Jab Mandates Help Summary

Introduction:

o This summary is a compilation of what we know as a group, so far, up to today.

o If anyone else has any more info that can help the group, please let me know so I can
add it to this summary.

Hints and Actions:

Concerned Lawyers network:

https://t.me/concernedlawyersnetwork
Contains law advice, letters and templates to use to send to employers etc.

Safe Work Australia Employer Request for Information:

See your state branch as this is at state level.
From a meeting with Work Safe, they advised:
o Show due consideration and do not refuse the vaccine.
o Ask your employer for their ‘risk assessment’ that shows that unvaccinated people
are a threat and more risk than a vaccinated person being at the workplace.
o A risk assessment is required by law and must be done at the actual place of work.
o Ask for the vaccine ‘MSDS’ – Material Safety Data Sheet.
o Ask your employer to provide ‘substantial scientific evidence to prove the vaccines
are safe, effective and necessary’ – in those exact words as this has already been
asked of the TGA and they could not provide this.
o Generally - jab mandates breach the Work Health and Safety Act 2011.
o Link to the Work Health and Safety Act -
https://www.legislation.gov.au/Details/C2018C00293

Submit a formal complaint to Safe Work Australia:

See your state branch as this is at state level. Submit a formal complaint with Safe Work
Australia about the covid jab being unsafe and that it breaches the Work Health and Safety
Act 2011. To do this, see the steps below:

Step 1 - See the items in the section above – “Safe Work Australia Employer Request for
Information” and obtain copies of all of your employers responses to these requests for
information in the above section.

Step 2 - Send your employer the following two documents:

 • Employer Work Health and Safety Complaint letter – Appendix A.
• Notice of Liability letter – Appendix B.
• Both of these letter templates can be found at the bottom of this document – scroll
down to Appendix A and Appendix B.

Step 3 – Collect:
• Stories of covid jab adverse reactions from your work colleagues and their friends
and families and anyone else you know.
• All evidence of all communication with your employer regarding the jab mandates
including all emails, letters, logs of phone calls or conversations.

Step 4 – Collate copies of all items from Step 1 and Step 2 and Step 3.

Step 5 – Contact Work Safe in your state and put in a formal complaint. Forward them
copies of all items from Step 4 (so that Work Safe have copies of all items from Step 1, Step
2 and Step 3 along with your formal complaint).

Fair Work Commission:

o This is at the Federal level.
o If you get fired or you need help – call Fair Work and lodge an unfair dismissal claim
(if applicable).
o www.fairwork.gov.au 131394
o Fair work may get you to contact the Employment Law Centre for free legal advice
about the vaccination, they call it - Job Watch. Phone numbers are:
o Country VIC, QLD, TAS – 1800 331 617
o Victoria (Metro Melbourne) - 03 9662 1933
o NSW call 1300 888 529
o WA call 08 9227 0111

Human Rights Advocates

If you have been stood down put a complaint to the Human Rights Advocates. There may be
a small fee.
If you have been rejected entry to a venue due to not being vaccinated, put a complaint into
Human Rights Advocates.
www.humanrightsadvocates.com.au/complaints

The Australia Project:

Website – https://www.theaustraliaproject.org/Letters/llanding.html
Telegram – https://t.me/TheAustraliaProject

They have legal letters to tell businesses and other industries and individuals to “cease and
desist” against all tyranny including vaccine mandates.
These letters are for anyone mandating vaccines and also anyone “supporting” the
Governments mandates e.g. Mining Companies.
These letter can be anonymous and signed off as ‘Concerned Citizen’ etc.
The PO box on the letters is for The Australia Project. They provide this PO box so the
perpetrator can send their return letter to this PO box and it’s kept as evidence.

Please make sure you log the letter on their website or telegram page so they can put the
perpetrator on their database:
o Just click on “Stats”
o Then choose “Report letters to businesses”

Work Agreements, Unions and Lawyers

Check if you have an work Contract or EBA – Enterprise Bargaining Agreement or any other
type of work agreement.
Check if the jab mandate is in this agreement. If not, you may have good reason to argue
that the jab mandate is breaching your agreement.

AFL Solicitors have good templates and resources on their website for jab mandates, mask
wearing etc - https://aflsolicitors.com.au

Red Union support prochoice and are keen to support people that do not want the jab.

CFMEU had a win in NSW in the mining industry as they proved that BHP did not ‘consult’
with their employees about the jab mandate which was a requirement of their EBA.

OAIC – Office of the Australian Information Commissioner

www.oaic.gov.au
Follow to this link - Home/Privacy/Covid-19
Read the info as this OAIC may be able to help you.

