Search Results for: no jab no job

Australian Rules Footballer Quits the Game Following the League’s ‘No Jab, No Job’ Policy

Australian rules footballer Liam Jones (pictured) has announced his retirement from the game in preference to getting double-jabbed, after the Australian Football League adopted a ‘No Jab, No Job’ policy. Jones has terminated his contract worth around 500,000 AUD per year. The Mail Australia has more.

The team had been in talks with Jones after he expressed hesitancy about taking the Covid vaccine.

But he refused to change his stance and get vaccinated, despite the AFL’s ‘no-jab, no-play’ policy. 

“I wish to announce my retirement from AFL football effective immediately,” Jones said in a statement on Sunday.

“I want to take this opportunity to thank all who have supported me throughout my journey, both personally and professionally. 

“I love the game and I’ll miss my teammates.

“I hope that people respect my decision and privacy – neither myself or my management team will be making any further comment on the matter.”

Carlton Head of Football Brad Lloyd gave thanks to Jones for his time with the club.

“We have been in constant dialogue with Liam in recent months and allowing him the time he needed to make an informed decision regarding his playing career,” Lloyd said.

“Liam confirmed with us today that he has made the decision to retire, and his wish for the specific reasons of that decision to be kept private – as a club, we will be respecting that.

“We thank Liam for his seven years of service to the Carlton Football Club, he earned every part of the 161 games he played, which included a complete positional transformation in the middle of his career, that could have only been possible with supreme dedication and hard work.

“We wish Liam all the best for the next phase of his life,” said Lloyd.

Worth reading in full.

Sajid Javid Tells Care Home Workers to “Get Jabbed or Get Another Job”

The Health Secretary has doubled down on the ‘no jab no job’ policy for care home workers, following reports that more than half of care homes could be forced to sack staff because of the rule, saying that those who refuse to get vaccinated against Covid should “get out and get another job”. Dismissing the views of those who have chosen not to get vaccinated, he said ‘refuseniks’ simply “cannot be bothered” to join in with the roll-out. The Telegraph has the story.

The Health Secretary said he is not prepared to “pause” the requirement for care home staff to be fully-vaccinated by November 11th, amid concerns significant numbers of staff are reluctant to receive the vaccine.

The Government announced their decision to make vaccination compulsory for care home workers in August, a controversial move that sector and union leaders warned could lead to a “mass exodus” of staff.

Mr. Javid told the BBC Radio 4 Today programme: “If you work in a care home you are working with some of the most vulnerable people in our country and if you cannot be bothered to go and get vaccinated, then get out and go and get another job.”

He added: “If you want to look after them [care home residents], if you want to cook for them, if you want to feed them, if you want to put them to bed, then you should get vaccinated. If you are not going to get vaccinated then why are you working in care?”

Christina McAnea, Unison’s General Secretary, said: “Vaccination remains the way out of the pandemic. But coercing and bullying people can never be the right approach.”

Boris Johnson has defended the move, saying it was “only reasonable” to expect workers in a position of care to be vaccinated.

The Prime Minister said: “I think that it’s only reasonable to expect people who are entrusted with the care of elderly and vulnerable people to be inoculated against a disease which is particularly harmful to elderly and vulnerable people.”

Worth reading in full.

‘No Jab, No Job’ Policy Could Force Some Care Homes to Close, Warns Union

Forcing care homes to sack staff who choose not to get vaccinated will create a staffing crisis that could put homes at risk of closing, warns Unison as the Government seems set to march on with its plans. “Staff… say they are heartbroken to have to leave the jobs they love,” says the union, the largest in social care. “However, many feel totally undervalued and bullying is the last straw for them.” GB News has the story.

Unison said ministers were “sleepwalking” into a disaster, and revealed an exodus of staff had already begun.

The union said the controversial mandatory vaccination rule for England was pushing thousands of workers to the brink of quitting care work ahead of the September 16th deadline to get their first vaccination or face losing their job.

Mandatory vaccination has been a “massive distraction” from the job of caring for people, diverting time and resources from employers and the Government, said Unison.

General Secretary Christina McAnea said: “Minister have been told repeatedly that using force instead of persuasion will fail, but they’ve not listened and now their ill-considered policy is backfiring. …

“The Government must scrap the ‘no jab, no job’ rule now. Widespread care home closures could be the consequence if they ignore the warnings.”

Worth reading in full.

