The Great Firing is upon us! Ignore the HR id--ts who come here and defend their unconstitutional "vax" mandate. Laugh all you want; you've been wrong the entire time! Hold firm, don't quit - make these cowards fire you so you can sue them later on. Don't accept their crumbs of 2 weeks severance $$.
Start using your sick time NOW since it's not paid to you when you leave.
Those who place their conspiracy politics over science , the law, and common human decency post stuff like the rant below:
"The Great Firing is upon us! Ignore the HR id--ts who come here and defend their unconstitutional "vax" mandate. Laugh all you want; you've been wrong the entire time! Hold firm, don't quit - make these cowards fire you so you can sue them later on. Don't accept their crumbs of 2 weeks severance $$.Start using your sick time NOW since it's not paid to you when you leave."
Two undeniable truths
2 The unvacinated are
In other words, why should an employer rationally accept the additional risks that unvaccinated bring to its employees, its communities and hospitals, and its financial bottom line? What logic would require an employer to be forced to take on these unnecessary risks? This is a job board after all.
You have the freedom to get vaccinated. Companies have the freedom to avoid the risk to their bottom line, productivity, and employees by terminating the unvaccinated.
Decisions have consequences. Be adult enough to accept them.
It really is not more complicated than that. Is it?
So, we are still flattening the curve?
Reduces risk, reduces spread. Does not eliminate risk or eliminate spread.
@6dsv+1ewnNZh1 - If you still haven't figured out the answers to these questions by now, I seriously question your interest in the understanding the true answers. You are truly lost. Sigh...
If the vaccine works, then why are we still required to wear masks and have our temperatures read? If vaccines and masks work, why are masked and vaccinated people still getting covid and spreading it?
Wow. The freedumb fighters appear to now openly embrace hypocrisy. They want the freedom to not get vaccinated and literally run a 900 percent greater chance of getting a $350,000 ICU hospital stay billable to Fiserv but then seek to deny Fiserv the same freedom to keep them employed.
The anti vaxxers want their freedumb to embrace conspiracy theories but are unwilling to accept the consequences of their decisions.
What part of the constitution bans employers from mandating vaccination?
At will does not protect employer from State and Federal law which prohibit discrimination and retaliation in employment.
What Does an At-Will Employment State Mean?
You may have read it in a job application or had a potential employer tell you that the job is “at-will”. Or you may have had an employer threaten your job and tell you that it is “at-will” or that the state is a “right to work state”. While these terms may be common in the employment world, it is important to understand what they actually mean. In These states , an employee may generally be fired for any reason (a good reason, a bad reason, a wrong reason, or no reason). Likewise, an employee may generally choose to quit his or her employment for any reason. However, there are certain limitations to the principle of at-will employment.
First, State and Federal law prohibit discrimination and retaliation in employment
While it is true that Some states are an at-will employment state, employers cannot terminate an employee based on his/her gender, race, age (over the age of 40), national origin, color, or religion. Look into each state statuette and the Title VII of the Civil Rights Act of 1964 prohibit discrimination in employment; which includes terminating an employee for a discriminatory reason. Both of these laws also prohibit employers from terminating an employee in retaliation for the employee’s complaint of discriminatory treatment. That means that an employee cannot be fired because he/she complains to the company about discrimination towards himself/herself or towards another employee. Employers also cannot fire an employee because of his/her participation in an investigation of another employee’s charge of discrimination with the Texas Workforce Commission or Equal Employment Opportunity Commission.
An employment contract may give an employee certain rights to the job
Most employment agreements will specifically state that the job you are accepting is at-will and may be terminated by either party at any time. However, occasionally an employment agreement will provide for the employee to remain employed for a specific period of time (1 year or more), and it will limit the ability of the employee and the employer to terminate that employment relationship early. Sometimes, these agreements will state that the employee may be terminated only for “good cause”, which could include things like a violation of company policy or prolonged performance issues. Other times, the agreement will merely state that a certain amount of notice (30-60-90 days) is required for either party to terminate the relationship. Ultimately, you are entitled to certain rights if you have signed an employment agreement that limits your employer’s ability to fire you. This may include your ability to obtain a severance payment if you are terminated from your job (a) without good cause or (b) without proper notice.
My R&R time and well being time was paid out when I left voluntarily. Pleasant surprise!
the HR trolls are very easy to spot
"@etc+1ewnNZh1 - You are incorrect, but believe what you will."
What has been said about at will employment in this thread is correct. Despite that, there are wildly successful lawsuits levied against companies every. single. day. The settlements can be bonkers.
@etc+1ewnNZh1 - You are incorrect, but believe what you will.
"Lawsuits will NOT be successful"
Oh, boy - the HR drone weighs in!
Lookit,
If the employee filed for a religious exemption, then odds are good that firing the employee for not taking the vax after filing properly for a religious objection is a valid EEOC complaint, since religion is a protected class. Same with any medical exemptions (allergy to one or more of the ingredients, a proven history of vax allergies, etc.)
Vax injuries are going to be a MASSIVE source of lawsuits, by the way. There won't be as many as the alt news outlets would like you to believe, but there will be more than enough to justify an industry at least the size of the one currently feeding off of Mesothelioma and the toxic medical effects of hanging around Paraquat. All it will take is one successful lawsuit against each vax in turn, and the stampede will be on. The targets will be any company which demanded it before the OSHA rulings came out, and/or who continue demanding it even if/when the Biden administration's edicts fail in court.
Anyone remember Phen-Phen? Yeah, it'll be like that, except 10x larger. Every cardiovascular issue that pops up in the next 10 years will be automatically attributed to the vaxes, guaranteed.
And, since the pharma companies are shielded from legal liability due to EUA, and since Frank is id--tically issued these directives before any government-levied mandate and its 90-day grace period came out... Fiserv will be among those left holding the bag. It may get crazy enough that Frank might even lose qualified immunity and be sued personally over it, depending on the source of Fiserv's directive and how harsh he demanded/prosecuted it. Not certain of the last bit, but crazier things have happened.
“I do not think that the company would be covered by that as they are clearly discriminating against a class of individuals.”
You do not understand “protected class.” If you watch right wing media or do your own research, you are not a protected class.
As mentioned. "At Will" means they can fire you at any time and DO NOT have to disclose cause. Lawsuits will NOT be successful. But I bet your lawyer will take a binder to look into it for you. lol.
“At will employment”
I do not think that the company would be covered by that as they are clearly discriminating against a class of individuals
I took a picture of an expired COVID test that was handed out to me and I'm anonymously reporting it. You've cut one too many corners Frankel.
You are not handing in your resignation. Don't be silly. See you in the office.
I'm handing in my resignation after the new years. I'm vaxed but no way I'm wasting valuable hours everyday just to go into the office when literally everything can be done remotely. I work to live, not live to work.
Didn't you read HR's recent post? They are making room in the office for all the unvaccinated people they are not firing. They must really want you gone.
"aT will eMpLoYMeNt" gtfo HR
“At will employment”