It’s amazing how things have changed since this interview. Who could have imagined this is where we would end up 🤷🏼

This video was previously restricted but Des managed to get the restrictions lifted after a lengthy wait. Please watch this and share to help us increase its viewership. The truth is a fearsome adversary to darkness and must be brought into the light.

B4SA (Fake Association) Wont Be There For You When The Hammer Drops

https://youtu.be/ojvyy2WVuKQ - Its Your Choice

https://fb.watch/aJ4-s6zdbv/

I’m sorry but I nearly peed a little here 🤣

Everyone thinks what is happening now is new.. this isn’t new, not even close!

A Time For Choosing

https://youtube.com/playlist?list=PL35ZH59V8mrQfrfYD9H02HeYhPBnqj0sn

The information contained within this series will rock you to your core, but also provide you with total clarity into who’s behind the darkness that has gripped our planet.

The intro video sets the tone for what is truly and incredible journey through time dating back to the 1700s where all of this began.

Brace yourselves - Kansas is about to go bye-bye

https://mg.co.za/friday/2021-12-09-the-tragic-loss-of-seed-culture/

1. Food
2. Water
3. Energy

Starting to see what’s going on here yet?

Get self reliant and do it QUICKLY!

https://youtu.be/S7cqbkS4t3E Fake Media Doing What They Are Paid to Do. Keep Watching ;)

Dear employer

The recent arbitration award by the CCMA, which found the incapacity dismissal of a particular employee, due to her refusal to comply with the employer’s mandatory ‘vaccination’ policy, as fair, has been circulating prodigiously.

This award will, no doubt, influence many employers’ decision to dismiss employees who refuse to ‘vaccinate’.

However, employers are cautioned that this award, for the following reasons, does not diminish the risk to employers to have an adverse finding made against them, should they decide to follow this route:

an arbitration award does not create precedent, and is therefore not binding on other Commissioners;
only the substantive fairness of the dismissal was in dispute and the laborious procedural requirements were not canvassed at all;
the employee was unrepresented and a lot of important, unanswered questions were not raised;
the question as to whether mandatory ‘vaccinations’ are reasonable and lawful limitations of constitutional rights, remains unanswered;
there is no certainty as to whether this type of policy may be introduced under the auspices of the Occupational Health and Safety Act, as Covid-19 is not a workplace safety issue, but a public health issue. The Supreme Court of the United States of America recently ruled that a mandatory ‘vaccination’ policy is not a workplace issue and can therefore not find application under the American Health and Safety Act. Our courts are yet to determine this issue; and
each individual case, and the operations of each particular workplace, will have to be assessed on its own merits. The award does not create a carte blanche for employers to do as they see fit.

Employers will, therefore, be well advised to approach this issue with extreme caution until our courts have provided legal certainty and clarity.

For more information:
NEASA Media Department
media@neasa.co.za

Really enjoyed this interactive conversation last night. Must do this again, soon! Thank you to everyone who participated 🙏🏼 https://youtu.be/fNHdF2NhBW4