New York State Mandated Vaccinations

Because some people are unable to get the vaccine (ex: allergy), an EEOC case may be helpful--prevented from working due to disability (allergy to the vaccine). You really don't have any rights to speak of, due to the public health nature of the problem. You may be able to argue that requiring vaccination with a vaccine that's not proven effective is pointless (as opposed to, say, the MMR, TdAP, polio, VZV etc requirements)... but it's a pretty thin arguement.

I'm a new grad (got my RN license in July) and I'm in a BSN program, continuing my education. This very issue was one of our forum discussions, talking about the ethics involved and who has what rights in this situation. In regard to legislation and legal precedence, I found the following web site article VERY helpful: http://homelandsecurity.tamu.edu/fra...ent-laws.html/
It's key to remember that we all have choices in this. You do have the right to choose, but understand that your choice has consequences, regardless of the choice.

The following is a bit of what I wrote in our forum:
"Many states implemented mandatory vaccinations after measles outbreaks in the 1960s and 1970s and has expanded to include diphtheria, rubella and polio among others (requirements vary from state to state). More recently, however, states have allowed exemptions based on medical, religious or philosophical reasons (widely debated for their merit, interpretation and enforcement).
Most courts have allowed enforcement of “public health emergency” laws regarding, among other things, mandatory vaccinations. Even in emergent situations, people may refuse vaccination, but may be placed in isolation/quarantine for the duration of the emergency period. Remember Typhoid Mary? Regardless, it is at the state and local level that responsibility resides with regard to protecting public health. It seems that New York is the first to take a stance on this issue during this particular season.
With regard to mandatory vaccinations in the private sector (employer-mandated), most companies understand risk management and reduction of liability. If they allow an employee to not be vaccinated and that person is identified as the modern-day “Typhoid Mary”, the company may be liable for any resulting infections, illnesses, medical costs, loss of wages, etc. I see this as their way of protecting themselves and I agree with that decision, in principal, as long as their decision is an informed decision based on evidence-based practice. I, as the employee, also have the right to refuse, but I need to understand that this decision may negatively impact my employment, up to and including termination.
Again, it comes down to weighing the cost versus benefit and that is a very personal decision that each person must decide for themselves and those in their family, but to not force any one decision upon anyone."

Alternatives are available to the vaccination (talk with your local herbalist, naturopathic/homeopathic physician, Chinese doctor, etc.)

Spreading fear and false information and playing the role of Henny-penny is counterproductive and dangerous and frankly is not my style. My choice is to educate my family, friends, community, patients, and let them decide what they think is best for them.

I hope this helps! Be well and remember to smile... we're all neighbors.

-Jack

Check out this web site: http://homelandsecurity.tamu.edu/fra...ent-laws.html/

In the US, health matters are handled at the state/regional level not at the national level - that's why national organizations (CDC, etc.) only make recommendations, not mandates.

Hope this helps!

-Jack

Breaking news:

http://cityroom.blogs.nytimes.com/20...re-workers/?hp

Jack, well said!

http://cityroom.blogs.nytimes.com/20...-care-workers/

Check out the Jane Burgermeister website.

Check out the Jane Burgermeister webiste for flu updates.

Mandatory order for H1N1 flu shot rescinded.

http://www.huffingtonpost.com/2009/1..._n_331072.html