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Every day in every way we are working in the fight to uphold our Canadian Charter Rights and Liberties
Under no circumstances should you quit your job! If the letters below do not work, force your employer to fire you. Document everything! Send the letters via email and request read receipts. Record any and all phone conversations. Do not have a private meeting with your boss without a 3rd party present and make it clear you are recording the meeting, as is your legal right (You can use your phone for this. It will have a voice recording app).
By leaving a paper trail and recording all relevant conversations you will have the ammunition you need to file and win a wrongful dismissal suit.
*Please Note: We DO NOT handle vaccination exemption requests
Legal Referral List
During this time we are recieving an unprecedented amount of contact from people looking for a qualified legal representative. We are always looking for more lawyers and paralegals to add to our list. If you have had an experience with a competent and qualified legal representative please let us know about them by emailing us at: [email protected]
B.A. & J.D.
Barrister & Solicitor
APT ARMSTRONG LAW
T: 647 949 0269
email: [email protected]
Markham Law Chambers
169 Enterprise Blvd., Suite 302
Markham, Ontario L6G 0E7
Family LawIncluding Legal Aid
Nirmala Armstrong Law Office
Phone: 1 905 201 7322
Fax: 1 905 367 7243
Markham Law Chambers
169 Enterprise Blvd., Suite 302 Markham, Ontario, L6G 0E7
THIS JUST IN FROM TAC'S LAWYER REGARDING EMPLOYERS TRYING TO FORCE THE JAB OR LOSE YOUR JOB
HIGH LIGHTS FROM THE LETTER
"An employer’s onus to “implement, establish and enforce” a “COVID-19 Vaccination Policy” does not mean that vaccination is mandatory for employees. Vaccination cannot be made mandatory for employment without accommodation, reasonable alternatives, exemptions, and other considerations"
"Directives are not “COVID-19 Vaccination Policies”, but instead are requiring a business or employer to “establish, implement, and ensure compliance” with a “COVID-19 Vaccination Policy”. The CMOH may provide options for the types of requirements an employer may implement/adopt in their “COVID-19 Vaccination Policy”; however, the employer still has the option to choose from the options listed therein the Directive."
"Currently, it is uncertain as to the “advice, recommendations and instructions” of the CMOH as it pertains to private businesses and “COVID-19 Vaccination Policies”. As such, it is important to be aware of any Orders issued by the CMOH or any Directives of the CMOH. In addition, Medical Officers of Health (MOH) may also issue Orders or Directives if they have been in consultation with the CMOH. As such, being informed of your local Public Health Unit’s Orders or Directives will be important."
"If you are an employee, you may want to ask your employer about what their “COVID-19
Vaccination Policy” will be in clear and unequivocal terms. If you are an employer, be
aware of whether it is an Order or Directive and what is truly required of you. It is
important to note employment law standards vary depending on Union representation
and other factors including applicable legislation, private versus public sector, etc."
"Is a “COVID-19 Vaccination Policy” mandatory? Under the Ontario Regulation 364/20, a “COVID-19 Vaccination Policy” is not mandatory. However, once the CMOH or MOH directs or orders your business to implement and enforce a “COVID-19 Vaccination Policy” then it may be mandatory. That being said, there
are still opportunities to refute and appeal an Order, if it is made under the HPPA, as mentioned above, Directives do not have clear appeal processes, if any. As such, if you are directed or ordered to implement and enforce a “COVID-19 Vaccination Policy” you may want to seek legal advice to know your options, or seek clarification as to the expectations."
GET YOUR NOTICES OF LIABILITY HERE
CLICK HERE to get the following:
• Notice to schools to leave your child alone with regard to vaccination
• Letter to your doctor who is encouraging you to get the Jab
• Terms of employee vaccination acceptance - A LETTER TO EMPLOYERS REQUIRING EMPLOYEES TO GET THE JAB
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There has never been in recent times such a profound need, as Canadians, for us to take action. Like you, we at Take Action Canada have felt the effects of this troubled landscape. The profound and breathtaking disregard to our Human Rights and Liberties has never been more obvious. We are here to help. By way of connecting with Take Action Canada relief can be attained from ideology to reality. By contacting us through our URGENT portal a Take Action Intake Agent will contact you on the same day as receipt of your email request, weekends included. We are here to help all Canadians through our network of resources.
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