NOL Response Template: City Termination

From: Insert your
address here

To: Insert Name and address
of the person you are sending
the letter to here

Date: Insert current date here

Dear (insert name of the person you are sending to here)

Regarding my March 7th 2022 Termination from the City of XX

It came to my attention on Saturday, March 5th at 8:11am that I would be terminated March 7th 2022. This came as a shock to me as I had not received any prior notice from the City advising me of such. I did sign a form to receive the remainder of my vacation to be paid out and to confirm my medical status for the past two weeks of January 2022. As per a Nov 17th 2021 letter from my Union Rep X, I was under the impression that I was on unpaid leave for up to three months after my vaccination status was given.

I have been coerced, manipulated and intimidated into signing forms that were deceptively worded in ways to push me toward termination if I did not take the vaccine. I have been under a great deal of stress since November 2021 as of a result of the City mandating an experimental vaccination that is still in the trial phases and is well reported to be causing severe and permanent adverse reactions, including death.

According to the Public Health Agency of Canada, Canadian National Report on Immunization, 1996, “Vaccines are not mandatory in Canada and they cannot be made mandatory because of the Canadian Constitution.’’

Further, in Canada, a doctrine of informed consent regarding any medical treatment has become part of Canadian Federal law. According to Supreme Court rulings, no Canadian citizen is required to take any medical treatment without informed consent, which includes the right to refuse such treatment, https://bottomlineresearch.ca/pdf/informed_consent.pdf

There are no provisions in any orders of any health minister, doctor, or provincial legislation, that can, nor pretend that any measures can, override Charter or other pre-Charter constitutional rights. All Statutes, By-laws, Orders and Acts must be consistent with the Constitution…or they are of no force or effect.

Section 52(1) of the Constitution Act, 1982: The Constitution of Canada is the supreme law of Canada, and any law that is inconsistent with the provisions of the Constitution is, to the extent of the inconsistency, of no force or effect.
If the Federal Government had invoked the Federal Emergencies Act in response to COVID-19, which it has not, even that Emergencies Act states:

AND WHEREAS the Governor in Council, in taking such special temporary measures, would be subject to the Canadian Charter of Rights and Freedoms and the Canadian Bill of Rights and must have regard to the International Covenant on Civil and Political Rights, particularly with respect to those fundamental rights that are not to be limited or abridged even in a national emergency.

Employment is 100% guaranteed and protected under Section 7 of The Canadian Charter of Rights and Freedoms:

“Everyone has the right to life, liberty, and security of the person and the right not to be deprived there of except in accordance with the principles of fundamental justice.”

Extortion (s.346), intimidation (s.423) committing tort; privacy violations and willful misconduct are serious indictable criminal code offences. Interfering with someone’s right to gainful employment is a further violation of the Constitution and Charter of Rights and Freedoms.

You are personally not protected under any Act, Order or Statute that is in violation of the Canadian Rule of Law, Constitution and Charter of Rights and Freedoms. Legal actions are commencing nationwide due to the egregious violations of human rights, privacy rights and indictable criminal code offenses.

I am writing to advise you that if you persist in unlawfully interfering with my guaranteed rights by supporting or enforcing the COVID-19 injection under threat of losing my employment or continuing to be put on unpaid leave, I will hold you personally liable for any loss of income, damages and/or any injury I suffer as a result of your actions.

It is the duty of every Canadian citizen to uphold the law and respect the Constitution and Charter Rights. You have been duly warned.

I expect the city to re-consider their position on my employment and re-instate me immediately.

Sincerely,

(Sign
and print your name here)

Original Correspondence

Subject: RE: Regarding my March 7th 2022 Termination from the City of XX
From Union Rep… in response to letter below…

Name…, this is not good.

We have been working together on this and now I am concerned that you’re not acting in good faith here. I explained the process and your decision to email mayor and council in breach of regulations over something you have known for a while now makes me have serious reservations about this.

There are also untrue statements in your email and your response here isn’t rational, as surely you know that emailing mayor and council on what is effectively dishonest is going to be investigated for breach of protocol, dishonesty, etc. and it doesn’t help your grievance at all, as it detracts from the legitimate problems with the mandatory vaccination policy.