Site Created Risk Assessment

Mines in QLD are doing their own Risk Assessment to show vaccination is an unsafe
procedure. They are using the hierarchy of controls and ‘elimination’ by eliminating the
vaccine. They are putting in one of the controls as Rapid Antigen Testing at site. Another
control as Covid pre-screening and pre-employment prescreening for risk of becoming very
ill with covid e.g. co-morbidities. Other controls include social distancing, staying home
when sick etc.
This will be shown to the GM, and if no luck, they will get the Mines Inspector involved and
also Work Safe.

Get a group together at your workplace and conduct a risk assessment.

Show it to your Company Manager. If they do not drop the mandate, then show your risk
assessment to Work Safe along with the other items mentioned in the ‘Work Safe’ section
above in this document.
Vaccine Choice Australia
Go to the Vaccine Choice Australia platform – www.vaccinechoiceaustralia.com.au
Put in your post code and it automatically inserts all the MPs emails.
• There are letter template set up. You can edit it and send.
• Then you need to confirm to send it in your email.

Ethics Point
Make a formal complaint to your companies Ethics point branch.
Ask your Manager to find out the Ethics Point phone number or check our companies
intranet.
This is any easy process. Call up, answer some questions, done.
The complaint then has to be investigated.
The complaint can be anonymous.

Petitions
Create a work place petition.
Invite others outside the workplace to sign it too.

Short or Long Term Stress Leave

Some people are opting for long or short term stress leave.
It is thought that this could also possibly become a Workers Compensation claim if unable to
return to work due to stress.
Options include:
o Go to GP and ask for 2 weeks of stress leave.
o Call the company Employee Assistance Program and put in a formal complaint and
register your high stress levels. This forms the basis for stress leave.

Offsite Work Options

Try to work from home if possible and your Supervisor will let you.
Use up any sick leave, annual leave and long service leave.
Utilise stress leave.

Find more info on your companies Covid policies

Search the intranet/digital workspace.
Look for the Covid risk assessment.
Look for the Covid Frequently Asked Questions.
Look for any else Covid related.
You may be surprised with the info you find, as some of it may not line up with the
mandates.
Keep all info as evidence.
Crime Stoppers
Info has been made available that some people around Australia have been calling Crime
Stoppers on employers that have mandated the vaccine.

You are getting close to reaching your due date to be double jabbed
If you believe that you will be denied entry to your workplace or perhaps asked to leave
your workplace sometime during your shift because you are not double covid jabbed – you
could possibly pre-organise with a work colleague to stay with you and be a witness.

When you are asked to leave or denied entry, have your work colleague capture footage of
the whole event so as to use as evidence later on for things like ‘unfair dismissal’.
At some stage this will all turn around as more people wake up and unite and we The
People start to win.
When this happens, all this video evidence will come in very handy!

Soon to come:
o Australian National Council Of Patriots (ANCOP) will have information and actions
coming up for us to participate in.
o This includes learning the basics on the law such as – natural law, crown executive
orders etc, just to name a couple.
o As more Australians wake up and unite, ANCOP are simultaneously setting up a
process for us all to ‘exit’ the current illegal corporate system the Government has
put us in and enable us to reclaim our sovereignty again and become completely free
outside of the Governments systems.
o Imagine a world with no illegal taxes and fees. No Government trying to control our
lives! No jab mandates!
o This is possible by millions of Australians uniting and exiting the system in a
coordinated manner at the same time.
o ANCOP is working towards this and they have a roadmap planned out to execute this
amazing plan.
o Our telegram group is part of ANCOP.
o Those that are keen to exit the Governments system will be supported by ANCOP to
do this exiting of the system and reclaim our sovereignty and freedoms again and
forever!
o Stay tuned………….
o ANCOP have their meetings each Tuesday evening.
o After each meeting I post on telegram an update from each meeting to keep
everyone in the loop!

Class Actions & Legal Action coming up:

 o All industries - Register for the National Class Action - Advocate me –
www.advocateme.com.au.

o All industries - Register for Industry Class Action - Australians Say No –

www.australianssayno.com.

