a. The CDC and FDA, along with the EUA COVID-19 Vaccine Manufactures, have posted the following information related to the EUA COVID vaccines: On June 23, 2021 the CDC updated guidance recognizing that “Since April 2021, there have been more than a thousand reports to the Vaccine Adverse Event Reporting System (VAERS) of cases of inflammation of the heart—called myocarditis and pericarditis… and on on June 25, 2021, the FDA is announcing revisions to the patient and provider fact sheets for the Moderna and Pfizer-BioNTech COVID-19 vaccines regarding the suggested increased risks of myocarditis (inflammation of the heart muscle) and pericarditis (inflammation of the tissue surrounding the heart) following vaccination. For each vaccine, the Fact Sheet for Healthcare Providers Administering Vaccine (Vaccination Providers) has been revised to include a warning about myocarditis and pericarditis and the Fact Sheet for Recipients and Caregivers has been revised to include information about myocarditis and pericarditis. This update follows an extensive review of information and the discussion by CDC’s Advisory Committee on Immunization Practices meeting on Wednesday.
b. The Pfizer Fact Sheet, revised 25 June 21 makes clear that Myocarditis (inflammation of the heart muscle) and pericarditis (inflammation of the lining outside the heart) have occurred in some people who have received the Pfizer-BioNTech COVID-19 Vaccine.
c. The Pfizer Fact Sheet also makes clear, under Benefits, that the “duration of Protection is currently unknown.”
d. As of June 28, 2021, … CDC received reports from 48 U.S. states and territories of 4,686 patients with COVID-19 vaccine breakthrough infection who were hospitalized or died. And A total of 10,262 SARS-CoV-2 vaccine breakthrough infections had been reported from 46 U.S. states and territories as of April 30, 2021.
e. As of May 1, 2021, the FDA and CDC’s Vaccine Adverse Events Reporting System, VAERS showed 384,270 adverse events from the EUA COVID-19 vaccines as reported in the last six months, and 4,812 deaths.
f. FDA reports that there are treatments for COVID-19, “The FDA reached a milestone of approving 1,000 original and supplemental generic drug applications to help in the treatment of patients with COVID-19 since the start of the pandemic.”
g. There are No Licensed COVID-19 Vaccines in the U.S presently .
h. There are No Long-Term Studies supporting Safety and Efficacy of EUA COVID-19 vaccines.
i. No studies yet exist on the long-term impact on someone getting an EUA COVID-19 Vaccine who has had COVID-19.
1. Right to Informed Consent is separate from the Option to Refuse, and is also based on Federal law over EUAs. 21 USCS § 360bbb-3
2. CDC reports, June 23, 2021: “Since April 2021, there have been more than a thousand reports to the Vaccine Adverse Event Reporting System (VAERS) of cases of inflammation of the heart—called myocarditis and pericarditis—happening after mRNA COVID-19 vaccination (i.e., Pfizer-BioNTech, Moderna) in the United States. Selected Adverse Events Reported after COVID-19 Vaccination | CDC
3. FACT SHEET FOR RECIPIENTS AND CAREGIVERS, EMERGENCY USE AUTHORIZED (EUA) OF THE PFIZER-BIONTECH COVID-19 VACCINE TO PREVENT CORONAVIRUS DISEASE 2019 (COVID-19) IN INDIVIDUALS 12 YEARS AND OLDER, Revised 25 June 2021, p. 3: https://www.fda.gov/media/144414/download
4. FACT SHEET FOR RECIPIENTS AND CAREGIVERS, EMERGENCY USE AUTHORIZED (EUA) OF THE PFIZER-BIONTECH COVID-19 VACCINE TO PREVENT CORONAVIRUS DISEASE 2019 (COVID-19) IN INDIVIDUALS 12 YEARS AND OLDER, Revised 25 June 2021, p. 3: https://www.fda.gov/media/144414/download
5. COVID-19 Vaccine Breakthrough Infections Reported to CDC — United States, January 1–April 30, 2021 Weekly / May 28, 2021 / 70(21);792–793, Among these cases, 6,446 (63%) occurred in females, and the median patient age was 58 years (interquartile range = 40–74 years). Based on preliminary data, 2,725 (27%) vaccine breakthrough infections were asymptomatic, 995 (10%) patients were known to be hospitalized, and 160 (2%) patients died.
