Realities of big corporate employment

By Elize Theron

During the Pandemic and hard lockdowns, I always told my husband that we should be so grateful working for big corporate entities, having the financial backing to support and arrange to work from home. That was unlike many other people being retrenched or having to liquidate their businesses due to no operational income being generated. During these times my Sales Team had to convert into a Collections Team, having to write Moratorium applications for payment holidays. It was tough working 14 hours a day, but hey, we still had a job. Going a bit forward to the current state of affairs, I notice things have changed a bit for the big Corporates (my own Company excluded for the time being). I was privy to two well-known entities' process of implementing the so-called mandatory vaccination Policies and let me tell you brutal is putting it mildly. What has become clear is that companies will take the same route, and I'll briefly outline the same and hope this will help those of us still waiting in the trenches. Their first modus operandi is to prove that they have shared lots and lots of "scientific" data from various so-called specialists, Roadshows, Team talks, flyers, videos, etc. The next step would be to get everyone to declare their vaccine status, and most often it is with a requirement to specify your reasons. It will then appear as if they wait for the "numbers to come in" – psychological intimidation and the first bunch of un-jabbed will fall in line. Then after a while, you will get notification of a formal Vaccine Policy, and it will clearly state that you will have the right to object/request exemption.

On these exemption applications, you will have to choose between Medical, Religious, or Constitutional grounds. In my view Medical and Religious is a set-up for failure, the medical one will only work if you can prove a previous contraindication to the Covid19- jab?? (you can make your conclusion here). The Religious objection normally fails as they require proof of a specific doctrine and letters from the leadership declaring the denomination and specific laws against the same. I've seen a denied objection on Constitutional grounds, and it is clear that the "independent" panel looks for various loopholes, one of the comments stated "Sec 36 of the Constitution provides that the rights in the Bill of Rights may be limited in terms of law of general application to the extent the limitations are reasonable and justifiable in an open and democratic society and that the statutory limitations imposed ARE reasonable and justifiable in as much as it is calculated to contain the spread of the deadly virus" Now I know the knowledgeable people amongst us, will immediately say that all these grounds for rejection are unlawful, however the point I want to bring forward is that we all know the dangers of these jabs, we all have a better understanding of law as well, the problem is, the considerations of these objections are ALL one-sided and nonnegotiable/no appeal can be brought forward to the panel's final decision. The only way to do it is to go forth with the process which entails being placed on special leave, awaiting a disciplinary hearing where an incapacity process will be discussed. (Note the incapacity process is not divulged beforehand) The above is a summary of how it currently works in at least 2 big corporate companies. The other main last point I wish to mention is the fact that the Line Managers and all other promoting staff will always ensure that they re-iterate that the Company is NOT FORCING you it is 100% YOUR CHOICE! The last-mentioned will be emphasized repeatedly – it is scary how influenced they are, and how all logic disappeared. If you are waiting in the trenches, be prepared, don't do it alone, get fellow logic thinkers together and be a team, and to those who are already there, know that you are not alone, and do not give in!