Helpful links:

New airline that does not discriminate:

https://www.freedomtravelalliance.com/membership

Jobs and venues to visit that do not require vaccination:

Telegram:

https://t.me/freejobsaustralia

https://t.me/jobswithoutjabsaustralia

https://t.me/AustraliaJobsNoVaxNeeded

https://t.me/unvaxxedfriendlybizdirectory

https://t.me/vaxxedfreebizandjobdirectory

https://t.me/NSWBusinessUnitedDirectory

https://t.me/vicbusinessesagainstsegregation

https://t.me/australia_business_group

https://t.me/businesseswhowelcomeall

https://t.me/weroarjobs

https://t.me/joinchat/6VnMik_AS6M0M2E1

Facebook:

https://www.facebook.com/groups/1509592039393693/?ref=share
https://www.facebook.com/groups/1213829215752696/?ref=share

https://www.facebook.com/groups/830966854289488/?ref=share

https://www.facebook.com/groups/985785125605167/?ref=share

https://www.facebook.com/groups/1955273271297007/?ref=share

https://www.facebook.com/groups/254589419854677/?ref=share

https://www.facebook.com/groups/594835045201892/?ref=share

https://www.facebook.com/groups/226088056278379

https://www.facebook.com/groups/1555472874796563

Websites:

https://oneandfreeaussie.com

https://www.reignitedemocracyaustralia.com.au/business-directory/

https://wiseminds.com.au

https://www.allwelcomehere.com.au

https://www.freejobs.com.au/

https://www.openforall.com.au/

https://vax3dom.com/

https://www.jabfreejobs.info

https://aussieseekers.com/

https://www.prochoicedirectory.com.au/

https://fairbusiness.com.au

https://www.google.com/maps/d/edit?mid=1vcNt7CL939vqmRo6760qO8fVMSXgUQ3a&us
p=sharing

https://www.google.com/maps/d/u/0/edit?mid=1EV_zisHZ2naiDPj4pxdA-
kCAfsayTDQu&ll=-16.91622647408486%2C145.85033811812943&z=13
https://www.fairbusinessaustralia.com.au

Appendix A

6.1 Employer Work Health Safety Complaint Letter

NOTICE

Date:

TO: FULL NAME IN CAPITALS acting as CEO of COMPANY NAME (name and title)
FULL NAME IN CAPITALS acting as MANAGER of COMPANY NAME

Subject: Employers Breaching Work Health and Safety Laws

Any employer conducting any actions against any employee to vaccinate, wear
masks, not enter or leave or restrict entry to any workplace, are unlawful acts of
Discriminatory and Coercive and False and Misleading Conduct, and BREACHES
the FEDERAL Work Health and Safety Act 2011 S3 Object (1) (2), & S104, S108,
S109.

Division 1—Prohibition of discriminatory, coercive, or misleading conduct:

A person must not engage in such conduct for a prohibited reason.
Penalty: (a) In the case of an individual—$100 000, (b) a body corporate—$500 000.
104 Discriminatory Conduct: A person cannot engage in Discriminatory
threats/acts of:
(1.) (a) (i) Dismissal (ii)Termination (iii and iv) Detrimental Acts (b) (i) Engagement
refusal (ii) Less favourable engagement (c) Terminates arrangement (d) Failed
commercial arrangement (2.) Organises/Threatens any discriminatory acts
108 Coercive Conduct: A person cannot engage in Coercive threats/acts of:
(1) Threaten, organise. take, any actions with intent to coerce or induce the other
person, or a third person (a) to exercise or not to exercise a power, or to propose to
exercise or not to exercise a power, under this Act; or (b) to perform or not to
perform a function, or to propose to perform or not to perform a function, under this
Act; or (c) to exercise or not to exercise a power or perform a function, or to propose
to exercise or not to exercise a power or perform a function, in a particular way; or
(d) to refrain from seeking, or continuing to undertake, a role under this Act.
109 Misrepresentation False-Misleading Conduct: A person cannot engage in
acts of: (1) Knowingly or recklessly make a false or misleading representation to
another person about that other person’s:(a) rights or obligations under this Act; or
(b) ability to initiate, or participate in, a process or proceedings under this Act; or
(c) ability to make a complaint or inquiry to a person or body empowered under this
Act to seek compliance with this Act.

Legal Notice of the following:

You have a duty of care to the individuals concerned, and your role is to ensure
everyone involved is meeting their obligations, particularly in relation to health and
safety, discrimination, and lawful conduct.

Be Advised you are fully aware of the consequences of your actions.

As this matter is very important, I expect a reply by 5 pm Insert Date and allow 3
clear business days

Served by email & letter at…………………………………On ……..…. 2021

Appendix B

NOTICE OF LIABILITY
FOR NON-COMPLIANCE & INJURY
Silence is Acquiescence, Agreement and Dishonour
Notice to Agent is Notice to Principal;
Notice to Principal is Notice to Agent
TO
1) Person 1
2) Person 2
Through the issuance-date Day, insert date of this Notification,
NOTICE TO RESPONDENTS
This document and attachments are presented with honourable and peaceful intentions and
are expressly to provide you with due process for your benefit and a good faith opportunity
to state a verified claim. It is not Claimants intention to harass, intimidate, offend, conspire,
blackmail, offend, conspire, blackmail, coerce, cause anxiety, alarm, or distress.
PREAMBLE
Receipt of this letter is confirmation of your identification as a decision-maker,
stakeholder or a person with professional and/or qualifications with conferment
responsibility, and;

It has come to our attention that through the implementation of the mandatory COVID 19 vaccine
policy for entry to site or for all employees, Organisation has wilfully and intentionally neglected its
legal obligations and duty of care and breached compliance of the following Acts, Regulations, Codes
of Practice, and Safety Standards.

