- Iowa needs to do a lot better to protect against mandates
Disregarding standard longevity trails, comment periods and complications and contraindications that would have mitigated against approval of actual vaccines, the FDA “approved” Pfizer Covid 19 mRNA injections moving them (and likely those produced by others) from “emergency approval” status to “approved”. The action may be seen as taking away an argument from people concerned about safety who have used the experimental status of mRNA manipulations as one argument against the ability of employers, schools, retailers and any entity with the mindset to require that employees or patrons have the shot, as in “no shot – no job – no service”.
While we think it still has validity medically, ethically and rhetorically — relying on the experimental status as a legal objection will now need refinement. The links and excerpts below in some cases will need to be updated to reflect what was a done deal given that the fox was guarding the chicken house, however core elements of the argument remain.
Disclaimer: Our comments should not be construed as objecting to all vaccines, the medical and ethical appropriateness of many, nor that we consider the mRNA injections being promoted and mandated are vaccines as properly understood. The comments and advice in the links set forth below and any links and information contained therein are your responsibility to investigate. Comments or links appearing here should not be construed as legal or medical advice. Consult your lawyers, physicians, clergy and/ or other advisers closer to your situation.
From PJ Media:
Fight Back: Here’s How People Are Legally Resisting Dystopian Diktats to Get a Covid Shot or Be Fired
From The KaiserFamily Foundation (no friend of many of our sentiments regarding health care delivery):
The extent to which states and/or employers might adopt COVID-19 vaccine mandates remains an open question but could affect the distribution and uptake of vaccinations. This is likely to become a more prominent issue over time, as the need to vaccinate a large share of the U.S. population becomes more urgent in the face of variants and reluctance by some to get vaccinated, and if any of the vaccines which currently operate under emergency use authorization (EUA) are fully approved by the Food and Drug Administration (FDA). This issue brief explains the legal basis for vaccine mandates by the federal government, states, and private employers; highlights considerations for mandates while COVID-19 vaccines are subject to an EUA; and discusses mandate exemptions based on disability or religious objection. Key takeaways include the following:
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- The federal government’s authority to institute a general vaccine mandate is unclear, and has not yet been tested in the courts, though it is likely limited at best.
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- States’ authority to mandate vaccines to protect public health is well-established. Currently, all states require vaccines for school attendance, while state vaccine requirements for health care workers vary. More generally, though, states do not use mandates for adult vaccination and have thus far said they are not mandating COVID-19 vaccination
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- Some private employers require influenza vaccines for employees in health care settings, unless prohibited by state law, and some employers and universities have already instituted mandates for COVID-19 vaccination for employees and/or students; at the same time, several states have sought to limit their ability to do so.
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- More generally, however, it is unclear whether COVID-19 vaccines can be mandated while operating under an EUA, and courts have not yet ruled on this issue.
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- When in place, under federal law, vaccine mandates may be subject to exemptions based on disability or religious objection.
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As COVID-19 vaccination efforts progress, it will be important to monitor any changes in government or employer policy as well as public opinion on vaccine mandates
Situation in Iowa – a weak or unclear bill passed and is in effect that possibly prevents vaccine passports but may not prevent employer mandates regarding employees
From KCCI Updated: 10:23 PM CDT Aug 1, 202
Can Iowa employers mandate COVID-19 vaccinations?
National Law Review:
Can Employers Make COVID-19 Vaccinations Mandatory?
Des Moines Register
Gov. Kim Reynolds signs law limiting use of ‘vaccine passports’ in Iowa
Given current law and the political lay of the land states need to be in the forefront and aggressive in protecting against ineffective COVID -19 mandates that impinge on the health and conscience of patrons and workers, not to mention the economy.
Can Employers Require Workers to Get a COVID-19 Vaccination?
The federal Equal Employment Opportunity Commission has said employees could be barred from the workplace if they refuse the vaccine, but workers do have some options
R Mall
This V’PAC article to be expanded
