LIVE: Audit Report Released To AZ Senate in Phoenix, AZ 9/24/21
The Arizona Senate will release its long-awaited audit report of the 2020 election in AZ. Senate President Karen Fann and Senate Judiciary Committee Chairman Warren Petersen will receive the report on
TRUMPINTEL
MARICOPA AUDIT PRESENTATION
Time: 09/24/2021 13:00 MST, 16:00 EST
The link is live now, but nothing is happening, yet. WATCH LIVE:
https://www.azleg.gov/videoplayer/?clientID=6361162879&eventID
Covid 19 vaccine information.
You can view and join @cv19inf right away.
Information on vaccine mandates
https://t.me/Covmandate
Information on vaccine mandates
You can view and join @Covmandate right away.
NONCOMPLIANT MOVIE BY KRISANNE HALL
KRISANNE HALL is a Constitutional Attorney in Florida. She will expand your knowledge and understanding of what it means to say "WE THE PEOPLE" and to be PEACEFULLY NONCOMPLIANT.
NOTICE: I
The telegram link below is for anyone who needs covid vaccine information to show family and friends to help them be informed on the covid shots before they take them.
Covid 19 vaccine information.
This group is for posting covid information to share and help save family and friends from taking the shots
*Please please share far and wide*
LETTER FOR CARE (AND OTHER) STAFF DECLINING "MANDATORY" VACCINATION
Dear [name],... View More*Please please share far and wide*
LETTER FOR CARE (AND OTHER) STAFF DECLINING "MANDATORY" VACCINATION
Dear [name],
I am in receipt of a letter from you, titled "New [employer name] Vaccination Policy", dated [date].
This letter states that it is the new "policy" of the [employer name] Group to require compulsory COVID-19 vaccinations for all workers
I am writing to you today because I do not wish to receive any COVID-19 vaccination, and I want to ensure the [employer name] Group is adequately informed on its legal obligations towards me regarding my legal right to decline this vaccination and not face any penalties, such as terminated employment, as a result.
Multiple medical ethics laws and international human rights' treaties make it abundantly clear that all medical processes must have the voluntary, informed consent of the human subject, and this consent must be offered freely and in the absence of any coercion. Clearly, predicating continued employment on vaccination status is acutely coercive, and, therefore, cannot be legally enforced, as is enshrined in law by UNESCO's Universal Declaration on Bioethics and Human Rights, which states at Article 6, section 1:
"Any preventive, diagnostic and therapeutic medical intervention is only to be carried out with the prior, free and informed consent of the person concerned, based on adequate information. The consent should, where appropriate, be express and may be withdrawn by the person concerned at any time and for any reason without disadvantage or prejudice." (1)
Underscoring my rights to decline vaccinations I do not wish to receive is the fact there is no clause in my contract stating that I must submit to medical processes in order to retain my employment. Therefore, this cannot legally be introduced as a clause of employment now. Clearly, it would represent a gravely dangerous situation, both legally and ethically, were employers able to alter employee contracts at will to compel employees to receive certain medical processes as a condition of continuing their employment. An employer could use such a clause to compel employees to take medications against their will, to have medical devices implanted into their bodies, or even to be sterilised.
History dictates that none of this is beyond the realms of possibility, once involuntary medicalisation becomes socially accepted, and, in fact, it was precisely the existence of compelled, non-consensual medicine, and the inevitable atrocities this leads to, that led to the production of the Nuremberg Code.
The Nuremberg Code, as you may be aware, was developed as a result of the Nuremberg trials, where Nazi war criminals, primarily doctors who conducted inhumane and unethical human medical experiments, were held accountable for their crimes.
The Nuremberg trials concluded in the development of the Nuremberg Code, which focused specifically on preventing unethical medical experimentation on human beings. The Nuremberg Code states:
"The voluntary consent of the human subject is absolutely essential. This means that the person involved should have legal capacity to give consent; should be so situated as to 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." (2)
Clearly, and as I have detailed earlier in this correspondence, preconditioning my continued employment on receipt of a vaccine is deeply coercive, and, therefore, it is in breach of the Nuremberg Code, which has been strictly observed all across the civilised world since the horrors of World War II were exposed and their perpetrators brought to justice.
It is critical for the [employer name] Group to recognise that the COVID-19 vaccines do constitute human medical experimentation, since the vaccines are still in clinical trials, which will not be complete until 2023 (3). This is why the injections are licensed for emergency purposes only, and do not have a general approval for use (4).
