Tag: osha

OSHA Admits It Told Healthcare Employers Not to Report COVID Vaccine Injuries

The federal agency that oversees workplace safety exempted healthcare employers from reporting workers’ adverse reactions to mandated COVID-19 vaccines, according to a healthcare industry whistleblower who alerted The Defender

The Occupational Safety and Health Administration (OSHA) issued the directive on June 28, 2021, to encourage vaccination during the COVID-19 pandemic.

The directive also stated that OSHA, a division of the U.S. Department of Labor, would not track workers’ COVID-19 vaccine adverse events — even though it acknowledged that the vaccines may cause injuries that would require employees to take time off work.

OSHA continued to track reactions to other vaccines.

A Labor Department official confirmed for The Defender that OSHA didn’t track COVID-19 vaccine injuries, and said those policies remained in place until February 2025.

OSHA also outlined its COVID-19 reporting policy on its website’s frequently asked questions page for COVID-19, which stated:

“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 does not intend to enforce … recording requirements to require any employers to record worker side effects from COVID-19 vaccination.”

The policy was removed from the website after The Defender contacted OSHA earlier this month. However, it is visible on an archived version of the webpage from Sept. 1, under the heading, “Vaccine Related.”

Zowe Smith, a former medical coder for an Arizona hospital, called OSHA’s policy “especially inflammatory” and “an admission they know the vaccine is not safe and carries a risk of injury serious enough to affect one’s ability to work.”

Legal and medical experts suggested OSHA’s policies may have concealed the true extent of COVID-19 vaccine-related injuries in the U.S., denied American healthcare workers informed consent and violated federal law.

Policies implemented under the Biden administration forced millions of U.S. healthcare workers to choose between getting the experimental COVID-19 vaccine or losing their jobs.

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The Case for Abolishing Regulatory Agencies

Regulatory agencies are not needed and actually retard whatever good they are supposed to prevent or mitigate. I will give three examples in this essay.

The Centers for Disease Control

The underlying rationale for the Centers for Disease Control and Prevention (CDC) is that one federal agency has the ability to garner all the correct and legitimate medical information about a topic quickly, sift through the data, and recommend appropriate and timely action. On the face of it, this is a ridiculous undertaking. Medical information is scattered widely among scholars worldwide. It is impossible for one agency to know what is true, what is false, what is appropriate, or what is best.

Medical knowledge evolves constantly. Medicine is never a “settled science,” and it never will be. (George Washington’s death was agonizing because his doctors followed the “settled science” that recommended leeches for ameliorating a serious chill.) The best we can do is to allow a free market in medical research and patient outreach, then let the individual decide what is best. After all, this is nothing more than freedom based upon self-ownership. This conclusion would be the same if those at the CDC were not corrupt but honest citizens attempting to honor their mandate.

However, we know that power corrupts, and we saw this demonstrated to our horror with sanctions against respected researchers and doctors who disagreed with the CDC’s recommended approach. We are now learning that these respected researchers and doctors were correct and that the CDC’s recommendations, which became diktats, were harmful.

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Biden’s illegal vaccine mandate is about politics, not science

President Biden appears to view Americans not as free citizens but as disobedient subjects. In September, he informed the millions of Americans who remain unvaccinated that “our patience is wearing thin.”

So the president told administrative officials to issue a mandate. Under an order by the Occupational Safety and Health Administration (OSHA), private businesses and nonprofits with 100 or more employees must coerce their unvaccinated employees to get vaccinated, undergo weekly testing or lose their jobs. Penalties can be $14,000 per violation, and they go up from there.

The mandate covers more than 80 million Americans. And it violates the Constitution and other federal laws. That’s why Alliance Defending Freedom is challenging this order on behalf of several groups in courts around the country.

Within a day of the order being issued, a federal court stayed the rule, citing “grave statutory and constitutional issues.” But the fight is only beginning.

Congress empowered OSHA to protect employees from toxic substances or hazards in the workplace. But, here, the agency essentially defined employees themselves as the hazard. This greatly oversteps its authority. The Supreme Court has said that, if Congress wants to give bureaucrats authority over major questions of “vast economic or political significance,” it must do so clearly. 

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Government Increasingly Is Asking Citizens to Turn Each Other In. Here’s Why That’s So Dangerous.

In the dystopian novel 1984, the government relied on the use of telescreens and informants to enforce its massive, repressive regime. And while that was fiction, events in our modern society are eerily similar to it.

There’s a troubling trend emerging: Americans are being encouraged and even incentivized to turn their fellow citizens in to the government for a myriad of reasons.