(Insert all links relevant to your industry)

Mines Acts and Regs in your state

Workplace Health & Safety Act 2011 (Cth)
https://www.legislation.gov.au/Series/C2011A00137

WA OSH Act 1984

https://www.legislation.wa.gov.au/legislation/statutes.nsf/main_mrtitle_650_homepage.html

VIC OHS Act 2011

https://www.legislation.vic.gov.au/in-force/acts/occupational-health-and-safety-act-2004/037

WHS Regulations 2011

http://classic.austlii.edu.au/au/legis/cth/consol_reg/whasr2011327/

International Standards & Australian Standards-

http://www.standards.org.au
https://www.iso.org

Austroads Medical standards for licensing

https://austroads.com.au/

Safe Work Australia

https://www.safeworkaustralia.gov.au/

WHO International Occupational Standards

http://www.who.int/occupational_health/en/

Despite the identification of the possibility of foreseeable hazards and being aware and alerted
about multiple notifiable incidents that have resulted following the nationwide announcement on
the Insert date, of Organisation unreasonable and unlawful blanket vaccine mandate for all workers,
contractors, visitors, and certain classes of customers across all its operations and worksites, The
Organisation has neglected its compliance obligations and management has failed to take the
necessary actions to minimise or eliminate harm. The Organisation has unconscionably disregarded
multiple standards, codes of conduct, Company risk assessment processes, Company Management
of Change Processes and guidelines putting not only its’ own workforce at risk, but by default also
risking health and safety of stakeholders, shareholders, contractors, visitors, and customers.

Common Law, Legislation, Standards, Codes & Guidelines

The Commonwealth Government has not mandated the COVID-19 Vaccines for the Australian
population and has stated publicly and unequivocally it would not be mandatory for any Australian,
going so far as to say any employer concerned about being held liable by an employee for
contracting Covid-19 could obtain a “’Statement of Regulation Intent’, that a business that does not
mandate, is not in breach of workplace health and safety laws. That a protection can be provided to
businesses through that process, that may be concerned, that by not putting in a mandatory
requirement, that they might otherwise be liable for any action that might be brought against
them”, Scott Morrison - Prime Minister, 14 August 2021”. This ‘Statement of Intent’ would have
legally sufficed to satisfy any WHS regulators that a Business had taken all reasonable steps, utilising
the other available control measures already in place, to ensure the ‘health and safety of its workers
while they are at work’.

Organisation Standards Policies and Procedures.

On Insert date, Organisation requested their staff take part in a COVID-19 vaccination campaign and
made claims regarding the safety of the vaccines. These claims are yet to be substantiated. The
Organisation has shown no willingness to consult directly with the numerous staff who wrote
individual letters to The Organisation Management to share evidence and data to highlight the
known and established risks to health and safety.

The Organisation further claimed, !"#$%&'(")'*+,&$#'),+'-.#/'&,'0.#1+&$.” The extensive list of

known adverse events already published by the TGA in Australia, NHS in the UK, and VAERS in the
USA was provided to The Organisation, thereby demonstrating known and foreseeable adverse
events suffered by people who received the COVID-19 vaccine. Statements such as the following
2insert statement if any” confirms The Organisation understands the risk of contracting COVID-19 is
very low, a fact which has recently been confirmed by insert any relevant industry body that cited
peer reviewed studies, yet the risky business decision was made to implement a permanent control
measure in the form of a mandated Covid-19 vaccine which carries a greater personal risk for
otherwise healthy workers than the risk of contracting COVID-19. The vaccine as the control
measure which was introduced to reduce a known risk, has of itself replaced one risk with a hazard
that is greater than the original risk.

Duty of Care
Under WHS Act 2011, section 19, and Mines Act insert act applicable to your state all Australian
employers including The Organisation carry WHS obligations and duty of care to their workers 3while
the workers are at work’ to ensure, so far as is ‘reasonably practicable’, their health and safety.

