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Senator Rand Paul – “It’s time to say no to fear and propaganda, and choose freedom”

Senator Rand Paul, the United States Senator of Kentucky hash released a video telling Americans it’s time to choose freedom rather than allowing the authorities to use fear and propaganda to do further harm to society, the economy, and children.


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Annie D. Donohue
Annie D. Donohue
2 months ago

I get paid over $87 per hour working from home with 2 kids at home. I never thought I’d be able to do it but my best friend earns over 10k a month doing this and she convinced me to try. The potential with this is endless. Here’s what I’ve been doing… http://Www.Netpay1.com

Last edited 2 months ago by Annie D. Donohue
Alice M. Blair
Alice M. Blair
Reply to  Annie D. Donohue
2 months ago

𝐈 𝐠𝐞𝐭 𝐩𝐚𝐢𝐝 𝐦𝐨𝐫𝐞 𝐭𝐡𝐚𝐧 $𝟏𝟐𝟎 𝐭𝐨 $𝟏𝟑𝟎 𝐩𝐞𝐫 𝐡𝐨𝐮𝐫 𝐟𝐨𝐫 𝐰𝐨𝐫𝐤𝐢𝐧𝐠 𝐨𝐧𝐥𝐢𝐧𝐞. 𝐈 𝐡𝐞𝐚𝐫𝐝 𝐚𝐛𝐨𝐮𝐭 𝐭𝐡𝐢𝐬 𝐣𝐨𝐛 𝟑 𝐦𝐨𝐧𝐭𝐡𝐬 𝐚𝐠𝐨 𝐚𝐧𝐝 𝐚𝐟𝐭𝐞𝐫 𝐣𝐨𝐢𝐧𝐢𝐧𝐠 𝐭𝐡𝐢𝐬 𝐢 𝐡𝐚𝐯𝐞 𝐞𝐚𝐫𝐧𝐞𝐝 𝐞𝐚𝐬𝐢𝐥𝐲 $𝟏𝟓𝐤 𝐟𝐫𝐨𝐦 𝐭𝐡𝐢𝐬 𝐰𝐢𝐭𝐡𝐨𝐮𝐭 𝐡𝐚𝐯𝐢𝐧𝐠 𝐨𝐧𝐥𝐢𝐧𝐞 𝐰𝐨𝐫𝐤𝐢𝐧𝐠 𝐬𝐤𝐢𝐥𝐥𝐬. 𝐓𝐡𝐢𝐬 𝐢𝐬 𝐰𝐡𝐚𝐭 𝐈 𝐝𝐨 𝐂lick on 𝐛𝐥𝐨𝐰 𝐬𝐢𝐭𝐞….. <(“)
HERE →→→→→→→ http://www.fullwork.cf

Last edited 2 months ago by Alice M. Blair
Noralf
Noralf
2 months ago

Senator Rand Paul gives convincing election speeches BUT does not leave the tyrant a knockout blow even when he has got the chance – like in his interview with Fauci. Action please!

trackback
2 months ago

[…] is why US Sen. Rand Paul is now calling for Americans to resist lockdowns and mask mandates, stating, “”We don’t have to accept the mandates, lockdowns, and harmful policies of the […]

NoCar
NoCar
2 months ago

Three links to every Governor, Senator Congress fax line

https://faxzero.com/fax_governor.php

https://faxzero.com/fax_congress.php

https://faxzero.com/fax_senate.php

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).

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,

Annonymous
Annonymous
2 months ago

Its the tip 70 million spread around the world as the team leaders in every community That’s who they are .Any race or religion ,but usually white Anglo saxons Often secretly satanists

Jill
Jill
2 months ago

#FakePoos Trends In Australia After Premier Cites “Non-Existent” Covid-Tainted Sewage As A Reason To Lock DownAustralians just found out the reasoning for their archaic-style lockdowns is worse than they thought.
The ugly truth came to light this week when Victoria Premier Dan Andrews admitted that he cited “non-existent coronavirus-tainted sewage” in his reasoning to lock down the state.
In other words, Andrews faked that Covid was being carried in poop to justify a lockdown.

Sorcha
Sorcha
Reply to  Jill
2 months ago

LOL. The Gov & press UK used that trick already