• Medical exemption, MORE:


• Religious exemption, MORE:


• Union opposition, MORE:


• An Acceptance of Responsibility form, MORE:


• Consult a lawyer and/or initiate a law suit, MORE:


• Develop a petition signed by hospital workers. Attack the lack of science behind flu shots and the dangers involved.


• Circulate the idea in your work place that employers have the right to set minimum standards such as the maximum number of days missed per year per employee but do not have the right to dictate the micromanagement of how that standard is to be met.


• Convene a Hearing. MORE:


• Become involved at the legislative level in your state. MORE:


• More: News, etc MORE:


• Excellent document/letter to employers, put together by Dr. Tenpenny, on why the flu shot should not be mandatory
Right to refuse flu shots – Word 2007
Right-to-refuse-flu-shots - pdf

A nurse wrote a great letter and had success at getting out of the flu shot requirement.
Letter is posted at: http://kellythekitchenkop.com


• Sample letter to Employer that you may modify and use (TDAP)

Medical Exemptions:
If you are healthy with no allergies and no past history of adverse vaccine reactions, then you will likely have a difficult time finding a doctor willing to sign a medical exemption letter. However, if you have had previous adverse reactions to vaccines or currently suffer from allergies or take a medication for one or more chronic conditions, or live in a household with individuals who have a suppressed immune system and who might suffer if you expose them to shedding of the "virus" from your vaccine, then getting a medical exemption may be possible. The procedure of vaccination can never be 100% safe and it is difficult to predict who will suffer serious vaccine injury. Some people have conditions that are associated with increased risks of vaccine injury. See the package insert for your particular mandated vaccine here.

Religious Exemptions:

Do not overlook the religious exemption. No organization or business wants a lawsuit for refusing a religious exemption and even though you accepted other vaccines in the past, you are free to change your mind and religion as you wish. A scientific study of public health improvements quickly shows sanitary and nutritional reforms and NOT vaccines are responsible for the great reductions of disease incidence and mortality that occurred over many decades.

Ponder the lack of science behind vaccination, note that insufficient testing precedes vaccine licensing, and acknowledge that frequent damages are caused by vaccines and it is likely you will consider it a moral imperative that we act to protect ourselves and our loved ones from what has become a commercialized superstition.

Although many have awakened to this truth, it is necessary to keep in mind that science must NOT be argued in religious exemption affidavits.

The doctrine of vaccination has become almost a religion to some of its adherents and no questioning is allowed. The Religious Exemption is one of the best tools for avoiding mandates, because, in the USA, religion is still protected by constitutional law. Whereas, science enjoys no such protection. If you need more help writing a letter for a religious exemption, click here for our page on religion and vaccines.

Unions:
In September 2004, Virginia Mason Medical Center wanted to be the first hospital in the nation to make flu shots mandatory for its staff and volunteers allegedly in an effort to protect patients. The Washington State Nurses Association opposed this requirement. On January 7, 2006, the United States District Court ruled in favor of the Nurses Association. You can read more of the story here.

Even if you do not have a union, find out if the doctors in your organization are required to take the annual flu vaccine (or other vaccines) and if so, start a petition to make the mandated vaccine voluntary. Given that about 50% of doctors do not take the annual flu shot when it is voluntary, it is likely that much more than 50% will balk at effectively being told that they have neither the right to free choice nor the professional expertise to prescribe for themselves how to meet the challenges of remaining healthy while being daily exposed literally to hundreds of known pathogens which for the most part no vaccine exists.

If a significant percentage of employees show their willingness to both organize against mandates and accept the possibility of employment elsewhere, the employer will likely relent on their mandate.

Create a handout with vaccine facts and give it to everybody in your workplace to generate some opposition to simply standing in line for a mandated shot.

NOTE:
Some flyers for last year's swine and regular flu are here. Flyers for other vaccines are here. You are free to modify and update any flyers on our web site. Note that one of our flu flyers is written by Dr. Sherri Tenpenny.

Flu Shots For Healthcare Workers
http://tenpennyimc.com/2012/10/14/flu-shots-for-healthcare-workers/
Dr. Tenpenny advises nurses to get organized. [See the link above for the article.]

MNA/NNU Opposes Hospital Industry Policies to Mandate Masking of Healthy Nurses and Staff As Part of Flu Prevention Program
(BMC nurse bullied into taking vaccine by this policy has reaction that places her in ICU)
http://www.prnewswire.com/

Acceptance of Responsibility Forms
If your request for exemption is denied, you may consider the "Acceptance of Responsibility" letter approach. Ask the employing organization to locate the person in charge of the mandate to sign the letter you create holding them liable for possible adverse health outcomes from the mandated shots.

This is an important tool since their policy is bound to cause harm to some employees due to biochemical individuality and increased risk based on medical history. This one size fits all vaccine policy must require someone to be held liable. Remember the creation of the H1N1 vaccine in 2009 and how the pharmaceutical companies, our government and administrators of the shot were all released of liability? There are now hundreds of people who are disabled from this one shot and they are not able to even file with the Vaccine Injury Compensation Program for damages.

Here is the link to several such letters which you are free to modify and use. To date we have not known anyone who has signed such an acceptance letter. Without someone accepting liability, they cannot force the procedure.

Legal Action
Consult with an attorney. Bring up the fact that, according to the CDC, no vaccine is 100% safe or 100% effective. As such, the mandate is a form of medical experimentation. International agreements forbid medical experimentation on human subjects without informed consent.

See the Nuremberg Code on the Health and Human Services website here http://www.hhs.gov/ohrp/references/nurcode.htm.

An important and related document, the World Medical Association Declaration of Helsinki - Ethical Principals for Medical Research Involving Human Subjects is here http://ohsr.od.nih.gov/guidelines/helsinki.html.

See also: http://www.hhs.gov/ohrp/international/HSPCompilation.pdf (2010 - 132 pages detailing regulations and U.S. code relating to medical research and informed consent)

Contact the ACLU and encourage them to pursue the protection of our civil liberties when it comes to illegal vaccine mandates in the workplace.

For some legal background on vaccine mandates, Alan Phillips (an attorney in NC) has an E book for Download for $24.95. http://www.vaccinerights.com/e-book.html

Convene a Hearing
Ask your employer to convene a hearing on this matter and allow you to present scientific evidence that the flu vaccine (or other mandated vaccine) is not appropriate for a mandate since all vaccines have known adverse reactions and contraindications listed in their package inserts. If necessary, convene the hearing at a place outside your work site.

Become Active

http://nvicadvocacy.org/members/Home.aspx

Influenza vaccination exemptions should be for HCP with valid medical contraindications to vaccinations, or religious and/or personal objections and a signed declination statement that indicates the HCP has been educated regarding influenza, is aware of the risk and benefits of influenza vaccination, has been given the opportunity to be vaccinated with the influenza vaccine at no charge, and can receive the influenza vaccine in the future at no charge to the HCP.

Note, there is help with religious exemption letters here: http://vaclib.org/links/religion.htm.

And some science information on the flu vaccine is here: http://vaclib.org/basic/fluindex.htm