‘No Jab, No Job’ Policy Introduced for NSW Teachers

Teachers in New South Wales (NSW), Australia, will be sacked if they choose not to get vaccinated against Covid, the State Government has announced, as part of its plan to reopen schools from October. The Mail Australia has the story.

The plan will enforce mandatory vaccination for all teaching staff by November 8th, as schools begin a staggered return to face-to-face education from October 25th.

A NSW Department of Education survey revealed almost 70% of staff had received at least one dose of the vaccine, with 40% double jabbed.

But one in 10 workers said they were not booked in or planned to get immunised within the next month.

In a webinar video seen by Daily Mail Australia, Secretary of the NSW Department of Education Georgina Harrison warned staff about the mandatory jab requirement.

“It will mean under the public health order that they (teachers) are lawfully unable to work for us, and we will have to look at measures such as leave without pay until someone could get vaccinated, or possibly terminating their employment because it will be a requirement of employment,” Ms. Harrison said.

“This is a really significant and serious step, it has not been taken lightly. Know that it has been taken on the very best health advice about what will protect our whole school community the best as we plan for return.”

The move has outraged One Nation leader Mark Latham, who took to Twitter in a fury on Saturday to criticise the vaccination mandate.

“NSW Department of Education employs 100,000 people. Staff survey shows 10% do not plan to be vaccinated,” he wrote.

“Under yesterday’s mandatory vaccination announcement up to 10,000 are to be sacked by November. How can this be the policy when Covid is not a high-risk illness for children?”

Worth reading in full.

Fiji Government Announces “No Jab, No Job” Policy

In Fiji, you might not be paid to get vaccinated against Covid, but you are likely to lose your source of income if you don’t. The Fijian Government has warned all workers that they won’t be able to work if they don’t get ‘jabbed’. The Guardian has the story.

The Prime Minister, Frank Bainimarama, said in a televised address on Thursday night that employers and employees in the private sector should receive at least one dose of vaccine by August 1st.

“It does not matter if you are the CEO of a company, a sole trader or a salaried employee, you must be vaccinated to continue working or else that business will risk being shut down. No jabs, no job – that is what the science tells us is safest and that is now the policy of Government and enforced through law,” he said.

Civil servants will be directed to take leave if they do not get a first jab before August 15th, and they are expected to be fully vaccinated by November 1st or face dismissal.

The ramping up of the vaccination campaign also includes spot fines ranging from $20 to $4,000 for breaching any of more than 20 offences outlined in public health regulations.

Bainimarama said: “The good news is that the coronavirus vaccines are working and we are deploying them quickly. The AstraZeneca vaccine which we are administering in Fiji does very well. It has been shown to offer 92% protection against hospitalisation from the Delta variant of Covid-19 present in the country.

“With other, potentially deadlier variants spreading around the world, including the highly contagious Lambda variant next door in Australia, we cannot afford to waste time getting vaccinated and getting back the lives and livelihoods we know and love. These simple measures slow the spread and prevent more cases of severe disease and death.” …

The Fiji Trades Union Congress previously encouraged all workers to be vaccinated but maintained that the law must protect anyone exercising their right not to get the jabs.

Worth reading in full.

‘No Jab, No Job’: Can Healthcare Staff be Coerced Into Getting Vaccinated?

We’re publishing an original piece today by Dr Niall McCrae, a mental health practitioner and trade union rep, about what health care workers can do to resist if they’re told by their employers that they have to have a Covid vaccine as a condition of continuing to be employed. He says there are three areas in which they can push back: proportionality, safety and equity. Here’s an extract from the section on equity:

The employer should not engage in discriminatory practice. If a vaccine requirement is introduced, the first task of the worker is to check her employment contract: does it give the employer the right to impose medical interventions on staff? For any change of contract, both parties would need to agree and sign. If summoned to a meeting, the worker should ask the manager to confirm the employer’s position:

* If an employee has a legitimate reason to refuse the vaccine, will this be accepted?
* If the employer demands that an employee takes the vaccine against her will, under threat of dismissal, would that be coercion (and breach of contract)?

The employer/manager may believe that vaccines can be mandated, but this is not necessarily so. While the Government is considering changing the law to enable employers to insist on vaccination of care staff working with vulnerable people, under current legislation this could be deemed unlawful. Compulsion could be experienced as intrusive or bullying. Also, it is arguably discriminatory in terms of sex and race, as women and workers of black/minority ethnicity are disproportionately affected by mandatory vaccination policies.

