OSHA Changes Rule to Cover Up Vaccine Injuries


Dr. Joseph Mercola posted yesterday (11/3/21) on how the U.S. government – which used to work for WE THE PEOPLE – is constantly changing rules to hide mRNA jab injuries and to prevent WE THE PEOPLE from having legal recourse when the now voluminous mRNA jab injuries occur. The article focus is fraudulently elected Biden EO to force private businesses with 100+ employees to be mandated to jab with OSHA providing a pass to jab injuries.

Yet fascinatingly, Dr. Mercola leads off with a roughly 10-minute video of Kim Iverson covering the massive peoples protesting Jab Mandates in Europe and Australia even with BRUTAL police enforcement trying to disperse protestors. Iverson sadly points to the lack of Jab Mandate protests in the USA surmising Americans have become more accustomed to AUTHORITARIAN RULE with an accommodating SHEEPLE CLASS. I found the report VERY sad and disturbing for America’s future as the Land of Liberty.

JRH 11/4/21

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OSHA Changes Rule to Cover Up Vaccine Injuries

Analysis by Dr. Joseph Mercola

November 3, 2021

Mercola.com [Mercola website posts have a 48-hour lifespan sadly due political persecution.]

Youtube VIDEO: Kim Iversen: VIOLENT Protests Show The World Is OVER Covid Mandates

[Posted by The Hill

No date

Kim Iversen details the protests against vaccine mandates taking place worldwide. MORE TO READ]

STORY AT-A-GLANCE

  • The U.S. Occupational Safety and Health Administration (OSHA) has amended its injury recording rule in a way that will hide the true extent of the damage that the COVID jab mandate will have on the American workforce
  • According to OSHA rules, employers must record and report work-related illnesses, injuries and fatalities. This recording requirement initially also applied to adverse reactions suffered by employees who had to get the COVID shot as a requirement for employment. This rule was changed in late May 2021
  • OSHA will not enforce the recording requirement if the injury or fatality involves the COVID jab, even if required for employment. The nonenforcement will remain through May 2022. With this change, OSHA is covering up vaccine injuries — and hindering workers from seeking workers’ compensation
  • Meanwhile, federal employees required to get the COVID jab will be eligible for compensation for injuries through the Federal Employee’s Compensation Act (FECA)
  • Having large numbers of injury reports can raise a company’s insurance costs. However, if OSHA is going to require all employers with 100 or more employees to implement vaccine mandates, then companies will be in the same boat and none will be at a particular disadvantage, so OSHA really needs to change its recordability guidance back

As reported by Kim Iversen above, around the world people are gathering for massive protests against COVID shot mandates. In mid-September 2021, Italy became the first European country to announce the implementation of mandatory COVID-19 health passes (so-called “Green Pass”) for all workers, both public and private.

The Italian mandate took effect October 15, 2021. Residents have been protesting in the streets for months on end and there’s no sign of them letting up. Demonstrations are also taking place in The Netherlands, Switzerland, Luxembourg, Greece, Romania, Slovenia, Australia and France.

Even in Israel, mass protests are now taking place as it was announced Israeli’s will lose their health pass privileges unless they get a third booster shot six months after their second dose. New York City has also seen large protests in the wake of its vaccine requirement for restaurants and other public venues.

Leaders Turn a Blind Eye

Yet, despite massive protests, the push for vaccine mandates and vaccine passports that will create a two-tier society continue unabated. With few exceptions, world leaders are simply turning a blind eye and a deaf ear to the fact that their residents want nothing to do with their new world order.

At the same time, government agencies charged with keeping us safe are doing the complete opposite. That includes the Occupational Safety and Health Administration (OSHA), which President Biden has placed in charge of enforcing his unconstitutional edict that private companies with 100 employees or more must make COVID “vaccination” a requirement for employment or face fines of as much as $700,000 per incidence.1

OSHA will issue the mandate for employers as an emergency temporary standard (ETS), but as of this writing, no official mandate has actually been issued.

According to an October 18, 2021, report by PJ Media,2 OSHA has sent a draft to the Office of Management and Budget (OMB) for review. Since it’s being issued as an ETS, there will be no public comment period.