19) Primary duty of care

(1) A person conducting a business or undertaking must ensure, so far as is reasonably

practicable, the health and safety of:
(a) workers engaged, or caused to be engaged by the person; and
(b) workers whose activities in carrying out work are influenced or directed by the
person;
while the workers are at work in the business or undertaking.

Insert any relevant statements on ‘duty of care’ from your states mines act or regs here.

The mandatory implementation of a COVID-19 Vaccine, as a workplace risk control measure put in
place to protect against the risk of an employee catching the COVID-19 virus, has implied liability for
a PCBU that by default accepts responsibility for their workers health and safety during the course of
work and outside of work. As a workplace control measure, the COVID-19 Vaccine cannot be
removed when the employee finishes work for their shift or ceases working at that business
permanently. Any known adverse event from the COVID-19 Vaccine that may have occurred during
working hours at the regular place of work, which is reportable under WHS obligations, could also
occur outside their working hours and regular place of work, and consequently any known adverse
event that occurs outside working hours should be reported in the risk register and may be a
notifiable event, in the case of an unexpected death, serious injury or illness, or dangerous incident
requiring immediate reporting to the regulator as per WHS regulations and the Insert State Mines
Resource Regulator.

Every PCBU, Officer and worker, regardless of role or title, has the responsibility to ensure the health
and safety of others, including taking reasonable care that their acts or omissions do not adversely
affect other persons health and safety. This includes the reporting of known adverse side effects,
that may possibly affect the safety of the business. Every PCBU, Officer and worker, regardless of
role or title, has an obligation to prevent harm, including ensuring side effects, anecdotally reported
by others that may possibly affect the safety of the business, can be placed on the risk register, in
the same way reporting of any workers under the influence of substances which could impair their
safe performance is expected.

So far as concerns the duty of care in the tort of negligence, the basic principle is that a person owes
a duty of care to another if the person can reasonably be expected to have foreseen that if they did
not take care, the other would suffer personal injury or death.
Ignorance of the law and its consequences does not absolve any PCBU, Officer or worker of any duty
of care obligation or liability. Known and reported adverse events can be considered as
"foreseeable" risks, and a catastrophic event could be a possible consideration as an outcome from
negligence.

Due Diligence
Using practical and operational knowledge and decision-making skills, individuals must evaluate all
information available to consider all possibilities and outcomes and weigh up all relevant matters
including what is reasonably practicable in ensuring health and safety.
Due diligence includes taking reasonable steps to ensure the hazards and risks associated with the
operations of the business, or undertaking, including the implementation of any proposed control
measures, are compliant with all and any duty or obligation under the relevant Work Health and
Safety Act, and/or Occupational Health and Safety Act.

Reasonable steps must be taken so the appropriate processes are in place for receiving and
considering information regarding incidents, hazards, and risks including responding in a timely way,
to ensure one identified risk is not replaced with a control measure that presents a greater risk;- that
is, replacing the very low risk of contracting the Covid-19 virus and any resulting consequence for
health, with the permanent injection of a Covid-19 Vaccine with ingredients unknown, and the
possibility of an adverse event that can result in; temporary disability, partial disability, permanent
disability, or death. No MSDS was provided for any vaccine approved by Organisation, to any worker
and no risk assessment has been provided by Organisation for the decision to make vaccination
mandatory or a condition of entry to the work place. Furthermore, no Management Of Change has
been provided, and no evidence that the Covid 19 vaccines are safe, effective and necessary have
been provided by the Organisation.

The intention of due diligence is to ensure all reasonable steps are taken to identify, be informed,
and to act on safety concerns. Taking a legal approach to risk management would have ensured the
best possible opportunity to consider foreseeable harm and implement risk mitigation, monitoring
and reviewing processes. The Organisation has demonstrated a failure to appropriately respond to
known and identified risks and hazards putting the operation, people and stakeholders at risk.

Consultation
Consultation is a two-way process and should include a willingness to listen to the concerns of all
parties with differing concerns. It should not contain threats which misrepresent a person4s right to
question the safety of any process or control measure implemented into a workplace. Work Health
& Safety Officers are responsible for ensuring the safe and compliant operation of an organisation
and should be made aware of the evidence of risks and hazards identified. Written notices and
communications provided to The Organisation PCBU and company officers presented evidence and
history including relevant safety data of a proposed risk control measure and its potential as a
foreseeable hazard. Communications providing evidence of safety risk provide a business an
opportunity to achieve health and safety compliance at a standard the regulators would consider
best practice.
68 Powers and functions of health and safety representatives

(1) The powers and functions of a health and safety representative for a work group
are:

(a) to represent the workers in the work group in matters relating to work
health and safety; and

(b) to monitor the measures taken by the person conducting the relevant
business or undertaking or that person’s representative in compliance with
this Act in relation to workers in the work group; and

(c) to investigate complaints from members of the work group relating to work
health and safety; and

(d) to inquire into anything that appears to be a risk to the health or safety of
workers in the work group, arising from the conduct of the business or
undertaking.

