A leaked NHS document allegedly sent to care home management clearly states that care home staff will be dismissed from their employment if they have decided not to have the Covid-19 injection, but that it must be done under another “substantial reason” in order to avoid claims of unfair dismissal.
This therefore means that care home management will invent false reasons to dismiss care home staff due to the legal implications of dismissing them for choosing to not have an experimental injection.
Hugo Talks has all the information in the following video…
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Categories: Breaking News, Did You Know?
Simply by staying unjected we win when the millions of vaxxed sheeple start falling like dominoes in the months ahead. Then guess how long the vertical pigs and uniformed mutts slurping their swill for now at the elitist trough along with rancid politcal swine and craven presstitute hos will cover for the cabal of reptilian scum that unleashed this vile insanity on the planet. There’s going to be a lot of entitled, hubris bloated elitist garbage dangling from lampposts in the months and years ahead and nothing is going to stop the stampeding poisoned sheeple from taking grisly revenge when the herd finally grasps the totality of their stupidity and the enormity of their betrayal at the hands of our “Western democratic” kakistocracy. Forget about the ravings of trans slash humanist oddball geriatric retards and their great psychopathic “reset” and get ready for the greatest flush of demented loons that humanity has ever seen in its sorry history of depravity at the hands of gubermint puss and the ghouls that wallow in it.
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There needs to be proof of this. It was an e-mail sent anonymously, alleged to have come from NHS managerial level. We have nothing to back it up.
Employees who have been continuously employed by their employer (or by associated employers) for two years usually have the right not to be unfairly dismissed. 44 Workers do not have the same unfair dismissal protection, but both workers and employees are protected under the Equality Act 2010 (see below). An employee may be fairly dismissed if:
• There is a potentially fair reason to dismiss
• The reason is sufficient to justify dismissal
• The employer has followed a fair procedure Fair reasons to dismiss staff who don’t comply with the regulations
The regulations may provide a fair reason to dismiss an employee over 18 who is not vaccinated or medically exempt. A potentially fair reason could be:
• the employee cannot continue to work in their position without the employer contravening a duty or restriction imposed by or under an enactment, or
• some other substantial reason of a kind as to justify the dismissal of an employee holding the position which the employee held.
From page 43 on governments website here
https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/1010601/coronavirus-covid-19-vaccination-of-people-working-or-deployed-in-care-homes-operational-guidance.pdf
Page 45 continues
Care homes must act reasonably/fairly Where a care home is contemplating dismissal for a potentially fair reason they must also: • follow a fair procedure, and
• act reasonably in treating the potentially fair reason as a sufficient reason for dismissal Steps that a care home should consider taking before dismissing an employee include (note these are non-exhaustive):
• consulting the employee (see Individual engagement, above) • warning the employee of the risk of dismissal if they do not evidence they are vaccinated or exempt within specified timescales
• giving the employee an opportunity to explain their circumstances and any reasons they should not be dismissed. This should usually be at a meeting, but this can be held virtually or if necessary by telephone
• allowing the individual to be accompanied by a trade union representative or work colleague
• taking and sharing notes of any formal meetings, to avoid misunderstandings or disputes about what was said
• exploring alternatives to dismissal, for example redeployment opportunities where vaccination is not required
• acting consistently where cases are alike, but also considering relevant differences between cases
• deciding on an outcome and communicating the outcome to the employee
• providing a right of appeal against dismissal
Care homes should consider and publicise their policy if a dismissed employee appeals against dismissal and completes a vaccination course or obtains a medical exemption after dismissal, but before the appeal is heard. Care homes will need to consider whether they will reinstate employees in such circumstances, and whether they will pay back pay on reinstatement.
Again, the employer should act consistently and fairly.
Leave may be an appropriate alternative to dismissal where a worker demonstrates intent to get fully vaccinated or obtain evidence of medical exemption. This may also justify a delay in giving notice.
Government guidelines Contradictory and confusing on purpose.
from @phlaw today
Govt guidance for care homes
“There is no requirement for registered persons to record the clinical reason behind the exemption – they should only record whether a person is medically exempt or not.”
https://www.gov.uk/government/publications/vaccination-of-people-working-or-deployed-in-care-homes-operational-guidance/coronavirus-covid-19-vaccination-of-people-working-or-deployed-in-care-homes-operational-guidance#guidance-for-registered-persons
but page 45 in the bit I posted above yesterday says
• warning the employee of the risk of dismissal if they do not evidence they are vaccinated or exempt within specified timescales
From @pjhlaw on twitter August 17th
Dr White’s hearing before MPTS was today. No suspension. But Dr White has to comply with 2 conditions:
1 Must remove social media posts about covid pandemic + associated “aspects” +
2 must not use social media to post about covid pandemic + associated “aspects.” Your views?
Basically he has to deceive his patients and completely go against the Hippocratic oath if he wants to be a doctor for the NHS.
Thanks for the update. Cannot see the honorable Dr. Sam White complying. Interesting they didn’t suspend him. Did they perhaps consider they have zero, zilch, nada grounds?
And a lot of support from people saying they wished they were lucky enough to have a GP like him. Which perhaps says a lot about the lower standard of GP care many people may feel they are getting these days?
·
@pjhlaw Aug 18th
Dr white has a strong professional support network. The battle isn’t over.
I have no doubt Dr. Sam White is representative of future health care in the UK. It goes something like: his science is based on the truth. As for standards of GP (let alone hospital) care I’m not sure I have noticed any. Having said that, broken bones seem to be mended quite well. Oh yeah, and symptoms are quite well suppressed too.
Legal help for health care workers facing jab mandates – link at the end of the article.
https://secularheretic.substack.com/p/to-nursing-students-and-health-care
“And in the end times the innocent shall be guilty ,and the guilty innocent ” The Bible .And the end times are centuries, not months or years and were in them Think of the lies the law has told over at least 2000 years . They dont even teach law students the history of the law anymore, havent for about 50 years .They just teach them how to operate it with almost zero real knowledge of it and how it came to power
Oh, and aren’t we just seeing the results in our law courts. The most legitimate cases of our times being rejected on spurious grounds. Reading The Secret Barrister is chilling (if anyone’s in need of further chilling).