Health,  NEWS,  Politics

Hear This, o Foolish and Senseless People…

Hear this, O foolish and senseless people, who have eyes but do not see, who have ears but do not hear. — Jeremiah 5:21

This ancient quote describes perfectly what is happening today…

80 years ago, Hitler succeeded in dividing millions according to religion. What started as segregation ended with murder in the streets and concentration camps. Unfortunately, history is once again repeating itself. Only today, instead of division according to religion or race, we are being divided according to medical status…

Australia and Canada are leading implementation of the dystopian agenda…

https://www.facebook.com/543097616/videos/381451913360360/


Shameless Coercion and Lies…

https://vivabarneslaw.locals.com/post/999567/live-bourbon-w-barnes-thursday-august-26-2021


The Vax coercion is entering the next phase – mandatory vaccination is now delegated to postsecondary schools: Alberta is an example:


Pres. Joe Biden delivers remarks after the FDA grants full approval to the Pfizer COVID-19 vaccine


Trudeau Calls For “Travel Mandate” & This Canadian Citizen Tells His Story!


COVID-19 is not a disease that requires extreme infringements on our personal rights and liberties. It is wrong to force people to take medical treatments they don’t want to take. Justin Trudeau’s use of vaccine coercion as an election gambit is a reprehensible and criminal act.

https://fb.watch/7zGOzmQ83L/


KNOW YOUR RIGHTS! Schools, businesses and our own government is breaking the law right

before our eyes and here is why.

https://fb.watch/7zH60tXcoq/


Warning from a Canadian Whistleblower ( from Oct 2020)

… unfolding as planned?

FOR THE GREATER GOOD OF WHO?
Note: watch the introduction, or forward to about 6 min

https://www.facebook.com/watch/?v=338643297444110

What we experience nowadays is unfolding of the Great Reset agenda – paving the road to the NWO

It is like a dystopian horror movie script (revealed in October 2020 by a Canadian Whistleblower):

— 2021—

  • First Quarter ( Q1 ) of 2021 – Reform and transition of the Unemployment Programs into Universal Basic Income
  • End of Feb 2021 –Covid-19 mutation referred as Covid-21 leading to 3rd wave of pandemic with higher transmission and mortality rate (note: it was released sooner, just before Christmas 2020, because of rising awareness of the public and fear of bigger than expected resistance to the agenda)
  • By Q1 2021 – pandemic will exceed capacity of medical care facilities
  • Q2 of 2021 – Third Lockdown with travel restrictions between provinces and cities (started in Europe before Christmas – sooner than planned; also implemented in Ontario and BC after “variants” appeared)
  • Q2 of 2021 – Transition to Universal Basic Income
  • End of Q2 – economic breakdowns, shortage of supplies ( food and goods ) [Dec 20, 2020: media is already talking about it: POSSIBLE FOOD SHORTAGES UK, MUTATING STRAIN IN EUROPE ]
  • Q3 – Deployment of military personnel into major metropolitan areas; travel checkpoints
  • by End of 2021 – to offset economic collapse, Federal Government will offer to eliminate personal debt  (“World Debt Reset Program” – funding courtesy of IMF )  in exchange for individual’s forfeiting ownership of properties and assets AND agreement to participate in Covid vaccination schedule which would provide individuals with unrestricted travel and living ( even during lockdown) through the use of ID program called Canada Health Pass.
  • Individuals who refuse to participate in these programs will be considered as “public safety risk”* and placed indefinitely in the “isolation facilities” until they accept the programs.
    Apparently this agenda will be implemented in all other countries

*BTW: Vaccinated population should not fear anyone who was not vaccinated, since vaccination apparently provides immunity …

NOTE:  The ultimate goal of the “Plandemic” is making Covid Testing and vaccinations MANDATORY, and implementing Digital ID (under excuse of Contact Tracing.)
If these goals were accomplished, population control would become extremely easy.

Once Mandatory Vaccinations, Vaccination Passports and Mandatory Testing is implemented, there will be no escape from the population control agenda of the “elite”…
If you don’t catch the virus “naturally”, you can still get it (maybe not immediately, but down the road) from future vaccines and testing (who knows what is on the stick going up your nose?)…

(ANI Photo)

We own You because we own the “antidote”…

The complacency of the electorate in Canada is more terrifying than the political landscape.

Forever Emergency Powers…


History is repeating itself, and we can break the cycle

80 years ago, a man named Hitler succeeded in dividing millions according to religion. What started as segregation ended with murder in the streets. Unfortunately, history is once again repeating itself.

Only today, instead of division according to religion or race, we are being divided according to medical status.

I come from a Jewish family. I’ve been to the concentration camps in Poland. I’ve studied the history of the Holocaust. I’ve had the privilege to speak to several Holocaust survivors.

The narrative being perpetrated today is a direct reflection of the initial steps which eventually led to the “justified” extermination of millions.

I share these clips to show you all very clearly where we are heading. This is no longer a matter of opinion, but a matter of fact.

History is repeating itself and we have the chance to stop the repetitive cycle by seeing through the narrative and taking appropriate action.

For those of you who already clearly see where we are heading, I ask you all to share this video far and wide to help others see it as well. Forget what some may think about you.

If you lose friends due to cognitive dissonance, so be it! At least you can say that you’ve done your part.

As always, if my account is ever taken down, you can always find me cens0rsh!p-free at: www.AcademyofDK.com 


PS Past becomes Present – again

See if you can find any vaxxers who can come up with answers for these simple questions.


Healthcare system is Corrupted

Petition to FDA (will most likely be ignored)…

Acknowledgment Letter from FDA DMS to Scientific Advisory Board on behalf of Children’s Health Defense


Employer Letter Example: Vaccine Mandate Objection
No authorship claim or copyright asserted…
A letter that also came to me via a route like a letter in a bottle.

Dear Boss,
First, I request a religious exemption. “Each of the manufactures of the Covid vaccines currently available developed and confirmed their vaccines using fetal cell lines, which originated from aborted fetuses. ( https://lozierinstitute.org/an-ethics-assessment-of-covid-19-vaccine-programs/ ) For example, each of the currently available Covid vaccines confirmed their vaccine by protein testing using the abortion-derived cell line HEK-293. ( https://lozierinstitute.org/an-ethics-assessment-of-covid-19-vaccine-programs/ ) Partaking in a vaccine made from aborted fetuses makes me complicit in an action that offends my religious faith. As such, I cannot, in good conscience and in accord with my religious faith, take any such Covid vaccine at this time. In addition, any coerced medical treatment goes against my religious faith and the right of conscience to control one’s own medical treatment, free of coercion or force. Please provide a reasonable accommodation to my belief, as I wish to continue to be a good employee, helpful to the team. Equally, 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, informed consent is the guiding light of all medicine, in accord 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 perceived 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, education or public accommodations 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. As one federal court just recently held, the availability of reasonable accommodations like accounting for prior infection, antibody testing, temperature checks, remote work, other forms of testing, and the like suffice to meet any institution’s needs in lieu of masks, public shaming, and forced injections of foreign substances into the body that the FDA admits we do not know the long -term effects of. For instance, 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? This right to refuse forced injections, 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. 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, Thomas Paine”

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