Threats or demands (with menace of Employment Termination) to consent to any Medical Services
whatsoever are criminal breaches of The Federal Criminal Code Act 1995 138.2 Menaces (1) (a) (b)
and 2 (a) (b) and 3 (a) (b)

Section 83.4 of the Criminal Code Act 1995 (Cth), which relates to interfering with political liberty
states 2Any person who, by violence or by threats or intimidation of any kind, hinders or interferes
with the free exercise or performance, by any other person of any political right or duty shall be guilty
of an offence”.

Any threats of disciplinary action and penalty, applied to any Individuals who are acting
within their lawful protections, will be in direct breach of:
Section 28 of the Crimes Act 1914
“Any person who, by violence or by threats or intimidation of any kind, hinders or interferes
with the free exercise or performance, by any other person, of political right or duty, shall be
guilty of an offence”.

WHS Committees
WHS committees are regulated to establish structure, responsibilities, and penalties for non-
compliance. Every Health and Safety Representative (HSR) and committee member has an obligation
to understand the Acts, Regulations and Standards, and how to apply it to representing the
workforce4s best interests in health and safety including: reviewing trends from hazard/incident
reporting and injury/occurrence events; Content and quality of hazard and risk registers; Changes to
work practices that may pose health and safety risks; Health and wellbeing issues; The Organisation
Officers have a general obligation under the WHS Act to consult and co-operate with HSR4s in
relation to WHS issues affecting the health and safety of workers. Refusal of an Officer to discuss
and provide information about serious illness or dangerous incidents that have taken place in the
workplace with HSR4s under the pretext of privacy render the Business non-compliant with WHS
regulations.
Organisation has failed to ensure the implementation of appropriate hazard and occurrence
reporting systems to effectively monitor the health issues and impact on safety of workers day-to-
day and long-term arising from the known adverse events of the COVID-19 vaccines implemented
under The Organisation policy as a risk control measure. The implemented control measure cannot
be removed from a worker once injected therefore the monitoring must include monitoring of the
health of employees outside working hours and encourage honest reporting of all known adverse
events post vaccination to ensure legal compliance with the risk register.

Stakeholder Analysis
As an outcome of workers being intentionally exposed to known hazards to health and safety,
resulting in illness, injury, and potentially death, there are several potential pathways which may be
considered for legal action including the criminal courts in which case the penalties under the Act
apply. The penalties for PBCU and/or an individual found guilty of a WHS offence can be monetary
and imprisonment, and an injury doesn4t have to have occurred to hold the PCBU accountable.
Additionally, the possibility of civil action may be considered by the injured victims or their families.
There are multiple levels of consequence when controls fail to prevent harm. There may include
physical, mental, emotional, social, or legal. Recklessly exposing a person to risk of death or serious
injury was completely avoidable and could lead to life changing consequences for everyone involved,
including any individuals who may have made the decision that directly, or who inadvertently
contributed to causation of harm. We have compiled a list of incidents evidencing Organisation
breached their duty of care and obligation to mitigate against risk. Management must be compelled
to record absence due to adverse events as work cover and add the data to the risk register.

Monitor Progress & Reporting

Section 19 of the WHS Act requires that the PCBU monitors the health, defined as 3physical and
psychological4, of the employees. Reportage of adverse events encouraged, Education for workers
and stakeholders to be aware of all the known risks and what to expect, Training and instruction for
all workers to safely and adequately manage the known risks possible from the vaccines. This would
entail a safety management system to identify any gaps leaving workers exposed to risk of harm,
and the business exposed to further liability. Coercion, intimidation, and discrimination of workers
and threatening them with undefined penalties including loss of employment and termination of
contract if they don4t comply with an order to undergo a medical procedure is psychologically
damaging behaviour. The consequences of this social and managerial pressure have already resulted
in numerous workers submitting to a medical procedure against their free will and under the belief
their health and safety have been permanently compromised, some stating that they have been
compelled to self-harm in order to meet their personal financial obligations.

