(07-25-2021, 07:50 PM)RicoTx Wrote:

(07-25-2021, 07:02 PM)p_rushing Wrote: It's never been legal to force it on people who have an exemption, medical or religious, even with an approved vaccine. The FDA is also ignoring rules around # of adverse events, they pulled the previous vaccine after 25 deaths. You can't get a medical one because if they give it to you they will be attacked from above. Plenty of doctors will say don't take it but they won't sign an exemption. They also are ignoring religious exemptions.

Just because everyone is just going along with it doesn't make it legal. You could easily sign your right to sue away if you got sick and there is no reason for the mandates. Why does everyone have to have the vaccine if those with the vaccine are protected? Vaccinated people still get and transmit virus but they are ignoring that and only saying we will fine, force you to sit out 10 days, and not pay you for unvaccinated players.

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The NFL is a private business.  They have a right to enforce whatever rules they want with their employees.  My company is doing it.

Aside from that, how the [BLEEP] is this thread still open?  This has nothing to do with Luton and there's a thread dealing with this [BLEEP] in the political session.  If you want to argue about this, go there.  Don't pollute this forum with the swill from that one.

I would merely like to point out that a private business does not "have a right to enforce whatever rules they want with their employees."  US labor law has a very well-defined and surprisingly intrusive set of rules, regulations and laws which restrict employer-employee contracts.

https://www.eeoc.gov/prohibited-employme...spractices

Quote:Under the laws enforced by EEOC, it is illegal to discriminate against someone (applicant or employee) because of that person's race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to retaliate against a person because he or she complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.

The law forbids discrimination in every aspect of employment.

Specific rules as to CV-19 are listed here: https://www.eeoc.gov/wysk/what-you-shoul...r-eeo-laws

The rules are quite detailed and restrictive in terms of whether and when an employer can inquire about an employee is currently infected with CV-19.  An employer may not ask about CV-19 antibody status.  The EEOC is yet to publish rulings on vaccination status but you would expect vaccine rules to be similar to anti-body rules.  So I would guess the EEOC will either not allow employers to enquire about vaccination status or change the antibody rules.  Who knows when the gov't will publish their new rules.

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