In the 2022 Session, there is a bill H 0632that protects individuals from being denied necessary medical services. The Idaho Covid tracking website has stated that 924,223 People are fully vaccinated**, with an additional 110,000 people receiving one dose of the vaccine. This bill will protect the small minority of individuals who have chosen not to participate in the experimental ‘vaccine’ from being denied necessary medical treatment.
H0632 This bill adds a new section of state law relating to Human Rights that a person shall not be denied access to medical services appropriate for that person’s condition, disease, or injury based on a certain infection or immunization status. – Representative Tammy Nichols
Contact the House State Affairs Committee to have this bill heard and voted upon:
Idaho’s panel counsel for America’s Frontline Doctors responds to COVID-19 vaccine mandates from Saint Lukes, Saint Alphonsus, and Primary Health. Stating that these organizations are “unilaterally amending employment contracts and unlawfully attempting to require all employees, providers, volunteers, and contractors to receive a “COVID-19 vaccine” in contravention of, inter alia, patients’ informed consent1, fundamental constitutional rights to bodily autonomy, and federal law and regulations.”
Correspondence from the hospital to employees makes claims that “COVID-19 vaccines are proven to be extremely safe and effective,’ and that religious exemptions are and should be ‘rare’.
QUESTIONABLE SAFETY
EFFECTIVENESS IS NOT GUARANTEED
You are well-advised to consider that all “COVID -19 vaccines” are under an emergency use authorization (EAU) and may not be mandated in Idaho, by either a public or private entity.3
Currently, all “COVID-19 vaccines” are merely authorized, not approved or licensed, by the federal government; they are being issued under an invalid EAU only. The EAU guidance and regulations state that they “may be effective.”
RELIGIOUS LIBERTY IS PROTECTED BY IDAHO CONSTITUTION
Religious liberty is guaranteed under Article 1, section 4 of the Idaho Constitution. In Idaho, “the exercise and enjoyment of religious faith and worship shall forever be guaranteed; and no person shall be denied any civil or political right, privilege, or capacity on account of his religious opinions….”
IDAHO INFORMED CONSENT LAWS APPLY
The obligation to obtain sufficient consent “is the duty of the attending health care provider upon whose order or at whose direction the contemplated health care, treatment or procedure is rendered….” I.C. § 39-4508.
MANDATES OF EMERGENCY USE VACCINES VIOLATE THE NUREMBERG CODE
We are shocked that you, as a representative and leader of Idaho’s medical community, would engage in conduct that even approaches having an appearance of violating the Nuremberg Code or the Hippocratic Oath.
Your categorical requirement that all employees and contractors follow your order without an examination or diagnosis and receive an emergency-use “COVID-19 vaccine” without informed consent is an illegal contract and cannot be enforced. Yoo v. Jho, 147 Cal.App4th 1249, 1251 (2007); and Fellom v. Adams, 274 Cal.App.2d 855, 863 (1969). It clearly violates Idaho’s public policy which requires informed consent for every medical treatment or procedure. This illegal conduct simply cannot be enforced in the courts and will result in substantial liability.
Idaho’s panel counsel for America’s Frontline Doctors Letters to St. Lukes and St. Alphonsus
July 9, 2021, Idaho’s largest health care provider announces COVID-19 vaccine mandates for all their staff, volunteers, and vendors.
Three of Idaho’s largest health care providers announced Thursday that they would require staff, volunteers, and employees to be vaccinated with the emergency use authorized COVID-19 vaccine. Our healthcare workers have been our front-line workers and essential employees. Many already contracted COVID and survived and likely have long-term immunity. To meet the deadlines set by their organization, those workers would need to start the vaccination process anywhere from late July to mid-September, depending on their employer’s rule and which vaccine they choose. “This has left numerous employees with these major health care companies with little recourse for not wanting to take the emergency use authorized vaccine,” Lt. Governor Janice McGeachin wrote.
No one should be forced to choose between keeping their job and undergoing a medical procedure that violates their bodily autonomy, especially one which lacks long-term data, has inherent risk, and is still only under experimental use authorization. That’s what’s happening to our healthcare workers! We need to stand with them in support. Other businesses will follow suit (if they haven’t already) illegally requiring a vaccine mandate for a product that isn’t FDA approved and has no liability.
Join us UNITED IN PROTEST on
July 19, 2021, from 4:00 – 6:00 pm at 520 S Eagle Rd, Meridian, ID 83642
On the public sidewalk
Wear royal blue and bring your hand-painted signs.
Options for purchasing professional signs will be made available shortly, so bookmark this page and check back.
