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Vaccine Mandate Protest Letter

No authorship claim or copyright asserted...this letter just came to me in a bottle, and I have no idea who might have penned it, nor can I possibly vouch for it, and what you fine folks do with it is entirely in your own hands, as the Gentlemen of the Bar remind me I can proffer no general legal advice in the matter, and must officially disclaim proffering any such advice here...edit and excise as you see fit, amend and append as you desire, and claim authorship or anonymity as may best befit you...as always, as you wish...

Dear Boss,

Compelling any employee to take any current Covid-19 vaccine violates federal and state law, and subjects the employer to substantial liability risk, including liability for any injury the employee may suffer from the vaccine. Many employers have reconsidered issuing such a mandate after more fruitful review with legal counsel, insurance providers, and public opinion advisors of the desires of employees and the consuming public. Even the Kaiser Foundation warned of the legal risk in this respect. (https://www.kff.org/coronavirus-covid-19/issue-brief/key-questions-about-covid-19-vaccine-mandates/)

Three key concerns: first, while the vaccine remains unapproved by the FDA and authorized only for emergency use, federal law forbids mandating it, in accordance with the Nuremberg Code of 1947; second, the Americans with Disabilities Act proscribes, punishes and penalizes employers who invasively inquire into their employees' medical status and then treat those employees differently based on their medical status, as the many AIDS related cases of decades ago fully attest; and third, international law, Constitutional law, specific statutes and the common law of torts all forbid conditioning access to employment upon coerced, invasive medical examinations and treatment, unless the employer can fully provide objective, scientifically validated evidence of the threat from the employee and how no practicable alternative could possible suffice to mitigate such supposed public health threat and still perform the necessary essentials of employment.

At the outset, consider the "problem" being "solved" by vaccination mandates. The previously infected are better protected than the vaccinated, so why aren't they exempted? Equally, the symptomatic can be self-isolated. Hence, requiring vaccinations only addresses one risk: dangerous or deadly transmission, by the asymptomatic or pre-symptomatic employee, in the employment setting. Yet even government official Mr. Fauci admits, as scientific studies affirm, asymptomatic transmission is exceedingly and "very rare." Indeed, initial data suggests the vaccinated are just as, or even much more, likely to transmit the virus as the asymptomatic or pre-symptomatic. Hence, the vaccine solves nothing. This evidentiary limitation on any employer's decision making, aside from the legal and insurance risks of forcing vaccinations as a term of employment without any accommodation or even exception for the previously infected (and thus better protected), is the reason most employers wisely refuse to mandate the vaccine. This doesn't even address the arbitrary self-limitation of the pool of talent for the employer: why reduce your own talent pool, when many who refuse invasive inquiries or risky treatment may be amongst your most effective, efficient and profitable employees?

First, federal law prohibits any mandate of the Covid-19 vaccines as unlicensed, emergency-use-authorization-only vaccines. Subsection bbb-3(e)(1)(A)(ii)(III) of section 360 of Title 21 of the United States Code, otherwise known as the Emergency Use Authorization section of the Federal Food, Drug, and Cosmetic Act, demands that everyone give employees the "option to accept or refuse administration" of the Covid-19 vaccine. (https://www.law.cornell.edu/uscode/text/21/360bbb-3 ) This right to refuse emergency, experimental vaccines, such as the Covid-19 vaccine, implements the internationally agreed legal requirement of Informed Consent established in the Nuremberg Code of 1947. (http://www.cirp.org/library/ethics/nuremberg/ ). As the Nuremberg Code established, every person must "be able to exercise free power of choice, without the intervention of any element of force, fraud, deceit, duress, overreaching, or other ulterior form of constraint or coercion; and should have sufficient knowledge and comprehension of the elements of the subject matter involved as to enable him to make an understanding and enlightened decision" for any medical experimental drug, as the Covid-19 vaccine currently is. The Nuremberg Code prohibited even the military from requiring such experimental vaccines. (Doe #1 v. Rumsfeld, 297 F.Supp.2d 119 (D.D.C. 2003).