Worth reading in full.

‘No Jab, No Job’: Can Healthcare Staff be Coerced Into Getting Vaccinated?

by Niall McCrae

Mandatory vaccination for staff in elderly care homes has been suggested by the Government in response to the COVID-19 pandemic. However, employers introducing a ‘no jab, no job’ policy are treading on thin ice, as legal action could be taken agains them for coercing staff to take a vaccine, particularly if any harm is caused. The majority of healthcare workers are women of childbearing age, a group on which the Covid vaccines have not been properly tested. Furthermore, a significant proportion of this workforce is composed of people who belong to ‘vaccine hesitant’ minorities.

Ordinarily, no workers should be forced into a medical intervention that they do not want. Mandating vaccination is ethically problematic, particularly for products approved under emergency provisions, before testing is complete. The final experimental phase for COVID-19 vaccines is being conducted with billions of people effectively acting as trial participants. With strong pressure by the Government and employers, consent might not be freely given or informed.

As a registered mental health practitioner, I sat on a NHS ethics committee for 11 years, and for four years I managed a major clinical trial. Recently, I became a trade union representative and already I am dealing with several cases of grievance and disciplinary action arising from a reluctance by health care workers to take one of the Covid vaccines.

A member of staff who does not want the vaccine will find herself in a difficult position. Most if not all of her colleagues will have complied, and she will be pressured to comply herself. Few workers have the strength to resist the full force of management, with minimal support from colleagues (they had to take it, so why shouldn’t she?).

The employer may insist that vaccination is a reasonable requirement, but the worker (or her representative) can challenge this on evidential and ethical grounds: is it proportionate, equitable and safe?

Proportionality

To insist that health care staff get vaccinated, there should be sufficient evidence of its effectiveness. After decades of trying, no successful vaccine for coronaviruses was developed before the current pandemic. Influenza vaccines, widely taken by the elderly, are not required for care home staff, partly because of their limited protection against the unpredictable influenza strains. COVID-19 vaccines could be ineffectual against future mutations of the virus and protection against existing strains is not guaranteed.

Asking your manager questions about the efficacy of the vaccine he or she wants you to take will show whether they have made a critical appraisal, rather than simply treating the official narrative as the infallible truth. The worker or representative should use respected sources to correct any misunderstanding or error, including Government data from the Covid vaccine trails showing that there is no conclusive evidence that the vaccines stop people becoming infected or infecting others, as opposed to just reducing the severity of the disease. Healthcare should be a domain of evidence-based practice and balanced risk assessment.

Safety

Informed consent is a necessity for medical treatment, particularly for a vaccine that has been brought to market as quickly as the Covid vaccines. The UNESCO Universal Declaration on Bioethics and Human Rights states:

Any preventive, diagnostic and therapeutic medical intervention is only to be carried out with the prior, free and informed consent of the person concerned.

An important aspect of consent is awareness of the potential hazards. From an ethical perspective, the employer’s risk assessment should not only relate to staff not being vaccinated, but also to the risk from taking the vaccine. The employer or representative may ask the manager the following questions:

  1. What is the short-term safety profile – are there any reported risks?
  2. What is the long-term safety profile – has testing shown this yet?
  3. Are women of childbearing age required to take the vaccine, or women intending to have a child, or during pregnancy? Does the risk vary according to which vaccine we’re talking about?
  4. Will the employer accept liability for any serious adverse reactions, having demanded that an employee take it?

Longer-term safety is unknown because these vaccines remain experimental. The rapid development was impressive, but it is not possible to compress time; the Pfizer trial will not be completed until 2023. For short-term safety, the employee should refer to the Yellow Card reporting system, run by the Medicines and Healthcare Products Regulatory Authority (MHRA). This was introduced in 1964 after the thalidomide disaster. Initially for submission by doctors, reports can now be made directly by members of the public; this is important as those prescribing the vaccine may be reluctant to report adverse outcomes.

The MHRA accepts that probably less than 10% of adverse events are reported to the Yellow Card system, so any data aggregates are underestimates. Noteworthy here are potential conflicts of interest, given that the MHRA receives substantial funding from vaccine producers and vaccine promoters (the Bill & Melinda Gates Foundation, for instance), and from close collaboration with the Government in its COVID-19 policy. Compared with other European regulators, the MHRA was slow to find the blood clotting problem with the AstraZeneca vaccine.

