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  • Attn: Care home owner(s), manager(s), line manager(s) and any and all others classed as employees at your care home (below referred to as “You”.) PLEASE TAKE NOTE OF ALL POINTS RAISED AND PRESENT THIS WARNING TO YOUR PEERS AND COLLEAGUES FOR URGENT ACTION. SUMMARY 1. Requiring children in your care to have a COVID 19 vaccination may render You personally liable for damages for harm, injury, and/or death resulting from the vaccination, under contract law and/or tort. 2. Every human being has the right at common law to full, free and informed consent to any and all medical procedures and has the right to maintain bodily autonomy. Montgomery V Lanarkshire 2015, R Wilkinson V Broadmoor 2001 and Burton Hospitals NHS Trust 2017. 3. Forced or coerced medical procedures on the children in your care, without informed consent, may be sued in the ordinary way for the tort of battery, for which You would be personally liable. You may also be criminally liable. 4. If the children in your care develop any adverse reactions including, but not limited to, neurological problems, blood clots, blindness, nerve damage, deafness, autoimmune disease, anaphylaxis, anaphylactoid reactions, allergies, fertility complications or suffer any other form of harm, complication, or die as a result of being injected with a Covid 19 Vaccine THE MANUFACTURER IS DEVOID OF LIABILITY, and the maximum you MAY be entitled to claim from the Government is £160,000. 5. A University College London study has shown that even children with pre-existing health conditions have a 2 in 1 million or 0.0002% chance of dying from COVID-19. As many children in these facilities are special needs, there may be a misconception they are more at risk so hopefully the above will address that. 6. None of the Covid 19 Vaccines are APPROVED – each one has only TEMPORARY emergency use authorisation, and clinical trials do not finish until 2023. 7. There have been over one million (1,178,069) adverse reactions and 1,612 deaths to date with a probable link to the Covid 19 vaccination. Remember - You will have a personal liability under a large body of existing international law and domestic law, including enshrined common law rights, if you coerce children in your care to get vaccinated. If you are concerned about the children in your care being vaccinated, please take action before it is too late https://ukfreedomproject.org/campaigns/preventing-covid-19-vaccination-of-children/ EMPLOYEES – You are protected under a large body of existing international and domestic law, including enshrined common law rights, if you are coerced by your employer to inject children in your care or get vaccinated under threat of losing your job, please download the relevant letters and send to your employer and/or HR department immediately https://ukfreedomproject.org/campaigns/care-home-workers-mandatory-vaccination-letter/ FURTHER READING / INFORMATION Children’s Education https://usforthem.co.uk/ Local Area Support Groups https://www.thefreedomnetwork.co.uk/ Local Area Weekly Meetups https://astandinthepark.org/ Alternative Media https://www.ukcolumn.org/ The extremely high number of adverse events have prompted an open Letter to June Raine CEO of the MHRA advising immediate suspension of the C19 Vaccination programme. https://ukfreedomproject.org/resources/open-letter-to-dr-june-raine-chief-executive-mhra/  ☝️ Source: Unknown
  • Attn: Care home owner(s), manager(s), line manager(s) and any and all others classed as employees at your care home (below referred to as “You”.) PLEASE TAKE NOTE OF ALL POINTS RAISED AND PRESENT THIS WARNING TO YOUR PEERS AND COLLEAGUES FOR URGENT ACTION. SUMMARY 1. Requiring children in your care to have a COVID 19 vaccination may render You personally liable for damages for harm, injury, and/or death resulting from the vaccination, under contract law and/or tort. 2. Every human being has the right at common law to full, free and informed consent to any and all medical procedures and has the right to maintain bodily autonomy. Montgomery V Lanarkshire 2015, R Wilkinson V Broadmoor 2001 and Burton Hospitals NHS Trust 2017. 3. Forced or coerced medical procedures on the children in your care, without informed consent, may be sued in the ordinary way for the tort of battery, for which You would be personally liable. You may also be criminally liable. 4. If the children in your care develop any adverse reactions including, but not limited to, neurological problems, blood clots, blindness, nerve damage, deafness, autoimmune disease, anaphylaxis, anaphylactoid reactions, allergies, fertility complications or suffer any other form of harm, complication, or die as a result of being injected with a Covid 19 Vaccine THE MANUFACTURER IS DEVOID OF LIABILITY, and the maximum you MAY be entitled to claim from the Government is £160,000. 5. A University College London study has shown that even children with pre-existing health conditions have a 2 in 1 million or 0.0002% chance of dying from COVID-19. As many children in these facilities are special needs, there may be a misconception they are more at risk so hopefully the above will address that. 6. None of the Covid 19 Vaccines are APPROVED – each one has only TEMPORARY emergency use authorisation, and clinical trials do not finish until 2023. 