California Educators for Medical Freedom is a non-partisan grassroots coalition of California education employees. We came together in January of 2020 after our employer informed us of their intent to make the Emergency Use Authorized COVID-19 vaccine a condition of employment and our unions supported this immoral mandate. On August 13, LAUSD did actually mandate the vaccine in violation of the Nuremberg code (a set of principles defining and outlawing war crimes and crimes against humanity, including coercion and or force in medical experiments).
We are ready to provide top notch in person services and instruction with reasonable safety measures in place like medical screening, temperature checks, hand washing stations, ventilation, and physical distancing. We are willing to submit to the routine covid tests which are out under emergency use authorization. But we draw the line at being forced to take an experimental vaccine that has already injured hundreds of thousands of healthy people. We firmly stand against vaccine mandates for any school employee in California and the United States.
No healthy individual should die or be injured from a vaccine. The fact that the Vaccine Adverse Reaction System reports close to 600,000 adverse events from COVID vaccines, including 13,000 deaths between Dec. 14, 2020 and Aug. 13, 2021, makes any mandate unreasonable.
Booster shots will follow for employees to remain fully vaccinated as it becomes apparent that the vaccine wears off after 6 months. Every shot you risk your well being and your life.
The recent FDA approval was granted to the Phizer vaccine even though clinical trials will not be complete for two more years. We are watching the clinical trials on our family members and friends.
The COVID vaccine does not prevent transmission. Blaming the unvaccinated for new COVID cases is baseless and dangerously divisive.
These vaccines have been declared safe and effective yet in contradiction, the manufacturers enjoy complete immunity from lawsuits under the PREP Act.
Natural immunity is not being recognized by our school districts even though it is demonstrated to be far superior to the artificial immunity induced by the corporate covid vaccines.
We believe in the freedom of the individual to choose what medical treatment is best for them as established by the Patient Bill of Rights. You have the right to know your treatment options and take part in decisions about your care. No one has the right to decide for you.
The Following motion was written by this collective and passed at a Harbor Area UTLA meeting on February 17th. Per union policy motions at area meetings are referred to the citywide House of Representatives for further discussion and a vote. This particular motion was not allowed to be discussed at the House of Reps. Instead it was referred to the negotiations team. Apparently our elected leaders do not feel teachers should have the agency to discuss what is injected into our bodies. Their message is; lineup and take it like a slave, and don't ask questions.
UTLA believes that LAUSD should make the COVID-19 vaccine available to all
employees on a voluntary basis as part of a safe return plan. However, due to the fact that the vaccines are authorized for emergency use only and the manufacturers and LAUSD are not assuming liability for any adverse events caused by administration of the vaccines, at this time UTLA will support its members right to medical freedom and informed consent by opposing LAUSD's intent to make the vaccine a condition of employment and respect individual UTLA member choice in regards to receiving anyCOVID-19 vaccine.
Federal and international law prohibits the mandating of EUA vaccines. No one
can be forced to submit to vaccination. Individuals must be informed of the
ingredients, possible risks, complications and side effects and additional advisory
materials that health authorities such as the CDC or FDA have made public regarding emergency use authorization vaccines. This information must be made available to the individual before a vaccine is administered. Per the CDC, 99% of those who contractCOVID-19, who do not have high-risk factors, recover with mild symptoms. Even front-line medical professionals have the right to choose at this time.
There are risks associated with the vaccine. It has not been approved by the FDA.There are currently two dozen vaccines in use in the United States. Another 66, fully licensed vaccines, have been withdrawn primarily for safety issues. CDC VAERS reports over 1,000 deaths and 11,000 injuries, including blood disorders within the first 2months of this program. This is already 5x the number of reported deaths of all vaccine related deaths in 2007, the highest year on record. A Harvard study demonstrates only 1% of adverse reactions are reported by doctors.
Long term effects of these new vaccines are unknown. Clinical trials will not be over until Oct. 27, 2022 for Moderna, and January 31, 2023 for Pfizer. Members should beable to weigh both the short-term and long-term risks of the vaccine against the high probability that most individuals will experience only mild symptoms if infected byCOVID-19.
In order to make a medical procedure a condition of employment, an employer
must show that it is necessary to stop a direct threat to the health or safety of
individuals in the workplace. Dr. Fauci has stated the goal of COVID-19 vaccines is to provide personal protection only, not to prevent death, or person to person transmission. Un-vaccinated teachers are no more a direct threat to people in the workplace than vaccinated teachers.