Nonetheless, the Yellow Card reports on the COVID-19 vaccines show thousands of serious adverse events occurring soon after the jab. In the data to April 14th, 88 foetuses were lost after the mother’s vaccination, the vast majority miscarriages (83 miscarriages, five still births). The true figure may be higher, as distressed women may not report what has happened to them. Correlation is not causation, but women who are pregnant, or who want to have a baby at some point, should be aware of the Yellow Card reports.

The longer-term effects on reproductive and natal health are not known, but in a joint statement by the Royal College of Obstetricians & Gynaecologists and the Royal College of Midwives, Edward Morris used the future tense to declare there was “no evidence to suggest that COVID-19 vaccines will affect fertility” (he did not explain that this is because the trials are incomplete). On the precautionary principle, the employer should excuse any employee with concerns about their own health or ability to have a family.

Equity

The employer should not engage in discriminatory practice. If a vaccine requirement is introduced, the first task of the worker is to check her employment contract: does it give the employer the right to impose medical interventions on staff? For any change of contract, both parties would need to agree and sign. If summoned to a meeting, the worker should ask the manager to confirm the employer’s position:

  1. If an employee has a legitimate reason to refuse the vaccine, will this be accepted?
  2. If the employer demands that an employee takes the vaccine against her will, under threat of dismissal, would that be coercion (and breach of contract)?

The employer/manager may believe that vaccines can be mandated, but this is not necessarily so. While the Government is considering changing the law to enable employers to insist on vaccination of care staff working with vulnerable people, under current legislation this could be deemed unlawful. Compulsion could be experienced as intrusive or bullying. Also, it is arguably discriminatory in terms of sex and race, as women and workers of black/minority ethnicity are disproportionately affected by mandatory vaccination policies.

Gill Walton, chief executive of the Royal College of Midwives, advised midwives in the joint statement with RCOG that “the decision whether to have the vaccine is your choice”. Unison general secretary Christina McAnea remarked that “forced vaccinations are the wrong way to go, and send out a sinister and worrying message”. Forcing staff to be vaccinated will cause “resentment and mistrust”, according to the Royal College of General Practitioners. The Royal College of Nursing, in a statement encouraging nurses to take the vaccine, advised:

There are various concerns about mandating vaccines. Staff vaccination should not be used as part of staff contracts, it should not be a condition of employment, linked to terms and conditions of employment or to pay.

Summary

For an employer to make vaccination a condition of continued employment is controversial. The COVID-19 vaccines are experimental, we’re still learning about their short term adverse effects and their long-term safety profile is still unknown. The employer could be held liable for any adverse reactions, due to forcing staff to take it. Mandatory vaccination is not a reasonable requirement: it is a discriminatory, disproportionate and possibly dangerous employment practice. Employees refusing the vaccine should have their autonomy respected and not be victimised by their employers.

Dr Niall McCrae is a rep for the Workers of England Union and a mental health ethicist.

Companies Could Enforce ‘No Jab, No Job’ Under Government’s Vaccine Passport Plans

Vaccine passports could be used by companies to ban people who have not been vaccinated from working for them, according to Government sources. Ministers are reportedly “resigned” to the fact that some bosses will enforce a ‘No Jab, No Job’ rule. This news comes alongside reports of the Government attempting to stem the growing concern among MPs about vaccine passports by adding a “sunset clause” to plans which would impose a time limit on the scheme. The Times has the story.

Vaccination passports could be imposed on the public for less than a year, according to plans being drawn up by Downing Street to head off a Tory revolt.

Boris Johnson will give the green light on Monday to the development of a system of “vaccine certification” as he looks to reinvigorate the economy. …

A senior Government source has… said that ministers were “resigned” to the fact that companies will be able to bar people who have not been vaccinated from working for them under plans for vaccine passports. The source said they would not legally be able to stop companies from demanding them as a condition of employment.

A number of UK companies have already made it clear that people will not be able to work for them unless they have been vaccinated against Covid – Pimlico Plumbers being one of the most widely reported examples. A recent survey – cited in the Times – found that over 50% of managers favour refusing work for those who have not been vaccinated.

The Chartered Institute of Management conducted a survey recently that found that more than half of managers wanted to make coronavirus vaccinations mandatory for staff returning to work. Unions oppose the approach.