Several major Idaho employers, including St. Luke’s, St. Alphonsus, and Primary Care have stated that they will now discriminate based on their employees’ personal health choices. This is wrong and needs to be made explicitly illegal. The Governor of Idaho protected the jobs of State Employees from being affected by their COVID-19 vaccination status with Executive Order 2021-04, but this does nothing to protect those who work for someone other than the State of Idaho. No one should be forced to choose between keeping their job and undergoing a medical procedure that violates their bodily autonomy, especially one which lacks long-term data, has inherent risk, and is still only under experimental use authorization.
WE THE PEOPLE need to stand side by side with our healthcare professionals and NOT permit their employers to coerce them into vaccine mandates! Now more than ever, we need to rise up and say NO!
Here’s what you can do:
1. VACCINE EXEMPTIONS IN IDAHO LAW ARE SPECIFIC FOR CHILDREN. The medical, philosophical, and religious exemptions we talk about all the time through HFI are only applicable to minor children, and only for school and daycare attendance.
2. VACCINE EXEMPTIONS SHOULD EXIST IN YOUR WORKPLACE. Look into any possible exemption for adults with their employers are ones that may or may not be available through any given company. Please inquire with your employer. (Information regarding moral/religious exemption) Utilize the resources below.
3. UNITE! You are strong, especially together. You have the God-given right to your bodily autonomy, and you have strength in numbers. Talk to each other. Here’s a Facebook group for healthcare workers: https://www.facebook.com/groups/377518550406136/
TELEGRAM RESOURCE: #STOPTHEMANDATE
4. RESOURCES ARE AVAILABLE: For detailed information about how to write a legally sound statement of religious beliefs opposed to immunizations, see the Vaccine Rights Manuals. This applies to exemptions for employees (civilian and military), student clinical work, immigration, and daycare and school exemptions in a couple of states. Free Printable Notice to Employer Letter found at Health Freedom Defense, Detailed Manual for purchase at Alan Phillips at Vaccine Rights.com, The Healthy American also has a how-to-write vaccine exemption material. Pacific Justice Institute has a 5 page write-up including quotes from the CDC about the inability of employers to mandate vaccines under EUA.
Questions and Answers on the Covid-19 Vaccine Pacific Justice Institute July 2, 2021 Question: Can my employer order me to be vaccinated against Covid (also referred to as COVID-19, novel coronavirus or SARS-CoV-2) and can they threaten to fire me if I do not comply? Answer: First, no one can force you to take the Covid vaccine, because it has not been approved by the Food and Drug Administration (FDA). The vaccine is currently being administered under the Emergency Use Authorization (EUA) because the vaccines were not studied for a sufficient time to ensure there are no long-term side effects. There are a number of authorities and resources you can cite that show you cannot be forced to take a vaccine. Consider the following four examples:
The EUA itself, 21 U.S. Code § 360bbb–3, requires “. . . Individuals to whom the product is administered are informed— of the option to accept or refuse administration of the product, of the consequences, if any, of refusing administration of the product . . .”1
Each person who is about to receive a Covid vaccine is given a fact sheet, which states in part: “WHAT IF I DECIDE NOT TO GET THE (insert drug company name) COVID-19 VACCINE? It is your choice to receive or not receive the (insert drug company name) COVID-19 Vaccine. Should you decide not to receive it, it will not change your standard medical care.”2
In the 2004 case of Doe v. Rumsfeld, 3 plaintiffs challenged the government’s Anthrax Vaccination Immunization Program (AVIP), because anthrax vaccine adsorbed (AVA) had never been approved by the FDA as a safe and effective drug for protection against inhalation anthrax. Yet the government was forcing military personnel to take the vaccine. The United States District Court for the District of Columbia issued an injunction 1 See, 21 U.S. Code § 360bbb–3 – Authorization for medical products for use in emergencies. Subsection (e)(1)(A)(ii) 2 See, https://www.cdc.gov/vaccines/covid-19/eua/index.html. 3 Doe v. Rumsfeld, 341 F. Supp. 2d 1, 2004 U.S. Dist. LEXIS 21668. visit Pacific Justice Institute to download your complete copy.
Print/Forward this Letter from Attorney from American Frontline Doctors to Saint Alphonsus Regarding Vaccine Mandates. Download it below.
