You know about discrimination. You know it’s illegal. You know an employer can not discriminate based on several protected grounds. So why are governments and companies trying to persuade people to start believing that discrimination is okay?
*also, many employers are doing the right thing.
Few things here.
They are trying because Covid was created and released for the purpose of the Great Reset. To reach their goals and target under the great reset, they must achieve compliance as we shift our societies. It’s an orchestrated plan. It’s happening. It has been happening. And it will continue to happen for as long as we allow it.
Okay, I know that might sound a bit extreme, so let’s step back and just focus on actual workplace LAWS as they are today.
Occupational Health and Safety Act
Under the Occupational Health and Safety Act. It specifically talks about employer access to health records. And we have already defined that getting a vaccine IS a medical procedure, therefore health record.
It states:
Employer access to health records
(2) No employer shall seek to gain access, except by an order of the court or other tribunal or in order to comply with another statute, to a health record concerning a worker without the worker’s written consent. R.S.O. 1990, c. O.1, s. 63 (2).
That’s pretty clear.
Moving on.
Bona Fide Occupational Requirement
You’ve maybe also heard of Bona Fide Occupational Requirement (BFOR), and maybe you haven’t. Either way, BFORs are important to know about and keep top of mind to make sure you understand rights and responsibilities in the workplace.
What’s a BFOR? A Bona Fide Occupational Requirement, or BFOR, is a standard or criteria that allows an employer to “discriminate” based on an otherwise prohibited ground, if there is a legitimate reason that is connected to the ability to do the job. That doesn’t mean you can discriminate based on a preference! (last sentance is very important)
There is already a legal requirement to accommodate employees until undue hardship (which is a near impossible threshold to prove).
The Supreme Court of Canada has laid out 3 primary criteria to establish whether a standard, policy, practice, or procedure counts as a BFOR
Criteria 1: The standard is rationally connected to the performance of the job.
Criteria 2: The employer adopted the standard in an honest and good faith belief that it was necessary to accomplish that legitimate work-related purpose in Criteria 1.
Criteria 3: The standard is reasonably necessary to the accomplishment of that legitimate work-related purpose in Criteria 1. So, in order to meet Criteria 3, you must also establish that you cannot accommodate anyone negatively impacted by the standard you’ve set without running into undue hardship. GOOD LUCK.
So here’s the thing. We know governments want to reach 100% vaccination rate. I can’t honestly think of anything that has 100% compliance. There will always be segments of the population that disagree, for whatever reason. But in order to achieve this 100% COVID vaccination target (as part of the great reset) they now have to use threatening tactics that will pressure people into getting the vax. How do you pressure people? Well, they’ve already used Fear. It worked for many. But about 20% stood up and resisted. So now they are targeting your very livelihood; YOUR INCOME. By threatening your job, there’s a real possibility that 10-12% of that 20% will cave. I understand that. But the fact remains, we have laws in place. And these very tactics go against the laws we have in place. The people before us worked very hard to gain employee rights, employment laws – for a reason. So please, consult a lawyer, reach out to me, but please think before you are coerced into getting the Covid vaccine to keep your job.
Also, here’s a link to a previous article with other relevant laws that protect us.