The blatant discrimination against 3classes’ of people is both unlawful and unethical, as in some
cases the medical condition arose directly as a result from the first COVID-19 vaccine. The complex
issues surrounding medical exemptions and mandating vaccines is explored in the following British
Medical Journal article.
https://jme.bmj.com/content/early/2021/10/20/medethics-2020-107026

08 Prohibition of coercion or inducement

 (1) A person must not organise or take, or threaten to organise or take, any action
against another person with intent to coerce or induce the other person, or a
third person:

(a) to exercise or not to exercise a power, or to propose to exercise or not to

exercise a power, under this Act; or

(b) to perform or not to perform a function, or to propose to perform or not to

perform a function, under this Act; or

(c) to exercise or not to exercise a power or perform a function, or to propose

to exercise or not to exercise a power or perform a function, in a particular
way; or

(d) to refrain from seeking, or continuing to undertake, a role under this Act.

Consent to undergo a medical procedure, requires the individual, after being informed of all the risks
and benefits, to be able to freely choose to consent or decline. The threat contained within The
Organisation correspondence is exerting economic duress by forcing individuals to submit to
unlawful and unsafe demands or to lose their livelihoods.

Any duress experienced by any individual who is coerced to accept any medical service, i.e.,
COVID-19 vaccination, amounts to compelling someone to self-harm. Emotional distress,
common in assault and abuse cases can be classed as a pure psychological injury or nervous
shock. In the event of intentional infliction of emotional trauma through deliberate actions,
compensation may be sought as is well established in Tort law Giller v Procopets.
Where such negligence and duress cause bodily harm severe criminal penalties will apply
including potential manslaughter charges.

Criminal Code Act 1995 (Cth)

5.5 Negligence
“A person is negligent with respect to a physical element of an offence if his or her conduct
involves:
(a) such a great falling short of the standard of care that a reasonable person would
exercise in the circumstances; and
(b) such a high risk that the physical element exists or will exist, that the conduct merits
criminal punishment for the offence.”
https://www.legislation.gov.au/Details/C2019C00043

Australian Government National Health and Medical Council -

“Requires Informed consent -
• Everyone taking part in a clinical trial must give ‘informed consent’,
• You cannot be entered into a trial if you don't want to be.
• If you are asked to take part, you are free to say yes or no at any time. There should be no
pressure on you to enter a trial.”
The National Statement on Ethical Conduct in Human Research (2007) National Statement (2007),
and as updated 2018, consists of a series of guidelines made in accordance with the National Health
and Medical Research Council Act 1992:
2.2.9 2No person should be subject to coercion or pressure in deciding whether to participate. Even
where there is no overt coercion or pressure, consent might reflect deference to the
researcher4s perceived position of power, or to someone else4s wishes. Here as always, a person
should be included as a participant only if his or her consent is voluntary”
Review and Evaluate Post Implementation
Safety leadership is required to urgently review and evaluate the current outcomes from the
mandatory implementation of Covid 19 vaccines or Covid 19 vaccines as a condition of entry to a
work place. The absence of effective and genuine two-way communication, and lack of transparent
and thorough HSR consultation has resulted in frustration, lack of trust and unresolved work health
and safety issues. Documentation supplied upon request is incomplete and inadequate, with no
copies of risk assessments, missing key safety data preventing an accurate evaluation of the actual
risks and issues in the planned rollout of the Covid0-19 Vaccine as a control measure. TGA data
evidencing the known adverse events which pose an additional safety threat to the work place
environment with respect to specific medical risk factors has not been included in the risk
assessment.

The Aviation industry have shared with our industry their reported injuries from Covid 19 vaccines
to date:
Injuries ranging from mild to moderately severe including untimely death have been reported, both
anecdotally amongst workers, and through the WHS processes in the workplace. These include but
are not limited to

• Guillain-Barre syndrome
• Bells’ Palsy
• Acute disseminated encephalomyelitis
• Transverse myelitis
• Encephalitis
• Myelitis
• Encephalomyelitis
• Meningoencephalitis
• Meningitis
• Encephalopathy
• Convulsions
• Seizures
• Stroke
• Narcolepsy
• Cataplexy
• Anaphylaxis
• Acute myocardial infarction (heart attack)
• Myocarditis
• Pericarditis
• Autoimmune disease
• Death
• Pregnancy, Birth outcomes
• Other acute demyelinating diseases
 • Non anaphylactic allergy reactions
• Thrombocytopenia
• Disseminated intravascular coagulation
• Venous thromboembolism
• Arthritis
• Prion Disease (Jakob Creutzfeldt)
• Arthralgia
• Joint pain
• Kawasaki disease
• Vaccine enhanced disease
• MisC- Multiple Inflammatory Syndrome in children

Mandatory Reporting Obligations

As scientists and doctors do not yet know the medium to longer-term effects of these experimental
vaccines, which are only approved by TGA for ‘provisional registration’ pending the ongoing
reportage of data and adverse events, any physical or psychological harm resulting from negligent
PCUB actions must be placed on the ledger of those accountable. It is therefore critical that
management systems are put in place now to encourage workplace reporting of any side effects,
suffered in the course of work duties and away from work if it has been taken as a mandated
workplace risk control measure.