They will now almost certainly also investigate your security clearance, over which the union has no jurisdiction. So not good.

Letter of Response to Union Rep …HR and Mayor and City Council,

I most certainly have not, at any time, acted in bad faith or been dishonest or in breach of protocol and I would challenge you to advise me exactly what I said in my email response to you that was untrue.

Further, you have not kept me informed of the process and in fact you delayed responses or did not respond at all. As an example I did not find out that the city was planning on terminating my employment as of Monday, March 7th until you advised me of it on Saturday, March 5th. As agreed with HR in January I was put on unpaid leave until April at which time things would be reassessed. I was understandably shocked and responded to you immediately and did not receive a reply from you for 3 days.

It is the Union that is acting in bad faith as they are in violation of my collective agreement. My employer is acting in bad faith as they are in violation of my privacy rights, charter rights and the criminal code of Canada by using extortion and intimidation to coerce me into taking a harmful vaccination which is reported to be causing severe adverse reactions, including death. This is well documented and I have provided the direct link to the CDC’s website verifying this as well as the Pfizer Data Release which is currently being investigated.

You have a duty and an obligation to review the material which is presented to you and you have an obligation to represent me according to our collective agreement.

Nowhere in my collective agreement does it state that my employer can put me on unpaid leave or fire me without cause. I have been a faithful employee for 18 years and have worked many hours overtime in the past two years without being paid overtime.

Further, to suggest that my response to this travesty justifies an investigation of my security clearance is a bullying tactic since there is nothing I have done to warrant this.

I have a lawful and guaranteed right not to succumb to the Covid-19 injection according to the criminal code, the Charter of Rights and the Public Health Agency of Canada. I have provided you all of the information to support this statement.

Nowhere in my collective agreement does it state that if the law is being broken that I must consult with the union first. I have a duty and an obligation to report it and to take action if my employer is demanding that I be physically assaulted in order to maintain my employment. If the union is in agreement with my employer’s criminal activity than that makes you complicit and an accessory. This has gone beyond employment law to a criminal matter.

Bringing this situation to the awareness of the Mayor and City Council is also within my right as the city is my employer and they must be notified of the criminal activity and pending action against the city should there be the need for me to proceed with legal action. The mayor and city council have also been served a Notice of Liability in December of 2021 and therefore have been well-advised of the privacy violations, criminal code offences, Supreme Court rulings and harms of the injections.

By trying to silence me and use dishonesty and trickery to get me to agree with any of this is beyond comprehension. It is morally and ethically corrupt.

I once again reiterate, that based on the facts of this matter, I expect the city to re-consider their position of my employment and re-instate me immediately.

Letter to City HR Person sent separately from union letter…and mayor and city council.

HR,

I have included you in the recent email communication with my union rep X, because I was informed on Saturday, March 5th 2022 at 8:11am, that I would be terminated from my employment as of March 7th 2022.

However, I have not received any official notification from my employer, the City of XX.

I was under the clear understanding that it was agreed upon between my union and HR, on January 24 2022, that I would be put on unpaid leave for 3 months due to medical reasons. See attached.

As I mentioned in the email correspondence below I have found this whole matter extremely stressful and confusing.

On February 7th my employer sent an email requesting I confirm whether or not I would be taking the vaccine. The letter provided two choices, yes or no. I checked the ‘no’ box as that was my only option. But in a message below my signature it said that if I ticked No I would be agreeing to be terminated.

First of all the city had no legal right to request my vaccine status as it is a violation of my medically protected privacy rights and secondly, my employer gave me no other reasonable options or accommodations.

As I have communicated in the email to my union rep, X, the actions of my employer, including XY and yourself, in coercing and intimidating me to provide my private medical information and take the experimental vaccine, at threat of losing my job, is not only in violation of my charter of rights and human rights but is also in violation of the Criminal Code, Extortion (s.346), Intimidation (s.423).

As I have already stated, according to the Public Health Agency of Canada, Canadian National Report on Immunization, 1996, “Vaccines are not mandatory and they cannot be made mandatory because of the Canadian Constitution.’’

All parties involved have opened themselves up to personal liability.

I am giving you and my employer, the City of XX, an opportunity to do the right thing and reinstate me.

I await your reply.