5. USE THE ‘NOTICE TO THE EMPLOYER‘ PROVIDED BY HEALTH FREEDOM DEFENSE Health Freedom Defense has a one-page notice that clearly delineates that a COVID VACCINE MANDATE is in violation of the federal statute. Health Freedom Defense Fund can send a cease and desist letter and possibly initiate further legal action. In addition Contact Health Freedom Defense regarding your situation. Submit your information including your explanation of the situation, the company name and address, the name of the CEO of the company, and his or her email address can be emailed to info@healthfreedomdefense.org.
7. SHARE YOUR SITUATION WITH ELECTED OFFICIALS Let your representatives in the government know how this mandate is affecting your employment, livelihood, and bodily autonomy. Explain the discrimination and ask for them to intercede. We also ask that you include HFI in your correspondence so that we can have a collection of correspondence to share with liberty-minded legislators and legal teams that are working to support freedom.
Have you been discriminated against at work because of your decision to take the shot or not? Has your place of employment forced you to wear a mask or risk losing your job? If so, please share your story or affidavit with the email below. Please include your first name, phone number, and zip code. nomorevaccinationdiscrimination@protonmail.com
Contact Governor Brad Little. Email: governor@gov.idaho.gov State Capitol PO Box 83720 Boise, ID, 83720. Phone Number: 208-334-2100
Contact the Speaker of the House: Scott Bedke (R) District 27. (208) 332-1111. SBedke@house.idaho.gov
8. ASK FRIENDS AND FAMILY TO SUPPORT YOU. Have friends and family correspond with their legislators, the Governor, and the Speaker of the House, and your employer about the fact that as patients they want the healthcare staff to have bodily autonomy.
9. JOIN US as WE STAND IN PROTEST TO VACCINE MANDATES FOR OUR HEALTHCARE WORKERS hosted by American Frontline Doctors and Health Freedom Idaho JULY 19, 2021 Location: St. Lukes on Eagle Road in Meridian 4:00 pm – 6:00 pm
Each one of us must take a stand for sovereignty and bodily autonomy CITIZENS WEAR ROYAL BLUE HOSPITAL STAFF/EMPLOYEES WEAR BLUE SCRUBS
10. PRAY! If you are a praying individual NOW would be the time to get on your knees and pray for wisdom and strength for our healthcare workers and other employees who are faced with what could be a life/death job/termination decision for their families. Prayers for our employers, the business owners, government officials, and leaders in the community to make the right decision to protect liberty, bodily sovereignty and to protect the rights of individuals to make their own personal healthcare choices without coercion.
Your right to bodily autonomy is a God-given right protected by our Federal Statues, Idaho Constitution, and numberous Idaho laws.
Federal statutes: VACCINE UNDER EMERGENCY USE AUTHORIZATION.
“What people don’t understand is that every single one of those products was issued under something called an Emergency Use Authorization. It is a Federal Code under the Food, Drug, and Cosmetic Act, which grants the Secretary of Health and Human Services the authority to grant the EUAs. The EUA statute specifically says, “Individuals to whom the product is administered are informed that the Secretary has authorized the EUA. They must be informed of the known and potential benefits and risks of such use and of the extent to which such benefits and risks are unknown. Most importantly, of the option to accept or refuse administration of the product.” – Interview with Leslie Manookian, Health Freedom Defense
Regarding compulsory COVID-19 requirement imposed upon an employee violates federal law. 1 Title 21, Section 360bbb-3 of the Federal Food, Drug, and Cosmetic Act (the “FD&C Act”) vests the Secretary of Health and Human Services with the permissive authority to grant Emergency Use Authorizations (“EUAs”). However, the statute requires that: individuals to whom the product is administered are informed— (I) that the Secretary has authorized the emergency use of the product; (II) of the significant known and potential benefits and risks of such use, and of the extent to which such benefits and risks are unknown; and (III) of the option to accept or refuse administration of the product, of the consequences, if any, of refusing administration of the product, and of the alternatives to the product that are available and of their benefits and risks.
The Americans with Disabilities Act [ADA] and Title VII of the Civil Rights Act of 1964 Title I of ADA Title I of the ADA applies to private employers with 15 or more employees. It also applies to state and local government employers, employment agencies, and labor unions.
All nondiscrimination standards under Title I of the ADA also apply to federal agencies under Section 501 of the Rehabilitation Act. The Equal Employment Opportunity Commission (EEOC), which enforces these federal civil rights laws in employment, has issued guidance on COVID-19 and vaccination policies. The Americans with Disabilities Act [ADA] and Title VII of the Civil Rights Act of 1964 are relevant to employers or lawmakers crafting vaccination requirements. EEOC provides examples of potential reasonable accommodations. Examples of a “reasonable accommodation” for employees who cannot comply with a vaccine mandate because of a disability; religious belief, practice or observance; or pregnancy include requiring the unvaccinated employee to:
Wear a face mask at work
Work at a social distance from co-workers or non-employees
Idaho Constitution Art 1 Sec 4: “The liberty of conscience hereby secured…” and no person shall be denied any civil or political right, privilege, or capacity on account of his religious opinions; IDAHO STATUTE PROTECTS HEALTHCARE WORKERS FROM DISCRIMINATION.
