How an Employee of a Cruise Line Is Being Kept in the Dark With Their Vaccine Mandate

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An anonymous employee who works for Silversea Cruises, which was recently purchased by Royal Caribbean Group, sent in an email.

The employee did not identify as a man or a woman, so I’m just going to use female pronouns to make it easier.

The employee identified that she was not vaccinated and recently caught COVID-19 and is now better. This means she has natural immunity, which, according to epidemiologists, is better protection against COVID than the protection given by a vaccine. If the world hadn’t gone loopy, she would be good as gold. But the world has gone loopy.

On August 18, 2021, the Executive Committee of the company she works for sent out the email to all employees informing them to get vaccinated. The email stated they had until September 15, today, to hand over proof of vaccination. Forget HIPPA laws, am I right?

Companies are now demanding personal medical information from employees for a virus that has a 99% survival rate. This is based on the falsehood that unvaccinated people are making vaccinated people sick with COVID.

According to Dr. Janci Lindsay (Ph.D.), Managing Director of Toxicology & Molecular Biology for Toxicology Support Services, LLC, the gaslighting being pushed by the Biden administration and all of their sycophants that unvaccinated people are making vaccinated people sick is nonsense.

Many epidemiologists and other infectious disease doctors are saying the same thing, that the vaccinated people are creating the variants. It is the ultimate gaslighting to get people to believe that healthy, unvaccinated people are the reason why vaccinated people are catching COVID. It means the vaccines are not working.

Outside of demanding proof of vaccination, the company email provided no other options like weekly testing in lieu of vaccination or exemptions for medical or religious reasons. It’s almost as if the company is woke and not thinking about the legal ramifications of forcing employees to take an experimental medicine they don’t want to take.

That’s right. The Pfizer-BioNTech vaccine was not approved even though everyone says it was. Comirnaty was approved by the FDA, not the Pfizer-BioNTech vaccine. Pfizer created Comirnaty for BioNTech and BioNTech said the product will not be available until 2023 or 2024.

The UK Medical Freedom Alliance has a Patient Information Leaflet for the vaccine and in it erroneously says that the Pfizer vaccine is now called Comirnaty and under the Human Trials section it declares the following:

43,538 people had been enrolled in the Phase 3 trial by early December 2020viii. The study does not end until January 2023; people who take the vaccine should know it is still essentially experimental. [Emphasis added]

The Pfizer-BioNTech vaccine is not now called Comirnaty. They are two separate vaccines. Even if they are exactly alike, the FDA has not said so officially, but other members of the Biden administration have and they don’t matter.

Want more proof? Clinical Trials Arena has a piece saying that BioNTech is basing contract models for European sales in 2023. Europe was supposed to get it before anyone else, because BioNTech is a German company.

Here’s another one. Pfizer put out a press release in May 2021. In the beginning, they talk about doses being delivered from 2021 through 2023. It then goes on to say, “There is growing evidence that COVID-19 will continue to pose a public health challenge for years. This contract with the European Commission will ensure sufficient doses of COMIRNATY are available for all EU citizens in 2022 and 2023…” Remember, that was back in May. Things change. Now, it looks like the year will be 2023 or possibly 2024.

The final piece of evidence for corporations to slow their roll on vaccine mandates lest they get sued into oblivion is from the FDA’s website. The agency has provided a fact sheet; dated August 23, the day they said the vaccine was approved, for Pfizer and Comirnaty where they admit that the Pfizer-BioNTech vaccine is still under Emergency Use Authorization (EUA):

COMIRNATY (COVID-19 Vaccine, mRNA) is an FDA-approved COVID-19
vaccine made by Pfizer for BioNTech.
• It is approved as a 2-dose series for prevention of COVID-19 in
individuals 16 years of age and older.
• It is also authorized under EUA to be administered to:
o prevent COVID-19 in individuals 12 through 15 years, and
o provide a third dose to individuals 12 years of age and older who
have been determined to have certain kinds of

The Pfizer-BioNTech COVID-19 Vaccine has received EUA from FDA to:
• prevent COVID-19 in individuals 12 years of age and older, and
• provide a third dose to individuals 12 years of age and older who have
been determined to have certain kinds of immunocompromise.

[emphasis added]

There is a footnote below this definition:

[1] The licensed vaccine has the same formulation as the EUA-authorized vaccine and the products can be used interchangeably to provide the vaccination series without presenting any safety or effectiveness concerns. The products are legally distinct with certain differences that do not impact safety or effectiveness. [Em

The footnote says “The licensed vaccine [Comirnaty] has the same formulation as the EUA-authorized vaccine [Pfizer-BioNTech]”.

In other words, I GUARANTEE you can not get a Comirnaty vaccine if you tried. FDA says Comirnaty was approved. I gave you the link. Go to a vaccination site and ask for Comirnaty. They won’t have it, because it’s not available. That’s the only reason the EUA’s are still in force. The law says that once a vaccine is approved and available all Emergency use Authorization grants are revoked. Try to find a vaccination outlet that offers Comirnaty. You can’t. Try to get the Pfizer-BioNTech vaccine without having to sign a legal waiver. You can’t, because it is still under EUA and EUA vaccines do not have liability while approved vaccines do.

