One assumes that “fully vaccinated” for NSW Government employees will mean boosters, third, fourth, and yes, apparently a fifth, and who knows how many more after that. 

All this comes as the faith in governments all over the world in the capacity of non-pharmaceutical COVID measures in “stopping the spread” is utterly collapsing, and where vaccine mandates, too, are being withdrawn or wound back.

It also comes at a time of real and worsening staff shortages across many professions and industries.

And while at a time when we have incontrovertible evidence that unvaccinated emergency workers were excluded from helping in the Northern NSW and Qld flood disasters. A wickedly unacceptable policy that has become tragedy and farce rolled into one.

One wonders, too, just how many other NSW employers are enforcing vaccine mandates in the “freedom of choice” State.

LUNACY

I know that NSW universities promote the lunacy of COVID safe ideology, the new official State religion.  Schools we know about. Child care centres, no doubt. BHP, for goodness sake. 

How many other workplaces are sacking or in some way excluding the unvaccinated?

We know that huge numbers of people are resigning from their jobs. Perhaps most are involuntary.  Why are not journalists asking?

How different is NSW from Victoria and WA, the COVID pariah States? God knows what risks EPA employees pose to members of the general public, many of whom have now experienced Omicron/COVID, or are said (falsely) to be protected through vaccination.

Ramesh Thakur has written on Australia’s massive up-tick in COVID infections after the vaccines arrived in numbers.

In particular, he asks: “… does the country, or any private company or public entity including a university, really want to lock itself into a never-ending cycle of boosters, which is a very real prospect both on overseas trends and also on the numbers of vaccine doses Australia has already purchased or ordered?”

Apparently, they do.

How many employers are insisting on vaccinations?  The American COVID sceptic stalwart Tom Woods points out: “The virus psychosis is alive and well among private employers.”

Even when policymakers across the globe are finally catching on, or at least are feeling forced to loosen the rules, human resources-driven employers everywhere are doubling down, and it doesn’t seem to matter what the government in any jurisdiction might say or believe.

HR departments seem to have taken turbo-charged doses of the COVID kool-aid.

EMBEDDED

The safetyism that has taken over the world and public culture these past two years is utterly embedded in workplaces, especially among corporates.

Janet Albrechtsen has written recently of the general malaise of HR departments: “Indeed, I am routinely swamped with growing concerns from people at all levels inside companies who are too afraid to speak out about dreadful prac­tices of HR departments.

“Many are too afraid to expose the malign influence of HR executives as powerful and capricious arbiters of culture, where mere allegation is enough to end careers. Too afraid to point out how easily HR departments can bully a chief executive, board and employees alike.

“ ‘Human resources’ doesn’t get to the heart of what these depart­ments do now. They have become corporate police departments armed with vaguely drafted internal codes of conduct to enforce, often capriciously, their version of morality.

“Many of these departments are staffed overwhelmingly by women. Those who propagate diversity are the least diverse. They are the only corporate groups immune from gender quotas but paradoxically might benefit most from different perspectives, the best kind of diversity.”

This isn’t just a NSW, or even just an Australian problem. It is a global phenomenon.

It is no coincidence (as they say) that the World Economic Forum has “public private partnerships” as its mantra. The corporate sector has been up to its ears in COVID mania.

Lucy Burton is The London Telegraph’s Banking Editor.  Her headline states: “Bosses are about to become the next COVID rule makers. The shift in responsibility from the government to individuals will not be easy in workplaces given how the virus has divided Britain.”

She states: “As the PM [Boris Johnson] finally rids himself of this virus and heads off to never-never land, companies must accept that they are the new COVID rule makers.”

SELF-ISOLATING

Indeed.  And it isn’t just about working from home and self-isolating when ill. For many, it’s about the basic right to work. 

One of Tom Woods’ American readers reported: “I was let go from my executive job at one of the ‘big three’ global record labels yesterday because I am not vaccinated. I have three months left of (remote) employment should I stay. I was hired during the pandemic in August 2020.

“I quote from my official letter from HR: ‘Even if you were prepared to wear a mask, social distance and/or submit to regular COVID-19 testing, this would not adequately mitigate the direct threat of illness to you, your co-workers, or the third parties with whom you are expected to interact as part of your job without an undue burden on our business operations’.