7. There have been over one million (1,178,069) adverse reactions and 1,612 deaths to date with a probable link to the Covid 19 vaccination. Remember - You will have a personal liability under a large body of existing international law and domestic law, including enshrined common law rights, if you coerce children in your care to get vaccinated. If you are concerned about the children in your care being vaccinated, please take action before it is too late https://ukfreedomproject.org/campaigns/preventing-covid-19-vaccination-of-children/ EMPLOYEES – You are protected under a large body of existing international and domestic law, including enshrined common law rights, if you are coerced by your employer to inject children in your care or get vaccinated under threat of losing your job, please download the relevant letters and send to your employer and/or HR department immediately https://ukfreedomproject.org/campaigns/care-home-workers-mandatory-vaccination-letter/ FURTHER READING / INFORMATION Children’s Education https://usforthem.co.uk/ Local Area Support Groups https://www.thefreedomnetwork.co.uk/ Local Area Weekly Meetups https://astandinthepark.org/ Alternative Media https://www.ukcolumn.org/ The extremely high number of adverse events have prompted an open Letter to June Raine CEO of the MHRA advising immediate suspension of the C19 Vaccination programme. https://ukfreedomproject.org/resources/open-letter-to-dr-june-raine-chief-executive-mhra/  ☝️ Source: Unknown
  • COVID 19 VACCINATION MANDATES AT WORK ATTN: Business owner(s), manager(s), line manager(s) and any and all others classed as employees at your business (below referred to as “You”.) EMPLOYEES – You are protected under a large body of existing international and domestic law, including enshrined common law rights, if you are coerced by your employer to get vaccinated under threat of losing your job, please download the relevant letters and send to your employer and/or HR department immediately. https://ukfreedomproject.org/campaigns/challenging-vaccination-policies-at-work/ EMPLOYERS - You will have a PERSONAL liability under a large body of existing international and domestic law, including enshrined common law rights, if you coerce your staff to get vaccinated under threat of losing their job, please read the below carefully 1. Requiring your staff to have a COVID-19 vaccination in order to continue in their employment is a fundamental change to their contract of employment, which has to be agreed to by employer and employee, after an appropriate consultation process, under current UK employment law. If You fail to follow this process, you are liable for breaching employment law, and any dismissal or forced resignation of staff would be unfair, potentially automatically unfair, and a prohibited act of discrimination. 2. Requiring staff to have a COVID-19 vaccination in order to continue their employment may render You personally liable for damages for harm, injury, and/or death resulting from the vaccination, under contract law and/or tort. 3. Requiring staff to reveal their COVID-19 vaccination status breaches the Data Protection Act 2018 for which You are liable. 4. Requiring staff to reveal allergies or other medical information as to why they may be unable to have a COVID-19 vaccination breaches the Data Protection Act 2018, for which You are liable. 5. Requiring female staff to have a COVID-19 vaccination is likely to be indirect discrimination in breach of the Equality Act 2010, for which You are personally liable. 6. Requiring staff to have a COVID-19 vaccination in order to continue their employment discriminates against those with certain religious or philosophical beliefs that prevent them from having the vaccination. This is a breach of both the Equality Act 2010 and the Employment Equality (Religion or Belief) Regulations 2003, for which You are liable. 7. None of the vaccines have been tested on pregnant or breastfeeding women. There is therefore no data on impact on fertility, and transmission of the vaccine components to babies. Requiring young female workers to have a vaccination that has not been tested in this manner is putting them, their fertility, and current or future babies at undue risk, for which You may be personally liable for damages through a personal injury claim under contract law and/or tort. 8. Every human being has the right at common law to full, free and informed consent to every medical procedure, and has the right to maintain bodily autonomy. Montgomery V Lanarkshire 2015, R Wilkinson V Broadmoor 2001 and Burton Hospitals NHS Trust 2017. Forced or coerced medical procedures, without informed consent, may be sued in the ordinary way for the tort of battery, for which You would be personally liable. You may also be criminally liable. 9. As the proposed “The Health and Social Care Act 2008 (Regulated Activities) (Amendment) (Coronavirus) Regulations 2021” are in direct contravention of the Human Rights Act 1998, the Equality Act 2010, various employment law, and common law rights, they are likely to be challenged, and the legal status quo of every individual must therefore be maintained until such a challenge is resolved. If you are OPPOSED to the implementation of Vaccine Passports in social settings, please join a coalition of over 200 organisations and individuals working together against vaccine passports and digital ID’s. https://togetherdeclaration.org/ FURTHER INFORMATION Local Support https://www.thefreedomnetwork.co.uk/ Weekly Meetups https://astandinthepark.org/ Children/Parents https://usforthem.co.uk/ Alternative news https://www.ukcolumn.org/ Open Letter to June Raine CEO of the MHRA advising immediate suspension of the Covid Vaccination programme due to the large number od adverse reactions. https://ukfreedomproject.org/resources/open-letter-to-dr-june-raine-chief-executive-mhra/   ☝️ Source: Unknown