This means employers have been duped into thinking the Pfizer-BioNTech vaccine has been approved and it has not.

The government is gaslighting the world. Why? Because federal law says no employer may mandate a vaccine that is experimental.

Title 21, Section 360bbb-3, among other things, says:

Title 21, Section 360bbb-3 of the Federal Food, Drug, and Cosmetic Act (the “FD&C Act”) vests the Secretary of Health and Human Services with the permissive authority to grant Emergency Use Authorizations (“EUAs”) providing that appropriate conditions designed to ensure that individuals to whom the product is administered are informed: [emphasis added]

1. that the Secretary has authorized the emergency use of the product;

2. of the significant known and potential benefits and risks of such use, and of the extent to which such benefits and risks are unknown; and

3. of the option to accept or refuse administration of the product, of the consequences, if any, of refusing administration of the product, and of the alternatives to the product that are available and of their benefits and risks. [emphasis added]

Folks, this goes back to the Nuremberg codes that were created to stop people from taking similar actions to what the Nazis did when they gave experimental medicine to people by force.

Title 21 means that it is ILLEGAL for an employer to force employees to get vaccinated with an experimental vaccine. I’ve already shown that Pfizer and other entities have said the vaccine they want you to take is still experimental.

Here’s what you may have to deal with from your employer if you are not vaccinated. The cruise line employee said she had to contact Human Resources (HR) directly to ask if there are medical and/or religious exemptions. That is the first thing an employee should do. Ask your HR department for the official company policy on vaccines, including exemptions. Your salvation may be in that document.

In the employee’s case, the HR department had her schedule a video conference call with HR so she can explain why she should be granted an exemption against a vaccine mandate. I believe an employee does not by law have to give a reason. If the company has an exemption in its vaccine policy and an employee believes they are covered by the exemption, they only need to tell the employer that they fall under the exemption.

Here’s a sample of an exemption you can use. If you are a Christian, and your faith compels you to oppose abortion, all three vaccines in the US, all under EUA, were made using products gathered from aborted fetal cells.

HR provided the employee with forms to be filled out. She said her HR department was aware that she just had COVID and has natural immunity, but they gave it no consideration.

Folks, we have woke corporations who are not trained to handle medical or even religious exemptions. Who are HR people to determine if someone’s health condition is acceptable for an exemption or not? Are they medical doctors? For that matter, who are HR employees to say if a religious exemption should be denied? Did they go to Divinity school?

The company could not tell her when employees would be terminated if they do not comply with their mandate even if exemption requests were denied. Another unanswered question was would unemployment be available if employees are fired over an illegal vaccine mandate.

Many corporations have become radically woke like Royal Caribbean and are going along with an illegal vaccine mandate created out of whole cloth by President Joe Biden. The wise thing to do would be to wait until the courts have heard cases that are being filed as you read this.

Firstly, there is no law that was passed by Congress that gives Biden the authority to push a vaccine mandate. He can say he has the authority until the cows come home. He doesn’t have it. An executive order must be based on an authority given to the president by either the Congress or the US Constitution and neither is there.

The 14th Amendment’s Equal Protection Clause, that leftists have loved using since its inception, states that you can’t treat one group of Americans one way and other groups in a different manner. That’s exactly what Biden did when he ordered all federal employees to be vaccinated but then gave a pass to Postal employees.

There are also questions about whether the Commerce Department or even the Labor Department can create such a mandate. The Constitution says that only Congress can create laws. Commerce and Labor are under the Executive branch. The US Supreme Court recently shot down an Eviction Moratorium law that CDC Director Rochelle Walensky created out of whole cloth, because the CDC does not have the authority to create laws.

Are there any courts left that are not corrupt? Will judges correctly rule on the entire mandate being unconstitutional?

By the FDA’s own rules, you cannot mandate a vaccine when a reasonable alternative is available. Like it or not, Ivermectin and Hydroxychloroquine are reasonable therapeutic alternative treatments to the vaccines that medical doctors around the world are treating their patients with to great success. Now you know why leftists in media, social media, and government medicine hacks are trashing the two therapeutics. They want government control over Americans by forcing everyone to be vaccinated and eliminating the control group of unvaccinated Americans so that when the illnesses begin a year or two from now with mRNA vaccinated people, there will be no unvaccinated people left who are not getting the same illnesses. That’s their true goal.

The vaccination requirement sheet provided by the emailer shows that the company admits that “A fully vaccinated workplace will not eliminate the potential for positive cases…” So, then what’s the point of a vaccine mandate?

My advice would be to stop leaving your employees in the dark. They have legitimate questions and as Americans they have the right to answers before being forced to take experimental medicine.

Final advice would be that corporations should wait and see if what they are doing is deemed illegal. We are talking about life long ramifications of taking EUA medicine. And the ramifications of numerous lawsuits should overcome any urges to follow the woke supremacy that commands them to control people’s lives this way. They might realize holding off mandating employees get vaccinated will save them billions in lawsuits and legal fees.




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