This is Part 2 of a two-part article on nurses who have lost their jobs after refusing to take an employer-mandated influenza vaccination.
As mentioned in Part 1, the U.S. Centers for Disease Control and Prevention (CDC) recommendation is that all U.S. healthcare workers get annual influenza vaccinations. It might surprise you to know that:
“Health care workers include (but are not limited to) physicians, nurses, nursing assistants, therapists, technicians, emergency medical service personnel, dental personnel, pharmacists, laboratory personnel, autopsy personnel, students and trainees, contractual staff not employed by the health-care facility, and persons (e.g., clerical, dietary, housekeeping, laundry, security, maintenance, administrative, billing, and volunteers) not directly involved in patient care but potentially exposed to infectious agents that can be transmitted to and from health care workers and patients.”
CDC reasoning is that the flu is a “serious disease” that puts people in hospitals and can be terminal. Even healthy people can get the flu. In a hospital setting, patients and coworkers can spread illness even when they don’t feel sick. Vaccination helps “protect yourself, your family, and your patients.”
The problem is that not everyone wants to get vaccinated. A CDC study found that only one in four healthcare workers will volunteer for influenza vaccination. Some people object to getting a flu shot for medical or religious reasons. Others believe that flu shots aren’t all that effective. Plus, there is plenty of evidence that many vaccines, including those for children, contain poisonous toxins.
The CDC itself lists the following substances as ingredients in flu vaccines: aluminum, antibiotics, chicken egg protein, formaldehyde, human aborted fetal apparatus (dead human tissue), monosodium glutamate (MSG), and thimerosal (mercury).
Myers Detox lists other toxins contained in vaccinations, including flu shots, and describes their negative health effects.
The only effective way to get more healthcare workers to receive flu vaccine injections is to force them to do so or lose their jobs. When that happens, the acceptance rate for vaccination among hospital employees soars above 95%.
The official government position in the U.S. is that vaccinations among health care workers are strictly voluntary. A trio of top-level organizations – CDC, the Advisory Committee on Immunization Practices (ACIP), and the Healthcare Infection Control Practices Advisory Committee (HICPAC) – only “recommend” that “all U.S. health care workers get vaccinated annually against influenza:
“CDC does not issue any requirements or mandates for state agencies, health systems, or health care workers regarding infection control practices, including influenza vaccination or the use of masks.”
But it is, in fact, the CDC’s own National Health Care Safety Network (NHCSN) that has invented metrical standards to gauge care levels provided by medical facilities. This federal group summarily decided that administering lots of flu shots to healthcare personnel constitutes a “quality measure” for infection control.
In other words, the NHCSN decided arbitrarily that the more flu shots a medical facility gives to its staff, the higher the quality of care the facility provides.
The obvious benefactors of this artificial standard are the companies that manufacture influenza vaccines. According to a new report published in Global Research, the vaccine market is worth nearly $24 BILLION (with a ‘B’) and is projected to grow to $61 BILLION by 2020.
Meryl Nass, M.D. has studied vaccine safety and public policy since working with hundreds of Gulf War veterans who fell ill after getting vaccinated for anthrax. She has published new information about the trend among health care facilities to require that their workers get vaccinations or get fired.
What Dr. Nass found is very disturbing. Medicare Quality Improvement Organizations (QIOs) and the National Quality Forum, a federally-established, public-private health quality assessment organization, have been set up to regulate the quality measures they dreamed up to rate medical facility performance – with no regard to actual care improvement or lowering costs.
“They are surrogate measures that can then be used to get institutions to either comply or lose millions of dollars in reimbursements (up to 4% of acute care hospitals’ total Medicare reimbursements). The more employees and patients vaccinated, the higher the reimbursement rate,” explains Real Farmacy.
Go Erie covered the story of a local Pennsylvania hospital (Saint Vincent) that fired six employees who refused mandatory flu shot on religious grounds, yet granted medical exemptions to 14 other staffers.
In September 2016, the Equal Employment Opportunity Commission (EEOC) decided that Saint Vincent Hospital must rehire the wrongfully-terminated employees with the same pay and benefits, and awarded them a total of $300,000 in punitive damages. Guess who will absorb the cost of that litigation? (Hint: not the hospitals’ shareholders.)
The Erie article revealed the hospital’s economic motivation to force each staff member to get a flu shot, regardless of their personal preference:
“Saint Vincent implemented the mandatory flu shot policy to receive the maximum reimbursement for treating Medicare patients. At least 95 percent of the hospital’s entire workforce had to be vaccinated to meet the requirements.”
The federal government is pressuring hospitals by requiring them to report the rates of yearly influenza vaccinations of both hospital staff and hospital patients as part of their global calculation of hospital “quality.” A hospital’s “quality number” sets about 3.75% of its overall Medicare reimbursements rate (as of 2017).
In the healthcare industry, a revenue variance of 3.75% is enough to ensure a hospital’s financial success or failure. Hospitals have responded to the threat of withheld federal funding by instituting mandatory vaccination policies – or get fired.
So the national trend toward 100% vaccination rates among healthcare workers and patients has nothing to do with human health or safety. It is solely concerned with keeping care-giving facilities fiscally solvent.
No wonder nurses and other health practitioners are rising up in protest. Their health, safety, and ability to make independent choices have taken a back seat to hospital profits and losses.