COVID-19 Vaccine Breakthrough Infections Reported to CDC — United States, January 1–April 30, 2021 | MMWR
6. See Senator Johnson’s Hearing on Adverse Events from the EUA COVID-19 vaccines.
8. “There are currently no licensed mRNA vaccines in the United States.” https://www.covidhealth.com/article/understanding-explaining-mrna-covid19-vaccines
9. According to the Section 564 of the Federal Food, Drug, and Cosmetic Act, a lawful application of the terms of a lawful emergency use authorization (“EUA”) pursuant includes (e)(1)(A)(i)(III):
(III) of the option to accept or refuse administration of the product, of the consequences, if any, of refusing administration of the product, and of the alternatives to the product that are available and of their benefits and risks.
CHARTER TOWNSHIP OF VAN BUREN IMPOSES COVID 19 VACCINATION ON GOVERNMENT EMPLOYEES
On June 15, 2021 the Charter Township of Van Buren Board of Trustees met, voted, and approved an agenda item to mandate that every Van Buren Township employee take the COVID 19 vaccination as a condition of their employment. The next day, June 16, 2021 the township human resource director sent an email that stated the aforementioned motion was approved by the township board, was a mandate, and that if any employee does not comply they would be placed on a two week suspension and subsequently terminated.
On June 21, 2021, both the police and fire unions met with the three full time elected officials regarding this matter to stress our concerns of potentially losing police, firefighters, and dispatchers due this decision and that could cripple safety for our community. It was determined at that time thatvthe board would delay the mandate to August 16, 2021 with the purpose for the board to review their decision and have further discussion amongst themselves. This would further go past the July 20, 2021 board meeting in which the township board could re-vote on this mandate.
On July 20, 2021 the Charter Township Van Buren Board of Trustee Meeting took place. A listed agenda item on the agenda was “discussion on, and to consider a re-vote of Mandatory Covid-19 Vaccinations.” Both the Police and Fire Union Presidents spoke and informed the board that this was a change in their work environment and change in conditions of their employment. The board meeting continued and the board disregarded the union’s comments and proceeded to vote to continue with the mandatory Covid-19 Vaccinations for employees. The mandatory compliance date being August 16, 2021.
The Township Supervisor spoke at the meeting and stated the Federal Government, State of Michigan, or Wayne County, has not required their workforce to be mandated to take the COVID 19 Vaccination. In addition the Township Supervisor stated at the meeting that he called the Municipal Townships Association and the County of Western Wayne and both entities stated to their knowledge we will be the first government to impose this mandatory COVID 19 vaccinations to government employees in the State of Michigan.
Adam Byrd POLC Van Buren Township Patrol and Dispatchers Union President Union President firstname.lastname@example.org
We thank The Detroit News for featuring the Van Buren Township Patrol and Dispatcher’s Union in writing an article about mandatory vaccinations. To check out the article CLICK HERE!
July 21, 2021
Director Gregory Laurain,
Please consider this correspondence a Grievance that I am filing on behalf of THE ENTIRE VAN BUREN TOWNSHIP POLICE AND DISPATCHERS UNION.
The Van Buren Township Patrol and Dispatcher’s Union asserts that the employer, Van Buren Township, has violated the Collective Bargaining Agreement in regards to Article I (Purpose), Article II (Managements Rights) and Article XXIV (Fairness). The Employer has failed to bargain with the Union over the terms and conditions of employment creating an “Unfair Labor Practice” as defined by the National Labor Relations Act.
FACTS OF GRIEVANCE:
Mandatory Covid 19 Vaccination Mandate:
On June 15, 2021 the Charter Township of Van Buren Board of Trustees met, voted, and approved an agenda item to mandate that every Van Buren Township employee take the COVID 19 vaccination as a condition of their employment. The next day, June 16, 2021 Director of Human Resources Nicole Sumpter sent an email that stated the aforementioned motion was approved by the township board, was a mandate, and that if any employee does not comply they would be placed on a two week suspension and subsequently terminated.
