The Australian Federal Government’s No Jab, No Pay law demands parents have their children vaccinated to access financial benefits, and denies them the right to freely consider the risks and benefits of each of these interventions, in direct contravention of The Australian Immunisation Handbook, which states the criteria for consent to be legally valid, i.e. including that “It must be given voluntarily in the absence of undue pressure, coercion or manipulation”, and that “It can only be given after the potential risks and benefits of the relevant vaccine, the risks of not having it, and any alternative options have been explained to the person”.
There is an obvious conflict between the Australian Federal Government’s No Jab, No Pay law, and the right to legally valid consent which has not as yet been resolved, and which is ignored by politicians and some doctors in Australia.
It is shocking that some doctors have stood by and allowed this to happen.
How does this sit with the ‘informed consent’
The same could be said about the mandatory Mask mandate.
It to is a massive over reach of unlawful political authority, in this article we shall display your rights and exemptions to such an over reach so you the reader can by your own free will better navigate these trying times of unlawful government coercion .
We shall display the many pdf download links to information that may help you the reader make an informed decision on how you will proceed.
Disability Discrimination Act 1992
Queensland human rights commission
The Anti-Discrimination Act 1991 makes unfair discrimination, sexual harassment, vilification, and victimisation unlawful in Queensland. … There are also anti-discrimination laws at the federal level in Australia, with specific Acts prohibiting discrimination on the basis of sex, race, disability ,age and more.
DISABILITY DISCRIMINATION ACT 1992 – SECT 24
Goods, services and facilities
It is unlawful for a person who, whether for payment or not, provides goods or services, or makes facilities available, to discriminate against another person on the ground of the other person’s disability:
(a) by refusing to provide the other person with those goods or services or to make those facilities available to the other person; or
(b) in the terms or conditions on which the first-mentioned person provides the other person with those goods or services or makes those facilities available to the other person; or
(c) in the manner in which the first-mentioned person provides the other person with those goods or services or makes those facilities available to the other person.
DISABILITY DISCRIMINATION ACT 1992 – SECT 6
Indirect disability discrimination
(1) For the purposes of this Act, a person (the discriminator ) discriminates against another person (the aggrieved person ) on the ground of a disability of the aggrieved person if:
(a) the discriminator requires, or proposes to require, the aggrieved person to comply with a requirement or condition; and
(b) because of the disability, the aggrieved person does not or would not comply, or is not able or would not be able to comply, with the requirement or condition; and
(c) the requirement or condition has, or is likely to have, the effect of disadvantaging persons with the disability.
(2) For the purposes of this Act, a person (the discriminator ) also discriminates against another person (the aggrieved person ) on the ground of a disability of the aggrieved person if:
(a) the discriminator requires, or proposes to require, the aggrieved person to comply with a requirement or condition; and
(b) because of the disability, the aggrieved person would comply, or would be able to comply, with the requirement or condition only if the discriminator made reasonable adjustments for the person, but the discriminator does not do so or proposes not to do so; and
(c) the failure to make reasonable adjustments has, or is likely to have, the effect of disadvantaging persons with the disability.
(3) Subsection (1) or (2) does not apply if the requirement or condition is reasonable, having regard to the circumstances of the case.
(4) For the purposes of subsection
- Privacy Privacy laws regulate the handling of personal information about individuals (what can and can’t be done with someone’s personal information).Privacy is a right enshrined in law (Privacy Act 1981, Cth) and in the Australian Privacy Principles (‘APPs’). The Act and APPs apply to individuals and Commonwealth Government agencies. Each State and Territory has its own legislation in relation to privacy obligations of its government departments and agencies.
- ConfidentialityConfidentiality ensures people or entities protect another person’s or entity’s information which has been conveyed in confidence and which is not readily available to the public.‘Medical confidentiality’ obliges a health professional to protect (limit access to) the information discussed in confidence between themselves and a patient or client.There is no specific confidentiality legislation in Australia, so in a strict legal sense it’s governed by the ‘common law’. However, there’s a commonly understood ‘duty of confidentiality’ which is rooted in various sources.
- Statutory duty (includes Commonwealth Privacy Act and APPs). This source requires that you must not use or disclose personal information for a ‘secondary purpose’, e.g. fundraising, marketing or media interviews.
- Common law. A patient can sue for breach of confidentiality if it can be shown the breach results in actual injury or damage (this is rare). Compensation is payable under the Privacy Act.
- Ethics. Confidentiality facilitates autonomy and self-determination, and supports the dignity of the patient.
Mandatory Masks and Claims of Discrimination: What does it mean for businesses?
Can I be refused entry to a shop or business? Shops and businesses have the right to refuse entry or ban any person from their premises. They can refuse to serve a person as long as they don’t breach anti-discrimination laws.
We can also use common sense
It is also important to note that businesses, in setting their rules, cannot act in a discriminatory way.
The law protects us against a range of discriminatory behaviours. The potential for, say, disability or religious discrimination might allow a person to legitimately refuse to wear a mask.
In that event, the shop would need to make alternative arrangements for that customer.
Do I have to disclose my disability/ illness to my employer?
You do not have to disclose your medical diagnosis to your employer, unless your symptoms have the potential to create an unsafe workplace for you or your colleagues. … There is a positive obligation on employers to make reasonable adjustments to the way you perform work in order to accommodate your diagnosis and symptoms.
Here is the dilemma faced by many employees who have “hidden” or “invisible” disabilities: Are you better off disclosing the existence of a disability or illness to your employer in order to qualify for workplace accommodations or will that open the door to discrimination?
This is a tricky task that very much depends on individual circumstances. Workplace discrimination on the basis of disability or illness is illegal in NSW. But that doesn’t mean it does not happen. And people with disabilities generally want to work and must work, just like everyone else.
How should you make this decision? A little background may be helpful and some expert legal advice can make an important difference.
Do I have to disclose my illness or disability?
First of all, it is important to remember that, even though you may be acutely aware of your health issues, they may not be obvious to anyone else. Among the most common invisible disabilities are psychiatric disabilities, HIV/AIDS, diabetes and chronic fatigue syndrome, among others.
The general rule, arising from laws protecting the privacy of personal information, is that you need not divulge information about a disability or illness to your employer or a prospective employer. The major exception is for conditions that relate to your ability to perform the normal duties of the job.
What if I choose not to disclose?
If you are untruthful on your application about your ability to do a job, you may end up being dismissed. The laws protecting privacy and prohibiting discrimination on the basis of disability are no protection from this.
From a practical perspective, if you fail to disclose a pre-existing injury or illness that might affect your ability to perform the normal duties of a job, you may be ineligible for workers’ compensation if your condition recurs or gets worse because of your employment. You can also hardly ask for reasonable accommodations for a condition that may periodically make it difficult for you to perform ancillary job functions unless you disclose the underlying condition.
If you err on the side of nondisclosure, the law may not offer much help if you suffer adverse consequences. If you err on the side of disclosure, however, an unscrupulous employer could ignore the law and refuse to consider you for a position, make life so difficult or unpleasant that you eventually quit, or even fire you. Then you need a lawyer.
Do I have to divulge my medical information to a business as a customer ?
There is no law that says you have to share your diagnosis with anyone.
If you do tell your employer or a business as a customer you have the right to privacy. They are not allowed to share the information with anyone else without your consent.
We hope this information helps.