What Canadians can do when Fired for NOT Taking the Shot

Of course, there is a breadth of judicial precedent encompassing inoculation requirements for workers and pupils, But, remember that people in Canada have Constitutional Legal Rights. We show you WHAT TO DO!

It must likewise be mentioned that the Canadian problem is not the same as the United States; people work under many different judicial structures or rules, therefore it is essential to make use of information specified to your region or country.

OK, so let’s get to it…

In many cases, labor unions are assisting workers to assert their legal rights, which is fantastic, and assuming that people have access to this alternative, well then, this is undoubtedly something to take into consideration. In many other situations, there are very few specific lawful safeguards provided by those organizations or employers, for that reason a different technique is needed. Therefore, I list those options or techniques below, keep reading…

This information will offer Canadians optimism, as you know, the problem of mandated inoculation has turned up in many different organizations or workplaces, and Canadians have been legitimized when it comes to their legal rights. The COVID scenario is extraordinary and also of an enormous scale, nonetheless, let’s NOT forget that the LAW is after all still the LAW. Understand your legal rights and don’t be scared to assert them boldly.

Our team is NOT and will NOT promote or push for any type of specific lawful position, but, as an alternative, we providing an extensive useful resource of information and facts that will be extremely useful. Check them out below…

Constitutional Rights Centre Inc

It is the point of view of the CRC, that mandated vaccinations in the work environment are unlawful, and do not need to be honored. Lawyer Rocco Galati describes that thoroughly within this video clip.

On top of that, the CRC is functioning in partnership with Action4Canada and many other complainants in an extensive challenge to COVID Procedures throughout British Columbia.

More Proof that It’s all a Scam

Justice Centre for Constitutional Freedoms

The JCCF has assembled a valuable pamphlet that may be shared with companies in order to clarify the reality regarding mandatory inoculation terms under Canadian legislation. It is conceivable that a business agrees to get informed regarding the lawful truth, if anything, for their very own contingency.

Action4Canada

Action4Canada, which is collaborating with Rocco Galati, has created a Worker Vaccination Notification of Liability that may be served to your company in case they require a vaccination.

The objective of the Liability Notification is to update workplaces that they are simply behaving unlawfully and will therefore be held liable for any type of monetary injury done to an individual if he or she was terminated from work for standing up to coercion in order to get a vaccination.

Take a look at this before you give permission to Jabbb your child: Before Consenting to Immunize your Kids

The organization offers the following directions about just how to make use of the documentation:

Print the Notification of Liability (hyperlink within blue above).
Fill out the name of the individual you are sending this to, business owner and/or administration (1 notification each), on top and after that fill out your full name and your signature near the bottom (you do not require obtain your company to sign it).

Always keep a copy of the Notification for your records.

After that either in person gives the endorsed hard copy to your employer/owner/manager personally or perhaps one can send it by postal service.

It is suggested that people video-record the exchange whenever doing this in person and make use of registered mail in case sent out by postal service to ensure that you get verification of them had definitely gotten it.

The Society of Saint Pius X

“The District of Canada of the Society of Saint Pius X, following the magisterium of the Catholic Church supports, the faithful who seek religious exemptions from the COVID-19 Vaccines,” October 27, 2021, the statement reads.

Liberty Coalition Canada’s resources likewise offer relevant information on the way to assert constitutional legal rights, together with the part of religious belief.

Letter to Workplaces Needing Inoculation as a Pre-Condition with regard to Employment.

Currently, there is a letter that has flowed all throughout the liberty-minded groups of people that have dealt with COVID domination. It is based upon comparable basic principles to the Liability Notification created by Action4Canada and compels the organization mandating a vaccination to take accountability.

It is the viewpoint of the publishers of the document that providing an in-depth correspondence embedded in lawful terminologies with an employer will certainly help a worker to generate a legitimate case in case fired wrongfully. A few companies are dedicated to the vaccination theory, while a few are definitely not. This specific notice might offer the company adequate details for them to choose to exempt people from any type of injection requirements.

Rise Up Durham.

Rise Up Durham is actually an anti-lockdown group of people out of the Oshawa region. These people have regularly supported the civil liberties of Canadians all over the country. These individuals provided a useful resource which feels like the Liability Note and even the Letter to Workplaces. It is proven that this particular technique works and that by presenting the following questions, the worker is NOT rejecting the mandate, however, rather placing the responsibility on the company to submit themselves to a degree of accountability which these people can not.

Send out the following through formal correspondence, routing it to the management and also the human resources team:

I write with regard to the matter of covid vaccine mandates and my desire to be fully informed and appraised of ALL facts before going ahead. I’d be most grateful if you could please provide the following information, in accordance with statutory legal requirements:

1. Can you please advise me of the approved legal status of any vaccine and if it is experimental?
2. Can you please provide details and assurances that the vaccine has been fully, independently, and rigorously tested against control groups and the subsequent outcomes of those tests?
3. Can you please advise of the full list of contents of the vaccine I am to receive and if any are toxic to the body?
4. Can you please fully advise of all the adverse reactions associated with this vaccine since its introduction?
5. Can you please confirm that the vaccine you are advocating is NOT ‘experimental mRNA gene-altering therapy’?
6. Can you please confirm that I will not be under any duress from you as my employers, in compliance with the Nuremberg Code?
7. Can you please advise me of the likely risk of fatality, should I be unfortunate to contract Covid 19, and the likelihood of recovery?

Once I have received the above information in full and I am satisfied that there is NO threat to my health, I will be happy to accept your offer to receive the treatment, but with certain conditions– namely that:

1. You confirm that I will suffer no harm.
2. Following acceptance of this, the offer must be signed by a fully qualified doctor who will take full legal and financial responsibility for any injuries occurring to myself, and/or from any interactions by authorized personnel regarding these procedures.
3. In the event that I should have to decline the offer of vaccination, please confirm that it will not compromise my position and that I will not suffer prejudice and discrimination as a result.

List of Other GREAT Resources:

Liberty Coalition Canada

Bishop Athanasius Schneider’s Confraternity of Our Lady of Fatima

The Society of Saint Pius X

Children’s Health Defence Canada

The Canadian Covid Care Alliance

Canadian Frontline Nurses

Canada Health Alliance

Please check out the Library section of the above websites, they have an extensive selection of info for everyone to share with your employers that are open-minded to questioning the mainstream narrative.


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