#KnowYourRights
Employer’s Mandating Vaccinations as a condition for employment?
... View More#KnowYourRights
Employer’s Mandating Vaccinations as a condition for employment?
1. Sidney Powell Post
When you hear that EEOC guidance says “your employer can require you to get a vaccine,” this is false/ mistaken: EUAs have to have the Option to Refuse and the right to Informed Consent for EUAs. The EEOC's guidance updated on May 28, 2021, only states that "federal EEO laws do not prevent an employer from requiring all employees physically entering the workplace to be vaccinated…"[1] It does not address 21 USCS § 360bbb-3, which relates to EUAs and the option to refuse.
This is called a word game or word salad.
There is Potential Liability on Employers or Universities that Mandate Vaccines if an Employee or Student suffers any Side Effects or Death from a mandatory EUA vaccine.
See DefendingtheRepublic.org/covid
Source Post
https://t.me/SidneyPowell/906
2. Three minute vid from Defending The Republic, Attorney at Law, Julia Haller
https://rumble.com/vi1pxp-can-employers-require-you-to-take-the-covid-injection.html
3. ‘Form Examplars’ for you to use or to consult with an attorney.
The embedded links are to the forms found on DefendingTheRepublic.org.
- Assumption of Liability – in the case of mandatory vaccinations to retain employment or for other work or school related benefits, consider to demand that the employer or school have an authorized representative sign the assumption of liability agreement. A refusal to sign this will make more clear your right to refuse the jab to the organization pressuring you.
Liability Assumption 👈 Form
- Religious exemption – in the case of mandatory vaccinations to retain employment or for other work or school related benefits, if you have a religious basis to be exempt, consider the drafts provided here and if your basis for an exemption differs, draft your own, or have an attorney draft a version using these examples but consistent with your religious reason.
Protestant Vaccine Exemption 👈 Form
Catholic Vaccine Exemption 👈 Form
4. America’s Fronline Doctors Legal Eagle Dream Team
“”America’s Frontline Doctors has officially launched the Legal Eagle Dream Team, and we intend to bring lawsuits across the country to challenge the constitutionality of COVID-19 mandates and restrictions.
Learn more: https://www.americasfrontlinedoctors.org/legal/legal-eagle-dream-team
“”
Source Post w/Video
https://t.me/AmericasFrontlineDoctors/95
5. DOUG BILLINGS- Letter Templates
• Mask letter template for adults
• Mask letter template for children in school
• Employee letter addressing discriminatory policies
• Active Military letter for the jab
• Vaccine public letter
• Employee letter to company requiring the jab
• Forms to Universities requiring the jab
• Notice of Liability to schools
• Notice of liability to vacinator
SOURCE
https://dougbillings.us/karen-kingston/#LetterTemplates
6. Last, Do not quit your job. Another option is to tell your employer you’re not refusing it. You’re deferring until the clinical trials are over in 2 years & the safety data is analyzed & available so you can exercise “Informed consent”. If anything, let them fire you. You can claim wrongful termination as a last case scenario.
7. Lin Wood Provided S. Powell link.
https://krakensreleased.com/
SOURCE POST
https://t.me/c/1369451500/473
OTHER INFORMATION/AMMUNITION
A. Forced vaccinations violate:
- The Nuremberg War Crimes Code.
- The Geneva Convention.
- The UN Charter.
- The international Criminal Court Laws.
- The US Constitution.
- The Declaration of Geneva (the original, not the substitution put in by the Deep state)
B. LIBERTY COUNCIL ACTION
There is ALOT of information in here. Too deep for me to dive. 👇
https://lcaction.org/vaccine
This one specifically should help with college. 👇
https://www.lcaction.org/Site%20Images/Resources/Memo-reCOVIDVaccinationMandate-May2021.pdf
C. VAX CHOICE- How to File a Private Criminal Complaint
https://www.vaxxchoice.com/wp-content/uploads/2021/06/Combined-Criminal-Complaint-w-Instructions-for-Filing-1.pdf
⚡ 🇺🇸 Sidney Powell 🇺🇸 🗽
When you hear that EEOC guidance says “your employer can require you to get a vaccine,” this is false/ mistaken: EUAs have to have the Option to Refuse and the right to Informed Consent for EUAs
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