On June 21, 2021, I as the Van Buren Township Patrol and Dispatcher’s Union President along with Command Officer Union President Marc Abdilla met with the three full time elected officials regarding this matter. It was agreed that there would be an extension for this mandate for 90 days at that time. However, on the subsequent day (June 22, 2021) Director Sumpter sent another email that stipulated that the deadline for the Mandatory Vaccination has been extended to August 16, 2021 (60 days) and that the termination of employment for non-compliance had been removed.
On July 19, 2021 the Van Buren Township Work Study was scheduled. The work study is an opportunity for any person to discuss matters that is going to be at the board meeting as a preliminary approach to mitigate issues. On the board meeting was an item on the agenda for “Discussion on, and to consider a re-vote of Mandatory Covid-19 Vaccinations for Township Employees.” On June 14, 2021 & July 19, 2021 the work studies were cancelled and a cancellation notice placed on the Township website. These cancellations suppressed our ability as a Union to have a discussion with the entire Board of Trustees prior to the board meeting.
On July 20, 2021 the Van Buren Township Board had a meeting. A listed agenda item on the agenda was “discussion on, and to consider a re-vote of Mandatory Covid-19 Vaccinations.” I spoke as the Van Buren Township Patrol and Dispatcher’s Union President at the board meeting and before the Township Board of Trustee members spoke about this incident. I informed the board that this was a change in our work environment and change in conditions of our employment. The board meeting continued and the board disregarded my comments and proceeded to vote to continue with the mandatory Covid-19 Vaccinations for employees. The mandatory compliance date being August 16, 2021.
Township Supervisor Kevin McNamara stated at the board meeting that the Federal Government, State of Michigan, or Wayne County, has not required their workforce to be mandated to take the COVID 19 Vaccination. Township Trustee Kevin Martin acknowledged that this is the right of the employee and that this is not fair to mandate this vaccination. Township Trustee Reggie Miller acknowledged that this agenda item had no policies as to how this was going to be governed.
Type of Vaccination – Emergency Use Authorization:
As noted by https://www.fda.gov/vaccines-blood-biologics/vaccines/emergency-use-authorization-vaccines-explained. (Attachment#1)
An Emergency Use Authorization (EUA) is a mechanism to facilitate the availability and use of medical countermeasures, including vaccines, during public health emergencies, such as the current COVID-19 pandemic. Under an EUA, FDA may allow the use of unapproved medical products, or unapproved uses of approved medical products in an emergency to diagnose, treat, or prevent serious or life-threatening diseases or conditions when certain statutory criteria have been met, including that there are no adequate, approved, and available alternatives. Taking into consideration input from the FDA, manufacturers decide whether and when to submit an EUA request to FDA.
Once submitted, FDA will evaluate an EUA request and determine whether the relevant statutory criteria are met, taking into account the totality of the scientific evidence about the vaccine that is available to FDA.
State of Michigan Emergency Orders Rescinded
On June 17, 2021 and just one day after the township mandated vaccination order, the Director of Michigan Department of Health and Human Services Elizabeth Hertel publicly announced that the State of Michigan was going to reopen and according to https://www.michigan.gov/coronavirus/0,9753,7-406-98178_98455_98456_103043-562057–,00.html the below information many of the previous mandates were rescinded. The following addresses these rescinded orders:
SUPPORTING GRIEVANCE INFORMATION:
Under Section 8(a)(5) of the National Labor Relations Act, as amended, 29 U.S.C. 158(a)(5), an employer has an obligation to bargain with the existing union over wages, hours, and other terms and conditions of employment before implementing any changes.
The National Labor Relations Act further states that any new requirement or rule that is enforceable through discipline or causes a change to an employee’s terms of employment is considered by the NLRB to be a mandatory subject of bargaining.