LEGISLATURE.IDAHO.GOVSection 18-611FREEDOM OF CONSCIENCE FOR HEALTH CARE PROFESSIONALS 18-611 (3) Employers of health care professionals shall reasonably accommodate the conscience rights of their employees as provided in this section, upon advanced written notification by the employee. Such notice shall suffice without specification of the reason therefor. It shall be unlawful for any employer to discriminate against any health care professional based upon his or her declining to provide a health care service that violates his or her conscience unless the employer can demonstrate that such accommodation poses an undue hardship.
39-9003 (2) It is hereby declared that the public policy of the state of Idaho, consistent with our constitutionally recognized and inalienable rights of liberty, is that every person within the state of Idaho is and shall be free to choose or decline to choose any mode of securing health care services without penalty or threat of penalty by the federal government of the United States of America. Additional Information and Resources regarding risk, statistics, and the science (that is currently being censored by mainstream media)
Informed Consent
The EUA (emergency use authorization) statute specifically says, “Individuals to whom the product is administered are informed that the Secretary has authorized the EUA. They must be informed of the known and potential benefits and risks of such use and of the extent to which such benefits and risks are unknown. Most importantly, of the option to accept or refuse administration of the product.”
www.c19vaxreactions.com is a place to network and see others having the same symptoms, that have been injured by this vaccine.
These hospital mandates are likely a death sentence for some of your employees as shown by the table above. Note that over 9,000 deaths have been reported to and compiled into the VAERS system. Have you confirmed which employees have already contracted “the virus” and are now immune?
LIABILITY FREE PRODUCTS
On February 4, 2020, the Secretary of HHS invoked the Public Readiness and Emergency Preparedness act (PREP Act) and declared COVID-19 to be a public health emergency, warranting liability protection for covered countermeasures, which includes vaccination. If an individual is injured or killed by a COVID-19 vaccine, the manufacturer cannot be held liable per the PREP Act. The only possible recourse should you or a loved one suffer injury or death is to pursue compensation through the Countermeasure Injury Compensation Program, which has a difficult threshold for proving a relationship between an injury and the vaccine, a short statute of limitations, no avenue for appeals and doesn’t pay damages for pain or suffering.
The liability exempt status for vaccine manufacturers is not new. Pharmaceutical companies have enjoyed their liability-free status for all vaccinations on the CDC schedule since the passage of the National Childhood Vaccine Injury Act of 1986. After large numbers of lawsuits were brought forth for injuries and deaths resulting from the DPT vaccine, Congress passed the National Childhood Vaccine Injury Act to protect pharmaceutical companies from liability specifically for vaccines. No other product or industry is protected from liability for injury and death in this way.
Without any liability, what incentive is there to ensure the vaccine is as safe as possible? Will the employer requiring vaccination be held liable for injury and/or death?
Yet another assault on health freedom is reportedly occurring in the state of Georgia in the form of mandatory vaccinations for healthcare professionals.
In a YouTube video, Georgia hospital worker Lauren Atkinson claims that the federal government is forcing healthcare employers in the Peach State to vaccinate all or most of their employees with the influenza, or flu, vaccine. Non-compliant employees apparently face termination if they don’t submit to the flu injection by a certain date, but most workers are going along with it, according to Atkinson, who intends to refuse the flu shot.
Natural News has previously maintained that there really is no good reason to get a flu shot. No legitimate evidence exists proving that they even work at all. But they do contain a variety of toxic additives that can cause severe side effects. In addition to conventional treatment, however, a variety of natural remedies are also worth considering to help ward off the flu bug, although that is a personal decision.
“Citing Obamacare as the primary driver of an initiative to vaccinate 90% of all hospital healthcare workers for the flu, Atkinson explains how nurses en masse are complying with this rule, even though they may disagree with the idea of injecting potentially risky and useless chemicals into their bodies, out of fear of being fired. They are afraid to lose their jobs. She points out that of all the vaccines available today, the flu vaccine is the least effective because the flu is a virus that is constantly mutating and changing, therefore, a vaccine for any particular strain is highly unlikely to protect you from the latest mutation,” Waking Times explained.