For one example, federal officials this week announced they plan to rely on informants in order to determine which companies are enforcing their new (unconstitutional) vaccine mandate. The Biden Administration has used the Labor Department’s Occupational Safety and Health Administration (OSHA) as a means of implementing the rule without Congressional approval. Essentially the order says that companies will be heavily fined by the agency should they not demand their employees be vaccinated. But even the administration recognizes there are limits to their ability to enforce such a rule.

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Just In Time For The Holidays, The Biggest Mandate Of All Is About To Go Into Effect…

What a joyful time of the year this is going to be for the countless families who are about to experience a job loss.  You would think that Joe Biden’s rapidly plunging poll numbers would cause him to rethink his absurd mandates, but that hasn’t happened.  Instead, he is has chosen to stubbornly move forward, and the consequences are going to be absolutely disastrous.

Earlier today, I watched a heartbreaking video of a pandemic hero being marched out of a hospital in California because her religious exemption was denied.  She admits that she could soon lose her house as a result, but freedom is more important to her.  Sadly, similar scenes are about to be repeated over and over again all across the country, because the biggest mandate of them all is about to be implemented.  According to the senior White House correspondent for CBS News, it appears that the OSHA mandate will go into effect in just a few days…

OSHA has finished developing a rule that compels companies with 100+ employees to require vaccines or regular testing. It also requires employers to provide paid time to workers to get vaccinated and to recover from any side effects. The rule will go into effect in days.

It has been estimated that the OSHA mandate will cover somewhere around 80 million American workers.

As the new regulations start to be enforced, countless Americans will choose to willingly leave their jobs, and countless others will be ruthlessly terminated for not complying.  Needless to say, this is going to cause enormous nightmares in industry after industry.

For example, we are already in the midst of the worst supply chain crisis in U.S. history, and logistics companies are warning that the OSHA mandate will make things much, much worse…

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OSHA Might Rely On Tattletales To Force Biden’s Vaccine Coercion On Private Sector Workers

The U.S. Department of Labor’s Occupational Safety and Health Administration (OSHA) might rely on tattletales within companies to speed up their enforcement of President Joe Biden’s currently unenforceable directive forcing private sector businesses to mandate the COVID-19 shot for employees, Bloomberg Law reported on Wednesday.

Biden first directed OSHA to create a rule in early September, but it was this week that the regulatory agency sent its proposal to the White House for review. While the details of the rule are still under private review, OSHA told Bloomberg that “when necessary, OSHA has several methods to hold employers accountable for the safety and health of their workers.”

OSHA also told Bloomberg that a “vast majority” of businesses are already in compliance with the agency’s imminent shot standards. This aligns with accounts from companies such as Southwest Airlines, which tried to blame its COVID-19 jab requirement on Biden’s nonexistent directive. Those businesses that fail to comply with OSHA’s pending order, however, will be subject to punishment from the agency largely through reporting from workers at non-compliant companies.

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OSHA Abruptly Reverses Course, Says Employers Will Not Be Liable for COVID Vaccine Injuries After All

The federal Occupational Safety and Health Administration (OSHA) Friday reversed its position on requiring companies that mandate COVID vaccines to treat adverse reactions as “recordable injuries,” announcing that it will no longer enforce its previous ruling.

OSHA said it made the change in order to avoid “the appearance of discouraging workers” from getting the COVID vaccine and also because it did not wish to “disincentivize employers’ vaccination efforts.”

According to the agency’s website:

“DOL [U.S. Department of Labor] 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.”

As The Defender reported May 20, OSHA’s website previously stated:

“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.”

In general, an adverse reaction to the COVID vaccine is recordable if the reaction is: (1) work-related, (2) a new case and (3) meets one or more of the general recording criteria in 29 CFR 1904.7 (e.g., days away from work, restricted work or transfer to another job, medical treatment beyond first aid).”

According to OSHA, the requirement that employers must record serious work-related injuries and illness can leave employers with worker’s compensation claims, which can have a negative impact on the employer’s safety record.

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Employers may be liable for ‘any adverse reaction’ from mandated coronavirus shots: OSHA

The federal Occupational Safety and Health Administration (OSHA) has put employers on notice that should they attempt to require employees to receive injections of experimental COVID-19 gene-therapy vaccines a resulting adverse reaction will be considered “work-related” for which the employer may be held liable.

OSHA released its new guidance on April 20 under a “Frequently Asked Questions” section of its website having to do with COVID-19 safety compliance.

The question asks whether an employer who mandates employees receive these experimental COVID-19 shots is required to record any adverse events as a result of these injections. Such recording requirements of serious work-related injuries and illness may not only leave an employer vulnerable to worker’s compensation claims, but such incidents could also impact the employer’s safety record.

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