There is “NO” authority granted to the employer in the current Command Unions CBA in regards to allowing the implementation of a medical program by the employer. Furthermore, the employer failed to provide the union notice and an opportunity to bargain the effects of the program on employees.
29 U.S. Code 158. Unfair Labor Practices: For the purposes of this section, to bargain collectively is the performance of the mutual obligation of the employer and the representative of the employees to meet at reasonable times and confer in good faith with respect to wages, hours, and other terms and conditions of employment, or the negotiation of an agreement, or any question arising thereunder, and the execution of a written contract incorporating any agreement reached if requested by either party, but such obligation does not compel either party to agree to a proposal or require the making of a concession: Provided, That where there is in effect a collective-bargaining contract covering employees in an industry affecting commerce, the duty to bargain collectively shall also mean that no party to such contract shall terminate or modify such contract, unless the party desiring such termination or modification serves a written notice upon the other party.
ARTICLE I – Purpose IN PART
The purpose of this Agreement is to reduce to writing the total understanding of the parties regarding wages, benefits and working conditions of employees of the Employer covered by this Agreement, and that all such understandings are written to be mutually binding.
VIOLATION#1 | ARTICLE I – PURPOSE
The employer has unilaterally changed our working conditions without it being negotiated as mandated by Article#1. The employer does not have the option to change these conditions by vote of the board or any other mechanism besides negotiating fairly.
ARTICLE II- Management Rights IN PART
It is recognized that the government and management of the Township, control and management of its properties, and the maintenance of municipal functions and operations are reserved to the Employer and that all lawful prerogatives of the Employer shall remain and be solely the Employer’s right and responsibility, except as limited by law….All rights involving public policy, the rights to decide the number of employees, to create or eliminate positions, work normally performed within the unit, the right to hire, lay-off, assign, transfer and promote employees; to determine the qualifications of employees; to determine and redetermine job content; to make such reasonable rules and regulations not in conflict with this Agreement…
VIOLATION#2 | ARTICLE II- Management Rights
Management has rights to make reasonable rules as outlined in this article. It is unreasonable for management to unilaterally make a decision without negotiations especially to this magnitude. In addition, it is unreasonable to order an employee take a Non-FDA Approved Vaccination that is only approved under Emergency Use Authorization, when in fact the State of Michigan has relaxed and rescinded the COVID 19 mandates.
The State of Michigan Department of Health as well as our Governor has countless medical resources at their disposal. There has been no guidance and in fact there is no municipality in the State of Michigan that has elected to make such unreasonable rule that is being consistently challenged and litigated in the private sector besides our employer. The employer has produced no objectively reasonable evidence beyond their subjective opinions about this subject and forced our bargained for workforce to be mandated to take this Non-FDA Approved Vaccination without bargaining.
ARTICLE XXIV – Anti-Discrimination Clause IN PART
All Employees shall be treated fairly.
VIOLATION#3 | ARTICLE XXIV – Anti-Discrimination Clause
All Employees shall be treated fairly. It is unfair to not negotiate and change a bargaining group’s working conditions without the decision being bilateral and reasonable. As Township Trustee Kevin Martin stated, the township is violating the employee rights. That is unfair and a violation of this article. As Township Trustee Reggie Miller stated there are no policies addressing how they intend to govern this mandate. That is unfair to impose a mandate without guidelines. Finally Treasurer Budd made a motion that they continue the original mandate with the understanding that they help employees get the vaccination and what the consequences will be. It is unfair to have a motion that stated a 90 day extension when in fact they only extended it by 60 days and laterdetermine what the consequences are going to be simultaneously with a mandate. The board is giving an order that is ambiguous and unfair. They cannot agree with each other on this issue and are attempting to govern us union members without negotiating. This is a violation.
The Union requests that the Employer rescind the “Mandatory Vaccination” mandate immediately.
POLC Union President
Van Buren Township Police Department
Union President Adam Byrd on Channel 4 News informing the public concerning the mandatory vaccinations and the affects of what the Charter Township of Van Buren Board of Trustees decision will have on the patrol and dispatchers membership. CLICK HERE TO GO TO STORY!