  • COVID 19 VACCINATION MANDATES AT WORK ATTN: Business owner(s), manager(s), line manager(s) and any and all others classed as employees at your business (below referred to as “You”.) EMPLOYEES – You are protected under a large body of existing international and domestic law, including enshrined common law rights, if you are coerced by your employer to get vaccinated under threat of losing your job, please download the relevant letters and send to your employer and/or HR department immediately. https://ukfreedomproject.org/campaigns/challenging-vaccination-policies-at-work/ EMPLOYERS - You will have a PERSONAL liability under a large body of existing international and domestic law, including enshrined common law rights, if you coerce your staff to get vaccinated under threat of losing their job, please read the below carefully 1. Requiring your staff to have a COVID-19 vaccination in order to continue in their employment is a fundamental change to their contract of employment, which has to be agreed to by employer and employee, after an appropriate consultation process, under current UK employment law. If You fail to follow this process, you are liable for breaching employment law, and any dismissal or forced resignation of staff would be unfair, potentially automatically unfair, and a prohibited act of discrimination. 2. Requiring staff to have a COVID-19 vaccination in order to continue their employment may render You personally liable for damages for harm, injury, and/or death resulting from the vaccination, under contract law and/or tort. 3. Requiring staff to reveal their COVID-19 vaccination status breaches the Data Protection Act 2018 for which You are liable. 4. Requiring staff to reveal allergies or other medical information as to why they may be unable to have a COVID-19 vaccination breaches the Data Protection Act 2018, for which You are liable. 5. Requiring female staff to have a COVID-19 vaccination is likely to be indirect discrimination in breach of the Equality Act 2010, for which You are personally liable. 6. Requiring staff to have a COVID-19 vaccination in order to continue their employment discriminates against those with certain religious or philosophical beliefs that prevent them from having the vaccination. This is a breach of both the Equality Act 2010 and the Employment Equality (Religion or Belief) Regulations 2003, for which You are liable. 7. None of the vaccines have been tested on pregnant or breastfeeding women. There is therefore no data on impact on fertility, and transmission of the vaccine components to babies. Requiring young female workers to have a vaccination that has not been tested in this manner is putting them, their fertility, and current or future babies at undue risk, for which You may be personally liable for damages through a personal injury claim under contract law and/or tort. 8. Every human being has the right at common law to full, free and informed consent to every medical procedure, and has the right to maintain bodily autonomy. Montgomery V Lanarkshire 2015, R Wilkinson V Broadmoor 2001 and Burton Hospitals NHS Trust 2017. Forced or coerced medical procedures, without informed consent, may be sued in the ordinary way for the tort of battery, for which You would be personally liable. You may also be criminally liable. 9. As the proposed “The Health and Social Care Act 2008 (Regulated Activities) (Amendment) (Coronavirus) Regulations 2021” are in direct contravention of the Human Rights Act 1998, the Equality Act 2010, various employment law, and common law rights, they are likely to be challenged, and the legal status quo of every individual must therefore be maintained until such a challenge is resolved. If you are OPPOSED to the implementation of Vaccine Passports in social settings, please join a coalition of over 200 organisations and individuals working together against vaccine passports and digital ID’s. https://togetherdeclaration.org/ FURTHER INFORMATION Local Support https://www.thefreedomnetwork.co.uk/ Weekly Meetups https://astandinthepark.org/ Children/Parents https://usforthem.co.uk/ Alternative news https://www.ukcolumn.org/ Open Letter to June Raine CEO of the MHRA advising immediate suspension of the Covid Vaccination programme due to the large number od adverse reactions. https://ukfreedomproject.org/resources/open-letter-to-dr-june-raine-chief-executive-mhra/   ☝️ Source: Unknown

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