Although ministers have been clear that they will not make certificates mandatory for offices, there are no plans to forbid bosses from establishing their own schemes.

Worth reading in full.

Test and Trace Boss Tells Public Not to Socialise Unless Necessary

In an interview on BBC Radio 4’s Today Programme, Dr. Jenny Harries, the Chief Executive of the U.K. Health Security Agency as well as the Head of the NHS Test and Trace scheme, said that the public must not attend social gatherings if they “don’t particularly need to” in order to restrict the transmission of the Omicron variant. Harries also called on all those eligible to receive booster jabs to go and get one and play their part in the fight against Covid. WalesOnline has the story.

Dr Jenny Harries, Chief Executive of the U.K. Health Security Agency (UKHSA), told BBC Radio 4’s Today programme that people could do their bit by reducing the number of social contacts they have.

She said that even if our “vaccines appear to be effective, but we find that the variant is more highly transmissible, having lowish grade infection, but in very large numbers of the population, (it) could still be a significant impact on our hospitals.

“And of course, our behaviours in winter and particularly around Christmas we tend to socialise more so I think all of those will need to be taken into account.”

Asked about working from home, she said: “We’ve seen that not everybody has gone back to work and I’d like to think of it more in a general way, which is if we all decrease our social contacts a little bit, actually that helps to keep the variant at bay.

So I think being careful, not socialising when we don’t particularly need to and particularly going and getting those booster jobs which, of course, people will now be able to have at a three-month interval from their primary course.

Worth reading in full.

Stop Press: As of today, the Government has brought back mask mandates to a wide array of public settings. A full list can be found here.

Stop Press 2: The crackdown on non-mask wearers on the London tube has begun. MailOnline has more.

Stop Press 3: The Government has rebuked Dr. Harries and distanced itself from her remarks. According to the Telegraph:

Boris Johnson insisted “we’re not going to change the overall guidance, we don’t think that’s necessary”, when he was asked about comments by Dr. Jenny Harries, the Chief Executive of the U.K. Health Security Agency, who had urged people to avoid socialising “unless you need to” in the run up to Christmas.

Downing Street also heavily distanced itself from her remarks, with the PM’s official spokesman stressing: “It’s not our advice to the public currently. You’ll know the measures we set out at the weekend. The UK HSA is an arms-length body of Government, and Jenny Harries provides advice to the Government, she is not a Government minister. The public should follow the guidance as set out by the Government and indeed the Prime Minister at the weekend.

Florida Governor Calls Special Legislative Session to Defeat Vaccine Mandates

Florida Governor Ron DeSantis (pictured) has called a special legislative session in which lawmakers will try to effectively outlaw vaccine mandates (whether they are imposed by private businesses or local governments) throughout the state. In particular, the session will likely revolve around the discussion of four bills that would increase the fines on companies and government agencies which introduce mandatory vaccination measures. The Guardian has more.

The special legislative session will be about “a combination of policy and politics”, said Aubrey Jewett, a Political Science Professor at the University of Central Florida, adding that DeSantis is following Trump’s lead in being staunchly against mask and vaccine mandates.

According to an agenda released by the Governor’s office, a body of legislators dominated by Republicans will consider four bills to impose penalties on businesses and local governments that require workers to be vaccinated against Covid.

“No cop, no firefighter, no nurse, nobody should be losing their job because of these jabs,” DeSantis said in a media release, echoing a previous plea for first responders from other states to relocate to Florida if they do not wish to be vaccinated by mandate.

“We’re going to be striking a blow for freedom,” DeSantis said.

Resistance to vaccine mandates and other public health measures to combat Covid has spread in Republican states and among Republican politicians using it to buttress their pro-Trump bona fides and attack the Biden administration.

By Sunday, the U.S. had recorded nearly 763,000 deaths from Covid, out of more than 47 million cases. Florida has recorded the third-highest state death toll, with more than 62,600, behind only California and Texas. Around 58% of the population is fully vaccinated.

On Friday, a conservative federal court in New Orleans refused to lift a stay it imposed on a Biden administration rule which says businesses with 100 or more employees must insist on vaccinations or masks and regular testing from January 4th.

The administration has said it is confident the rule is legal and will ultimately prevail.

DeSantis has railed against vaccine mandates but is vaccinated himself, according to media reports.

Worth reading in full.