Second, demanding employees divulge their personal medical information invades their protected right to privacy, and discriminates against them based on their perceived medical status, in contravention of the Americans with Disabilities Act. (42 USC §12112(a).) Indeed, the ADA prohibits employers from invasive inquiries about their medical status, and that includes questions about diseases and treatments for those diseases, such as vaccines. As the EEOC makes clear, an employer can only ask medical information if the employer can prove the medical information is both job-related and necessary for the business. (https://www.eeoc.gov/laws/guidance/questions-and-answers-enforcement-guidance-disability-related-inquiries-and-medical). An employer that treats an individual employee differently based on that employer’s belief the employee’s medical condition impairs the employee is discriminating against that employee based on perceived medical status disability, in contravention of the ADA. The employer must have proof that the employer cannot keep the employee, even with reasonable accommodations, before any adverse action can be taken against the employee. If the employer asserts the employee’s medical status (such as being unvaccinated against a particular disease) precludes employment, then the employer must prove that the employee poses a “safety hazard” that cannot be reduced with a reasonable accommodation. The employer must prove, with objective, scientifically validated evidence, that the employee poses a materially enhanced risk of serious harm that no reasonable accommodation could mitigate. This requires the employee's medical status cause a substantial risk of serious harm, a risk that cannot be reduced by any another means. This is a high, and difficult burden, for employers to meet. Just look at the all prior cases concerning HIV and AIDS, when employers discriminated against employees based on their perceived dangerousness, and ended up paying millions in legal fees, damages and fines.

Third, conditioning continued employment upon participating in a medical experiment and demanding disclosure of private, personal medical information, may also create employer liability under other federal and state laws, including HIPAA, FMLA, and applicable state tort law principles, including torts prohibiting and proscribing invasions of privacy and battery. Indeed, any employer mandating a vaccine is liable to their employee for any adverse event suffered by that employee. The CDC records reports of the adverse events already reported to date concerning the current Covid-19 vaccine.(https://www.cdc.gov/coronavirus/2019-ncov/vaccines/safety/vaers.html )

Finally, forced vaccines constitute a form of battery, and the Supreme Court long made clear "no right is more sacred than the right of every individual to the control of their own person, free from all restraint or interference of others." (https://www.law.cornell.edu/supremecourt/text/141/250)

With Regards,
Employee of the Year

XXX

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The Barnes Brief: Friday. February 21, 2025

Schedule

Past

  • Live w/ Duran
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Future

  • Friday at 9ish pm eastern:  Betting w/ Barnes: SportsPicks Subscribers Exclusive AMA
  • Saturday Night at 9 pm eastern: Movie TBD
  • Sunday at 9 pm eastern: Viva & Barnes, Law for the People
  • Tuesday-Thursday February 25 to 27, Bourbon w/ Barnes at 9ish eastern

Book Recommendation: Lords of Poverty detailing the fraudulent way many “aid” NGOs work. https://www.goodreads.com/book/show/53331.Lords_of_Poverty

Art of the Day: From one of the meme maker maestros, an elegant image of simply luxuries to end a hard day’s labor – a smooth glass with a big piece of ice draped in the inviting bourbon sharing the space with a lit cigar, against the backdrop of a whiskey cast with the name slipped in Viva/Barnes…very well done!

Wisdom of the Day: “I still remember, 40 years ago, when I was shackled and put in prison…Being an American citizen didn’t mean a thing then.” Fred Korematsu.

The Library: Top 5 Curated Articles of the Week

  1. A new disease: post Covid vaccination syndrome
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*Bonus: King of late night

Top 10 Cases TBD Sunday

  1. SCOTUS: Civil Rights
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  4. SCOTUS: Prejudicial evidence
  5. Senseless in Seattle: Benshoof Case
  6. 1st Amendment Prosecutions
  7. Indentured servants
  8. Parental rights undermined
  9. Trans protections in prison
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*Bonus: High Seas power.

 

Closing Argument: Politicized Punishment

From my sentencing brief in the Senseless in Seattle case:

