When the Coronavirus “pandemic” first started, the Occupational Safety and Health Administration (OSHA) continued to implement its routine standards that employers must record workplace related injuries, including those from vaccines if mandated by the employer.
The original guidelines went as follows:
Are adverse reactions to the COVID-19 vaccine recordable on the OSHA recordkeeping log?
In general, an adverse reaction to the COVID-19 vaccine is recordable if the reaction is: (1) work-related, (2) a new case, and (3) meets one or more of the general recording criteria in 29 CFR 1904.7 (e.g., days away from work, restricted work or transfer to another job, medical treatment beyond first aid).
If I require my employees to take the COVID-19 vaccine as a condition of their employment, are adverse reactions to the vaccine recordable?
If you require your employees to be vaccinated as a condition of employment (i.e., for work-related reasons), then any adverse reaction to the COVID-19 vaccine is work-related. The adverse reaction is recordable if it is a new case under 29 CFR 1904.6 and meets one or more of the general recording criteria in 29 CFR 1904.7.
For a snapshot of this content as it’s no longer available on the original OSHA Website, check out this note from the Employers Association of New Jersey:
and this reporting from The Free Thought Project: https://thefreethoughtproject.com/osha-adverse-reaction-reporting/
OSHA changed its guidance from requiring employers to report vaccine injuries to making it so that employers no longer had to record adverse reactions.
So, thanks to OSHA, employers can mandate vaccines AND hide the fact that an employee was injured with the new reporting requirements.
Do you see how perverse these incentives are?
On top of that, one cannot sue the manufacturer. Since 1986, the U.S. National Vaccine Injury Compensation Program bars liability for manufacturers of vaccines and relegates all claims of injury to a taxpayer-funded Special Masters Court.