Once the OMB review is finalized, the vaccination rule will be published. Only then will the mandate actually go into effect. That said, OSHA has already amended an already existing rule in a way that will hide the true extent of the damage that this mandate will have on the American workforce.

OSHA Rule Change Covers Up Vaccine Injuries

According to OSHA rules (29 CFR 19043), employers must record and report work-related illnesses, injuries and fatalities, whether the employer was at fault or not. As reported May 26, 2021, by employment law firm Ogletree Deakins,4 this recording requirement initially also applied to adverse reactions suffered by employees who had to get the COVID shot as a requirement for employment.

The original guidance stated that employers were required to record an employee’s adverse reaction to the COVID jab if the shot was a) work-related, 2) a new case under 29 C.F.R. 1904.6 and 3) met one or more OSHA general recording criteria set out in 29 C.F.R. 1904.7. OSHA specified that an adverse reaction to the jab would be considered “work-related” if the shot was required for employment.

Then, in late May 2021, OSHA suddenly revoked this guidance, saying it will not enforce the recording requirement if the injury or fatality involves the COVID jab, even if required for employment. The nonenforcement will remain in place through May 2022, at which time the agency will reevaluate its position.

Why would they remove the requirement to record and report vaccine injuries incurred as a result of a vaccine mandate? According to OSHA, the agency is “working diligently to encourage COVID-19 vaccinations,” “does not wish to have any appearance of discouraging workers from receiving COVID-19 vaccination, and also does not wish to disincentivize employers’ vaccination efforts.”5,6 As reported by Ogletree Deakins:7

“There is no doubt that OSHA’s guidance created a disincentive for employers to mandate that their employees get vaccinated. With a mandatory vaccination policy, the guidance ensured that employees’ adverse reactions (with arguably little correlation to actual work-related injuries) could end up on a company’s OSHA recordkeeping logs — which could, in turn, negatively affect its insurance rates and, in some industries, its ability to bid for work.”

What Ogletree fails to address is that by not enforcing this recording requirement for COVID jab injuries, OSHA is intentionally covering up the ramifications these vaccine mandates might have on employees’ health. Meanwhile, employers are still required to record and report COVID-19 infections and COVID-19 deaths among their employees.

Federal Employees Get Special Treatment

In related news, federal employees must be fully “vaccinated” by November 22, 2021, or face the unemployment line. While coercion of this nature is abhorrent under any circumstance, federal employees at least get special treatment if they’re injured by the required jab. As reported by Stacey Lennox for PJ Media:8

“… October 1, 2021, the Federal Employee’s Compensation Act (FECA) issued a bulletin regarding coverage for vaccine injuries.9 FECA did not traditionally cover preventative measures and any resulting illness or injury. As of September 9, 2021, when President Biden announced the federal mandate, adverse reactions to COVID-19 vaccination are covered.”

As indicated in FECA Bulletin No. 22-01, dated October 1, 2021:10

“… this executive order now makes COVID-19 vaccination a requirement of most Federal employment. As such, employees impacted by this mandate who receive required COVID-19 vaccinations on or after the date of the executive order may be afforded coverage under the FECA for any adverse reactions to the vaccine itself, and for any injuries sustained while obtaining the vaccination.”

“This bulletin is an interesting turn of events given previous OSHA guidance to private employers,” Lennox writes.11 Indeed, while OSHA is selectively choosing to hide the vaccine injuries of private employees, federal employees will have access to financial compensation for their vaccine injuries, over and above the Countermeasures Injury Compensation Act (CICP).12

Who Will Pay for Private Employees Injured by the Jabs?

On the whole, it’s clear that private employees will be at a distinct disadvantage in terms of compensation. If their employer requires them to get the jab to keep their job, and they get injured by it, the only recourse they have is to file a CICP claim, which is near-impossible to get. By not requiring companies to record vaccine injuries, it effectively shuts down the path for an employee to seek worker’s compensation if they’re injured by a mandated COVID jab.

“While OSHA recordability does not govern worker’s compensation, after managing both for several employers, I have never seen a compensable injury that is not OSHA recordable,” Lennox writes.13

As for CICP, in its 15-year history, it has paid out fewer than 1 in 10 claims.14,15,16 It also offers rather limited help, as you first have to exhaust your personal insurance before it kicks in to pay the difference.