“I knew my days were numbered when the company sent out a very stern internal email top of November with a deadline for filing a religious exemption (which I did immediately) and a deadline for submitting a vaccination card.

“They even waived the carrot of an additional four days off during the holidays for compliance. In bold letters they said, ‘your employment will be at risk’ and ‘all new hires are required to be vaccinated as a condition of employment’.”

They have since announced that boosters are required after five months of initial vaccination. With a planned reopening in February, that’s a lot of paper to chase.

Then there is the vaccine segregation. There are ways of making corporate life miserable, short of sacking people.

Here is another of Tom Woods’ hundreds of readers with dystopian tales from corporate USA: “But when that policy came, it was strict and unforgiving. It’s effectively segregation.

“In company policy documents, unvaccinated employees are referred to as threats to the vaccinated. Unvaccinated persons are barred from company premises and from associating in-person at all with their co-workers on company time or on the company dime.

“There was and is no testing option available. It’s vax or nothing. 

“… It’s important to note that none of my co-workers actually cared about my vax status. If it had just been up to them, I would have been welcome.

“But because of paranoid, idiotic corporate overlords and VPs who openly admitted they were terrified about being around someone who hadn’t taken the jab despite being triple-vaxxed themselves, I had to sit on my friend’s couch and attend these meetings over zoom while everyone else three miles away was in an office setting again.”

MANDATES

What about the US Supreme Court decision outlawing Biden’s vaccine mandates for corporates?

Not universal relief, alas, as The Defender notes: “After the US Supreme Court last month froze the Biden administration’s COVID-19 vaccine mandate for large private employers, some companies – including Boeing, General Electric and Starbucks – dropped plans to implement the mandate.

“Others, based on guidance issued in 2020 by the Equal Employment Opportunity Commission, left the mandates in place.

“Most of the large employers that opted to mandate COVID vaccines for their employees, even though the Supreme Court ruled they didn’t have to, have something in common: BlackRock and The Vanguard Group have ownership stakes in them.”

The last point is a whole other discussion. It is sufficient to note that many corporates are owned or controlled by investors who also invest in drug companies.

It is the bottom line talking here. Principle comes last, even principle mandated by the highest court in the land.

BlackRock and Vanguard don’t just benefit from sales of COVID vaccines. As it turns out, they also have ownership stakes in technology companies developing vaccine passports and digital wallets.

Big Tech again.  And the perfect alignment of woke belief systems and corporate greed.

The list of American companies which have mandated vaccines for their workers is a long, long list. A who’s who of corporate America, across all sectors. Companies, too, with global reach. With offices everywhere.

Read the list and see just how much the COVID pandemia and its associated vaccine religion is driven by the private sector.

Referring simply to the COVID State is to miss much that has been going on, and to be alarmed at our prospects of leaving the COVID State behind us, even as governments the world over are now nervously re-assessing their blunders and cruelty. This is now a Vanguard/Blackrock-led pandemia.

Here is just one example, from Citigroup: “Danielle Thornton was in the school pick-up line waiting for her children when she learned she would face a life-changing choice: get the COVID-19 vaccine or lose her job of almost nine years at the bank Citigroup.

“She and her husband had watched for months as bosses across the US introduced vaccine mandates, knowing the family might face this moment. Then, in the form of an email on her phone, it arrived.

“ ‘We had many, many conversations about it,’ she says. ‘But ultimately we decided that our freedom was more important than a pay cheque.’ ”

Danielle is one of thousands of people across America opting to lose their job rather than get the COVID-19 jabs.

COMPLIED

They represent a small minority. Most employers that have introduced such rules – about a third of the country’s biggest companies and 15 per cent of small businesses – say the vast majority of their staff have complied.

The land of the free? The rule of law? Democratic exceptionalism? Nope, no protections for Danielle.  (The BBC’s insistence on a “small minority” is self-serving rubbish. The narrative that the resistance is “tiny” has been going all the way through the pandemia. At the time of writing, just 64.9 per cent of Americans were double vaccinated, with 79.5 per cent in Australia).

The extent to which corporates are insisting that their workers sign on to the “COVID safe mantra” is truly, well, corporate.

It is as if HR departments the world over were simply waiting for this thing. To give them a new meaning and work schedule. And the corporatised unions love all the COVID safe rubbish as well.

When you add bureaucrats to the mix, you are asking for bureaucracy. COVIDS safe bureaucracy.PC

– Paul Collits