Charter of Human Rights (Vic) 2006, Section 5, 6, and 10, along with
International Covenant on Civil and Political Rights Article 9, 16, 17, 18 and 19.
Vaccine mandates will deprive every living Man and Woman of their basic human rights. It is an
inalienable right of every Australian man and woman to live their lives in freedom and peace, being
free from medical experimentation.

The Siracusa Principles, adopted by the UN Economic and Social Council in 1984 provide
authoritative guidance on government responses that restrict human rights for reasons of public
health or national emergency. These Principles state that measures taken to protect the population
that limit people4s rights and freedoms must be lawful, necessary, and proportionate.

The Duty of Care of the WHS Regulator

1. The WHS regulator has a legal duty to exercise its powers under the act to address
the ongoing health and safety issues arising from the implementation of the
mandated vaccine. The issue of whether the decisions made were legitimate under
the circumstances at the time may depend on the process by which The Organisation
made that decision, including demonstration of due diligence and whether medical
advice and decisions regarding the safety and efficacy of the COVID-19 vaccines
made by The Organisation doctors at webinars and via Q&A information were made
with reasonable care, and be able to be evidenced. WHS Regulators must also
ensure as far as is reasonably practicable, the following functions are carried out in a
transparent and timely manner. Failure to exercise their legal duty will highlight
recent failures in the Fair Work Judiciary.

Due diligence to the obligation of Duty of Care leaves no conscionable justification for non-
consideration of the whistle-blower testimony of professional Doctors, Medical Professionals
and Scientists, and there are literally thousands of medical professionals and scientists who
are expert in their field of research being censored in their warnings of the adverse health
outcomes resulting from these compelled medical experimental COVID-19 vaccines and;

The wilful ignorance of this readily available knowledge for consideration raises the
question; “Is there financial gain or reward associated with the implementation and
promotion of the COVID-19 vaccination agenda without regard for the health and safety of
the workers and stakeholders or the negative health impacts?”, and;

A full audit of deaths and adverse events that have occurred in The Organisation globally
since the beginning of the COVID-19 vaccine rollout and a risk/benefit, risk-assessment,
calculation must be made, and;

It is vital to evaluate whether or not COVID-19 vaccines (in general or any one brand) are
leading to an increased number of adverse events, deaths (post COVID-19 vaccine and non-
COVID-19 vaccine related), COVID-19 cases or increased risk of medical and health incidents
in certain age groups and or classes of employment, in particular holders of heavy vehicle
licenses and any industry generally where sudden loss of consciousness or physical control in
the workplace could result in serious injury to self, others or catastrophic loss of life, and;

The writer requisitions the details of Organisation safety and reporting procedures
mitigating adverse reactions negatively impacting the work-environment and/or employee
wellbeing, and;

The writer asserts The Organisation has no lawful standing for the coercion of workers,
customers and stakeholders in yielding to experimental COVID-19 medical procedures and
the writer requisitions source documentation evidencing The Organisation authority for The
Organisation’s action including risk assessments, Management Of Change, MSDS’s for the
Covid Vaccines and proof the vaccines are safe, effective and neccessary, and;

Failure in providing source documentation is the confirmation The Organisation does not
have lawful authority for the imposition of medical experimentation procedures on workers,
customers and stakeholders, and;

The writer requisitions the identification of The Organisation insurance company covering
workers, stakeholders, and customers COVID-19 vaccination adverse reaction claims, and;

The writer understands The Organisation compulsion for workers, stakeholders and
customers, to participate in this medical intervention is with The Organisation full
commercial liability, ‘ommiting to act’ to prevent harm is, both in common law as well as
WorkSafe law, as guilty as ‘acting to cause harm’ and;

The absence of documentation confirming the safety and efficacy of the experimental
injectables known as COVID-19 Vaccines stands as confirmation that there exists no
evidence of experimental injectables known as COVID-19 Vaccines being safe and effective,
therefore an assumption that the experimental injectables known as COVID Vaccines are
safe has no basis in fact and your organisation accepts full commercial liability for resulting
adverse reactions experienced by workers and stakeholders subjected to The Organisation
COVID-19 vaccination policy, and;

The Organisation PCBU, in agreement with The Organisation policy, no COVID-19 vaccination
= no job or no entry to site, accept full commercial liability in compensating all affected
individuals for adverse reactions attributed to your The Organisation Covid vaccination
coercion.

__________________________________________________________________

Signed by the Organisation PCBU

__________________________
Date