OSHA & Biden conspire to suppress OSHA Record Keeping Requirement by ignoring 29 CFR 1904.35
OSHA Signals to Employers to Hide Vaccine Side Effects Reporting Ahead of Issuing Federal Vaccine Mandate
By: Kyle Becker of Trending Politics
October 20, 2021: While President Biden’s federal vaccine mandate was announced in September, the OSHA regulation actually compelling qualifying federal contractors and business with over 100 employees to force workers to be vaccinated for Covid-19 has not been formally issued. But OSHA is making it clear that it does not want to know about vaccine side effects, because it has suspended employer reporting requirements.
“DOL and OSHA, as well as other federal agencies, are working diligently to encourage COVID-19 vaccinations,” the health agency says on its official website. “OSHA does not wish to have any appearance of discouraging workers from receiving COVID-19 vaccination, and also does not wish to disincentivize employers’ vaccination efforts. As a result, OSHA will not enforce 29 CFR 1904’s recording requirements to require any employers to record worker side effects from COVID-19 vaccination at least through May 2022. We will re-evaluate the agency’s position at that time to determine the best course of action moving forward.”
However, employees who have claimed injury from vaccines can still file a report with their employer under OSHA’s whistleblower regulations.
“Section 11(c) of the Occupational Safety and Health Act of 1970 (29 USC 660(c)) prohibits employers from retaliating against workers for exercising a variety of rights guaranteed under the law, such as filing a safety or health complaint with OSHA, raising a health and safety concern with their employers, participating in an OSHA inspection, or reporting a work-related injury or illness,” OSHA notes. “Additionally, OSHA’s Whistleblower Protection Program enforces the provisions of more than 20 industry-specific federal laws protecting employees from retaliation for raising or reporting concerns about hazards or violations of various airline, commercial motor carrier, consumer product, environmental, financial reform, food safety, health insurance reform, motor vehicle safety, nuclear, pipeline, public transportation agency, railroad, maritime, securities, tax, antitrust, and anti-money laundering laws. Also see the anti-retaliation provisions in the Emergency Temporary Standard for Healthcare.”
“If you believe you have suffered such retaliation, submit a whistleblower complaint to OSHA as soon as possible in order to ensure that you file the complaint within the legal time limits, some of which may be as short as 30 days from the date you learned of or experienced retaliation,” OSHA adds. “An employee can file a complaint with OSHA by visiting or calling his or her local OSHA office; sending a written complaint via fax, mail, or email to the closest OSHA office; or filing a complaint online. No particular form is required and complaints may be submitted in any language.”
“OSHA’s recordkeeping regulation, 29 CFR 1904.35, also prohibits employers from retaliating against employees for reporting work-related injuries or illnesses,” it adds. “The purpose of this provision is to improve the completeness and accuracy of injury and illness data by allowing OSHA to issue citations to employers who retaliate against their employees for reporting an injury or illness and thereby discourage or deter accurate reporting of work-related injuries or illnesses.”
While OSHA is seeking to bury vaccine side effects reporting in relation to the still-unissued federal mandate, the Biden administration has quietly authorized damages to be settled with coerced vaccine takers if they suffer serious side effects. The clause was buried deep in documents in a Division of Federal Employees’ Compensation bulletin issued earlier in October.
“On September 9, 2021, President Biden issued an executive order mandating COVID-19 vaccination for most Federal employees,” the document states. “The order directed each agency to implement a program to require COVID-19 vaccination for all of its employees, with exceptions only as required by law.”
“The Federal Employees’ Compensation Act (FECA) covers injuries that occur in the performance of duty,” the bulletin goes on. “The FECA does not generally authorize provision of preventive measures such as vaccines and inoculations, and in general, preventive treatment is a responsibility of the employing agency under the provisions of 5 U.S.C. 7901. However, care can be authorized by OWCP for complications of preventive measures which are provided or sponsored by the agency, such as adverse reaction to prophylactic immunization.”
While civilians who voluntarily take the vaccines appear to have no substantive civil recourse, those who take it due to the federal vaccine mandate appear to have special liability privileges that the rest of America does not.
OSHA seeking to hide vaccine side effects is one more reason not to trust the motives behind the federal vaccine mandates. Transparency and accountability are the cornerstones of good government in a free country; while secrecy and censorship are the tools of oppressive regimes.
Full Attribution to Kyle Becker (Becker News on Telegram)