HERE WE GOOOOO !

If I were a Business Owner who fired an employee for not getting the vaxx or worse who forced the vaxx on an employee who then got “serious side effects”…I don’t think I would be sleeping too well for the next um…decade or so .

On the other side …If I had a bright High school graduate grandchild wondering which occupation to go for…Screw Medicine…LAW baby…LAW

……….

From JC.

Yesterday, the Miami Herald ran a fascinating story headlined, “Florida worker wanted religious exemption from COVID shot. She was fired instead, feds say.”

Generally speaking, any employee who wants to sue their employer for violating their federal rights, such as their religious liberty rights guaranteed by Title VII, must first submit their claim to the EEOC. The EEOC has three options: it can file its own suits against the employer, it can deny the employee’s right to sue as frivolous, or it can issue a “right to sue” letter allowing the employee to file her own lawsuit.

Throughout the pandemic, the EEOC — headed by Biden-appointed officials — was remarkably neutral. In most cases, the EEOC relatively quickly issued “right to sue” letters for nearly all the employees we filed claims for. This was in stark contrast to the alternative, Florida-based Human Rights Commission, which usually denied employees’ rights to sue, so we stopped submitting claims to them.

Neither agency ever pursued a case itself, until now.

In what might be the very first federal case, the EEOC sued Hank’s Furniture, a small Arkansas retailer with stores in four states including Florida. The EEOC’s lawsuit alleged that a Pensacola employee submitted her religious exemption request for the shots, but Hank’s managers just sent her some pro-jab web links and told her that nobody was getting a religious exemption, period.

Hank’s later fired the employee after she refused to be vaccinated.

Now Hank’s finds itself squarely in the federal government’s crosshairs. EEOC attorney Marsha Rucker said the suit against the furniture seller “should remind employers they must communicate with employees requesting accommodation for religious beliefs and try to accommodate those beliefs whenever reasonably possible.”

For a five-location furniture retailer, a federal lawsuit like this probably feels worse than long monkeypox. This is only going to hurt for a long time.

In a second EEOC lawsuit, the agency sued insurance giant United Healthcare on behalf of a remote employee whose religious exemption request was also denied, without any reason given. After being put on leave without pay, she was finally fired in January, 2022, for not getting the shot.

Ruh-roh. It’s almost 100% certain United will cave and pay her in a quick settlement. The insurance carrier can’t afford to make precedent, and probably will do anything to avoid letting the feds get into their emails.

It’s remarkable that the EEOC’s lawyers are now prosecuting these lawsuits. It also opens the floodgates for private attorneys to do the same thing. I’ve long predicted the covid lawsuits would dwarf the tobacco suits and this could be the first wave. Small businesses who thought they’d be protected by the feds are about to learn the hard way what fickle allies the political agencies can be.