Even if they can get it, CICP awards are likely to be a drop in the bucket for most people. The average award is $200,000, and compensation for fatalities are capped at $370,376.17 Meanwhile, you can easily rack up a $1 million hospital bill if you suffer a serious thrombotic event.18

“Private sector employees deserve the same protection as federal employees in the face of mandatory vaccines. The mandates will put a severe risk between them and their ability to earn a living for some people … If employers don’t want the liability, they should fight the mandate. ~ Stacey Lennox, PJ Media”

Perhaps most egregious of all, it’s your responsibility to prove your injury was the “direct result of the countermeasure’s administration based on compelling, reliable, valid, medical and scientific evidence beyond mere temporal association.”

In other words, you basically have to prove what the vaccine developer itself has yet to ascertain, seeing how you are part of their still-ongoing study. You must also pay for your own legal help and any professional witnesses you may need to support your claim.

Union Workers Now Have Another Bargaining Chip

The fact that federal workers who are injured by the mandated COVID jabs will be covered by FICA now gives unionized employees a new bargaining chip though. As noted by Lennox:19

“Without the OSHA ETS, unions would have bargained about having a vaccine mandate as a term or condition of employment at all. Now, unions should still have an opportunity for effects bargaining to ensure their members are covered if they sustain a vaccine injury.”

Recordability Guidance Must Be Changed Back

As mentioned earlier, the OSHA requirement to record vaccine injuries was scrapped because it disincentivized employers to mandate the shot. Having large numbers of injury reports can raise a company’s insurance costs. However, if OSHA is now going to require all employers with 100 or more employees to implement vaccine mandates, then most companies will be in the same boat.

Since no employer will be at a particular disadvantage, OSHA really needs to change its recordability guidance back, Lennox says, adding:20

“Private sector employees deserve the same protection as federal employees in the face of mandatory vaccines. The mandates will put a severe risk between them and their ability to earn a living for some people.

If they [employers] cave, they should be liable just as every taxpayer is now liable for a vaccine injury to a federal employee. If employers don’t want the liability, they should fight the mandate.”

 Sources and References

1 Reuters September 13, 2021

2, 8, 11, 13, 19, 20 PJ Media October 18, 2021

3 OSHA 29 CFR 1904

4, 7 Ogletree.com May 26, 2021

5 OSHA FAQ Vaccine Related Questions

6 OSHA Protecting Workers, COVID-19

9 FECA Bulletin 2020-2024 (Archived)

10 FECA Bulletin No. 22-01 October 1, 2021

12 Congressional Research Service Legal Sidebar CICP March 22, 2021 (PDF)

14 Life Site News June 15, 2021

15 Insurance Journal August 14, 2020

16, 17 Insurance Journal December 29, 2020

18 The Defender June 2, 2021

The Truth About COVID-19” exposes the hidden agenda behind the pandemic, showing the countermeasures have nothing to do with public health and everything to do with ushering in a new social and economic system based on totalitarian, technocracy-led control. So, it’s not misinformation they fear. It’s the truth they want to prevent from spreading. Pick up a copy of this best-selling book today before it’s too late. -By Dr. Joseph Mercola

Disclaimer: The entire contents of this website are based upon the opinions of Dr. Mercola, unless otherwise noted. Individual articles are based upon the opinions of the respective author, who retains copyright as marked. The information on this website is not intended to replace a one-on-one relationship with a qualified health care professional and is not intended as medical advice. It is intended as a sharing of knowledge and information from the research and experience of Dr. Mercola and his community. Dr. Mercola encourages you to make your own health care decisions based upon your research and in partnership with a qualified health care professional. If you are pregnant, nursing, taking medication, or have a medical condition, consult your health care professional before using products based on this content.

If you want to use an article on your site please click here. This content may be copied in full, with copyright, contact, creation and information intact, without specific permission, when used only in a not-for-profit format. If any other use is desired, permission in writing from Dr. Mercola is required.

Author: oneway2day

I am a Neoconservative Christian Right blogger. I also spend a significant amount of time of exposing theopolitical Islam.

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