Notices of Liability Response Templates

NOL Response Template: City Rapid Testing

From: city
To: “employee
Cc: “supervisor
Subject: Return to Work – Mandatory Covid-19 Protocol in Effect

HI ______

As your first day back is tomorrow, please see the below email that went out to all staff at the beginning of 2022.
As with all City of _________ staff, you will either need to provide proof of vaccination or will need to submit a rapid test before your shift starts. This is compulsory for all staff.
Here is additional info on rapid testing kit availability.

In addition, you will need to complete the mandatory Covid-19 training module before the start of tomorrow’s shift as well.
Please use this link to the COS intranet portal to access the training module.

It is important for you to understand that you must be cleared either with proof of vaccination or with a negative antigen test result, before your scheduled shift starts tomorrow morning.
Any questions or concerns, please give me a call.


To all PFO Staff
As part of the City of _________ Employee, Volunteer and Contractor COVID-19 Vaccination Policy, all employees are required to provide their proof of vaccination using the following link to the COS intranet portal.
Please do so at your earliest convenience. As well, please complete the training module in the upper right hand corner of the vaccination portal.

If you have any questions, please connect with either myself or Ray.



Dear Supervisor,

please review this document on the harms of rapid testing.

The City Manager, sent an inter-office memo in November 4, 2021 mandating that all staff be vaccinated by January 4, 2022 or they would be put on unpaid leave.

Mr. _________ was served a personal Notice of Liability and a warning letter outlining the personal liability he was exposing himself to due to the fact that requesting private medical information or mandating vaccines is in violation of the privacy act and the criminal code. Extortion (s.346) and intimidation (s.423) are serious criminal code offenses.

As a result of these actions Mr. ________ sent an inter-office memo to city staff on January 3, 2022 and the threat to mandate vaccination was removed as well as the threat of putting anyone on unpaid leave. Employers cannot put employees on unpaid leave as this is a further violation and many legal actions are commencing as a result of it.

Further, the mandate to undergo rapid testing is a criminal offense under the Genetic Non-discrimination Act S-201. Additionally, Health Canada posted an Urgent Public Advisory warning that many calls were made to poison control as a result of the Rapid Antigen Test Kits and the exposure to hazardous substances. In the document addressing the Rapid Test being handed out to minors at school you will see that it is very clear that the tests are meant for professional use due to the hazardous materials. An ingredients list is available for the different test kits and you will further see that protective gear should be worn while using these tests and that they should be disposed of as a hazardous material. The test kits contain Sodium Azide which is a highly toxic substance not only to people but very harmful to our environment. People are currently disposing of the access Sodium Azide by pouring it down their drains which is going into our water systems.

A complete review needs to be done by Occupational Health and Safety. The city must stop using the rapid tests as this is not only exposing employees to toxic materials but opening the city up to liability. First and foremost because what you are doing is illegal, secondly because of the reported risk factor to humans and thirdly the environmental impact.

With Regards,


Cc: supervisor
Subject:RE: Return to Workst. – Mandatory Covid-19 Protocol in Effect

Hi –employee–

I have been advised that you do not need to complete the mandatory training module at this time. However, the City’s position on either providing proof of vacation or providing a negative test result from a rapid antigen test kit, is still a requirement before the start of your shift at 07:00 on Thursday, March 31, 2022.



Hi Supervisor,

As I’m sure you can appreciate this is a difficult situation you are placing me in as I have to consider my health and what goes into my body as well as the violations that are being committed by yourself and the city against me in mandating I submit to illegal and unlawful testing and a forced medical procedure. Since when is this ok?

Other employees may not know their rights and the rule of law but I do. And I will not be subjected to being physically assaulted or forced to take a medical procedure at threat of not being permitted to work.

I have the guaranteed and protected right under section 7 of the Charter of Rights and Freedoms to my employment without discrimination.

I have already had the virus and therefore have natural immunity and the tests have further proven to be not only highly inaccurate but also unnecessary for healthy people to undergo.

I suggest you speak to the city’s legal dept about the city’s position on this matter. As I mentioned many legal actions are commencing against employers and reportedly the employee is in the favourable position.

I will be showing up for work as scheduled at 7am.


Employee successfully returned to work and did not submit to ANY Rapid Testing.