Mr. Chris Stockwell, MPP
Minister of Labour – Ontario
Nov. 13, 2000
It is my understanding that the Ontario Ministry of Labour – Occupational Health and Safety Act maintains, in brief, that a safe workplace will be maintained.
I feel that, should mandatory vaccination of health care workers be passed into legislation that it would be violating legal and fundamental rights of thousands of Canadian workers but also contravene rights of workers as outlined by the Occupational Health and Safety Act. (hereafter referred to as O.H.S.A.)
For reference purposes, the O.H.S.A defines toxic substance as a biological, chemical or physical agent (or a combination of such agents) whose presence or use in the workplace may endanger the health or safety of a worker. I ask that you keep this definition in mind as I discuss vaccines in the workplace.
O.H.S.A. cites one right of the worker as the right to know about any potential hazard to which they may be exposed. Vaccines in any form are by definition “a potentially toxic substance, biological and chemical in nature” that carry with them adverse risks ranging from soreness at the injection site to the extreme adverse reaction of death. Informed Consent Issues aside, the Canadian workforce should never be made to feel forced to inject or ingest a substance which the O.H.S.A defines as “toxic” and “a potential hazard in the workplace that may endanger the health and safety of a worker”. In fact, “mandatory” vaccination, negates any right to “consent” by an individual, simply by definition. Where the government interferes with a person’s legal and fundamental right to consent to a medical act, they are in fact, perpetrating a criminal act upon a Canadian citizen. The government has no right to legislate that a healthy person be forced to make a decision about injecting or ingesting potentially dangerous, potentially harmful chemicals and organisms into their body.
O.H.S.A also states that workers have the right to refuse work that they believe is dangerous to either their own health and safety or that of another worker. I’m afraid that should mandatory vaccination legislation be passed that a great number of health care workers will have the legal right to walk off the job under this section of the Act.
Under the heading of “Identifying Workplace Hazards”, the Act states that the main purpose of the committee is to identify workplace hazards, such as machinery, substances, production processes, working conditions, procedures or anything else that can endanger the health and safety of workers (section 9(18)(a)). It is clear to me, that forcing workers under duress of lost wages and time worked, to inject or ingest chemicals and/or foreign matter into their bodies against their will, would constitute a “workplace hazardous substance and hazardous working condition”.
The O.H.S.A. mandates that serious accidents must be reported to the director of the Ministry of Labour. I wonder sir, if you are prepared for the onslaught of reports that will follow legislated/mandatory immunization of Canadian workers. Vaccination serums contain neurotoxic elements and substances that are dangerous and in some cases, lethal, to those who are injected with them. The Compendium of Pharmaceuticals 2000 clearly outlines the possible side effects and adverse reactions that are possible from injection of vaccination serums. I can provide you with the statistics on serious vaccine related injury and death, should you require them.
Section 33 of the Act permits a director to issue an order to an employer to either prohibit or restrict the presence, use or intended use of a toxic substance in the workplace (section 33(1)). Whether or not legislation is passed to attempt mandatory vaccination and exercise exemption from work policy, Section 33.1 would prohibit the use of vaccination toxins or any mandate to vaccinate employees with the same.
Legislation to enforce mandatory vaccination of health care workers under the duress of lost wages and no work, violates the mandate of the Occupational Health and Safety Act and I respectfully request that you consider this matter very seriously.
I also wonder what Labour Law would support the dismissal from work, of completely healthy workers, for an undetermined length of time and WITHOUT pay. The employer is “assuming” that the employee has no natural immunity, the employer is “assuming” that the healthy employee will catch an illness and the employer is “assuming” that the employee who is not yet ill, will pass this assumed infection on to the clientele. I have yet to find any legal precedent that would add any credence to this policy.
I include a letter written by myself, that outlines further concerns with regard to mandatory immunization and ingestion of chemicals and foreign matter by the employer and/or government. This letter does not pertain to O.H.S.A at all, but is offered for informational purposes. (Please refer to Wagner letter to Members of Parliament, Ontario, Minister of Health, etc.)
Thank you for your time and consideration of my letters.
Barb W. RPN
Barb W. may be contacted by email at: email@example.com
To read more letters on this issue, see the Internet Archive of the Ontario Healthcare Workers Against Forced Vaccination website.