  • How much is enough? Mr. Benshoof has lost his car, lost his home, lost the right to contact his son, and lost his liberty for months in jail. He faces another trial on related charges. The Prosecution suggests an 81-year prison sentence, and formally now seeks an unprecedented, harsh, punitive six-year prison sentence with de facto termination of parental rights in a 5-year no contact order with his own son – for what?  A father texting his teenage son. The son often sought out the contact, and never complained about the contacts. Instead of the facts of this case, the government focuses on everything but this case, while ignoring the punishment that has already been imposed on the defendant. A just sentence conforming to Constitutional principles calls for a time served sentence, not a sentence longer than what some rapists get.  
  • Indeed, the entire case is predicated on a serious Constitutional offense – punishing a defendant for asserting his fundamental right to parent. A court cannot circumvent the Constitutional and statutory processes for terminating parental rights with “no contact” orders. The government’s sentence, if imposed, raises additional Constitutional questions, including terminating parental rights without due process of law and punishing defendants based on the individual interest of prosecutors and courts because the defendant brought legal complaints against them. 
  • Few fundamental rights are more important than the parental right to contact, control and custody of their minor children. Indeed, “[a] parent's right to control and to have the custody of his children is a fundamental civil right which may not be interfered with without the complete protection of due process safeguards.” In re Dependency of K.N.J., 171 Wash. 2d 568, 574, 257 P.3d 522, 526 (2011) (quoting Halsted v. Sallee, 31 Wash. App. 193, 195, 639 P.2d 877 (1982)). Mr. Benshoof, as a “natural parent, has a fundamental liberty interest in his custody and care of” his son. Id. (quoting In re Custody of C.C.M., 149 Wash.App. 184, 203, 202 P.3d 971 (2009)).  “Procedures used to terminate the relationship between parent and child must meet the requisites of the due process clause of the Fourteenth Amendment to the United States Constitution.” Id. at 574 (quoting Lassiter v. Dep't of Soc. Servs., 452 U.S. 18, 24–32 (1981)). Indeed, the Court of Appeals has previously noted that relocation and dependency proceedings are distinguishable from termination proceedings because they do not “sever all contact between the nonresidential parent and child.”  In re Marriage of Wehr, 165 Wash. App. 610, 615, 267 P.3d 1045, 1048 (2011). Here, however, the no-contact order at issue in the case, and the no contact order recommended by the prosecution would sever all contact between Mr. Benshoof and his son: without Due Process or the required statutory termination procedures.
  • None of these steps ever occurred: the prior court order stripped the Defendant of his fundamental rights without conforming to Constitutional or statutory process, and punishing him for asserting that right is as problematic as now seeking to create a new no contact order stripping him of those fundamental rights into the future. The Prosecution seeks to skip right over all of the Due Process protections built into a termination procedure and skip directly to the results of the termination: preventing Mr. Benshoof from seeing or contacting his son ever again. The Prosecution is essentially demanding a constructive termination of the parental relationship. Worse still, they demand this against the wishes of Mr. Benshoof’s son – who has the legal right to choose which parent he wishes to retain custody.
  • The government asks this court to commit the very abuses of power that led to standardizing sentencing in the first place: the need to treat similarly situated people similarly. The government’s punitive sentencing request invites yet another legal error: it demands punishment because the defendant has brought legal action against prosecutors and judges. This demand violates the defendant’s right to petition the government for redress of grievances, a Constitutional policy that prevents people seeking extra-legal remedies. While the government objects to the defendant constantly seeking out the courts for remedy, the government ignores his Constitutional right to do so, including the defendant challenging the service of process of the no-contact order at issue in this case, and challenged its constitutionality and jurisdictional authority as well. No one – until now – has sought to imprison someone for petitioning the court for redress of grievances, a First Amendment protected right. Aside from the Constitutional concerns, the government’s complaints about the defendant’s pro se litigation ignores that this case doesn’t concern those matters and that the defendant had already been punished. Mr. Benshoof has already been penalized with denial of the right to sue without advance court permission, dismissal of his petitions, denial of his complaints and appeals, and financial fines. By contrast, a time served sentence conforms to other comparable cases, Constitutional principles, and just sentencing.
  • It is apparent the legal authorities of the Seattle area dislike Benshoof’s pro se litigant and Covid policy protest past, but that is not the basis for imposing the harshest punishment ever imposed on a middle aged defendant with very little criminal history, who has already lost his ability to seek judicial redress without advance judicial permission, lost his car, lost his residence, and lost custody of his son, when that sentence will undermine confidence in the legal system and not be a truly just sentence. How much is enough? 

 

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The Barnes Brief: Friday, February 14, 2025

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Art of the Day: As a 12-year-old boy, just a bit removed from the death of my father (who died 12 days from my 12th birthday), I looked for role models, and I found two that baffled some of my schoolmates. Inspired by two books I carried around with me everywhere, the texts I turned to for inspiration were Donald Trump’s Art of the Deal and Robert Kennedy’s To Seek a Newer World. Now, I helped bring the two movements together in RFK Jr. and Trump, completing an extraordinary journey. I never forgot Trump’s pearl of proverbial wisdom to expect the best but also plan for the worst, a brilliant balancing act of mindset I find useful to this day. I also never forgot the quote on the screen, that we must not just ask why things are but also why not change them? A simple question with a revolutionary effect for both men – dream big, and believe those dreams, and you might be surprised just how much those very actions can make them come true.

Wisdom of the Day: “Look at what can be, and ask – why not?” Robert Kennedy.

 

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The Barnes Brief: Friday, February 7, 2025

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Art of the Day: The Cigar Study, a future dream project when the time accompanies the aspiration. The deep, rich leather chairs, the scent of a good cigar, the old cognac bottles on the shelf, and the friendly conversation in the old school style. A kind of high end, stylish man cave connected to the lounges and studies of centuries ago. A perfect venue for a Bourbon w/ Barnes, Pappy’s 23 preferred. The integration of the aesthetic exterior to the thoughtful interior.

Wisdom of the Day: “Tobacco is the plant the converts thoughts into dreams.” Victor Hugo.

 

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