, either. These inoculations introduce messenger RNA into the recipient, changing the way their cells create proteins and altering the way their immune system recognizes the properties of viruses. If the EEOC is supposed to protect people from discrimination against their GENETIC INFORMATION, then why are they pushing employers to subject their employees to inoculations that deliberately manipulate their genetic information?
EEOC now poses a direct threat to individual equality, opportunity, liberty, safety and health
The EEOC is so arrogant; they ruled that employers are “required” to ensure a safe workplace by mandating that all their employees take inoculations if the employer believes an individual poses a “direct threat” to the health or safety of others in the workplace.” In real terms, the EEOC is empowering employers across the nation to engage in an unconstitutional breach of civil liberties to unlawfully discriminate against employees’ private medical decisions and religious beliefs. The EEOC is allowing employers to be a “direct threat” to individuals, putting their life and health in jeopardy to a system of “immunization” that is replete with scientific fraud and medical error.
The EEOC will defend people who feel discriminated in regards to their gender identity but will dismiss any case of employer abuse that forces medical decisions against the will of the employee. The EEOC is perfectly fine with employers that threaten the livelihood, medical privacy and safety of individuals, as long as it’s done under the premise of “workplace safety.”
The EEOC specifically took aim at the Americans with Disabilities Act, which limits an employer’s ability to mandate that their workers get a medical examination. The EEOC ruled that vaccination is not a medical exam, so employers can allegedly compel their employees to provide proof of inoculation or be terminated. The EEOC supports segregation and forced isolation as an alternative way to handle people who do not consent to vaccination. They wrote that an employee who does not consent to vaccination must beg for a disability exemption granted under the Americans with Disabilities Act or Title VII. According to the EEOC, the employer can then force this individual out of the workplace, quarantining the individual indefinitely in their home to complete the work. If the work cannot be done remotely, then the employer has the power to terminate the individual, with no legal repercussions for threatening, coercing, segregating and discriminating that worker. The EEOC wrote that the employer then has the “right under employment law to exclude them from physically entering the workplace.”
Get ready to fight for your rights because the government and the law no longer cares to defend them!
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