Imagine that someone was able to collect information on occurrences of chest pain in every "otherwise healthy" university student, staff member or faculty in North America that were exposed to chemicals as part of their studies, employment, or tenure.
1/...
Data was collected for decades from the beginning of Sept. to the end of April - every year.
"Inclusion criteria" included all of the above - and "otherwise healthy" was defined as NO previous episodes of chest pain prior to enrollment, employment, tenure - AND..
2/...
...NO pre-existing history of cardiac problems, hypertension or respiratory health issues.
Data for male & female subjects is separated and comparison between to the two is analyzed.
HOWEVER...
3/...
...over the past year, Professor Dimwit changed the "inclusion criteria" for MALES to INCLUDE subjects WITH past episodes of chest pain, AND pre-existing cardiac problems, HTN, & respiratory problems.
Data for male subjects was also collected for a full 12 months.
4/...
Due to a combination of workload & incompetence - data was sometimes not processed & entered in time for weekly & monthly deadlines.
Instead of making corrections & addendums to tables & graphs for the past weeks & months in which the data was actually collected ...
5/...
...& relevant to, he just plugged it into the current daily numbers.
He did however bury a "data caveat" in separate documents that discussed technical data ad nauseum - that no "reasonable" person can be "reasonably" expected to be aware of, let alone locate.
6/...
If people questioned him about changing "inclusion criteria" & the integrity of his data - he shouted at & shamed them with:
- "But they have chest pain!!!"
- "That is what is important!"
- "Do you not care?!?"
- "Are you selfish?!?"
7/...
Now, 2 years later, Dr. Dimwit is applying for a renewal of his research grant.
Given that his "inclusion criteria" is too broad to be useful AND makes it IMPOSSIBLE to compare the data to female subjects....
Should he get the grant?!?
8/...
Given the complete & utter lack of data integrity - AND the deception & fraud perpetrated by including historical data in with current data...
Should he get the grant?!?
OF COURSE NOT!!!
This would NEVER be acceptable practice in the academic, research or business world!
9/..
So WHY do we accept this from our gov't.?!?
1) "Case definition" = "inclusion criteria"
For CV-19 they created a completely unique & faulty one that is FAR too broad to be useful AND makes it IMPOSSIBLE to compare the data to other respiratory illness like Influenza.
10/...
2) Our gov't dumps historical data from past weeks, months AND 2020 into current daily numbers - instead of making corrections & addendums to tables & graphs for the past weeks & months in which the data was actually collected & relevant to.
11/...
OH...but they did however bury a "data caveat" in separate documents that discussed technical data ad nauseum - that no "reasonable" person can be "reasonably" expected to be aware of, let alone locate.
12/...
This CONSISTENT level of #deception AND #fraud would NEVER be acceptable practice in the academic, research or business world!
So once again...WHY do we accept this from our gov't.?!?
This alone should open them up to civil & criminal investigations - as it was...
13/...
...knowingly & willfully perpetrated - AND consistently over an extended period of time up to the current date!
#REMINDER : Whether or not your employer got written or verbal consent (or no consent at all) for you to disclose your CV-19 vaccination status - employer-mandated and/or gov't-mandated CV-19 vaccinations all constitute coercion.
Under PHIPA 18(1)(d) - consent in #Ontario is NOT legal if obtained under coercion.
Due to mandates - it is NOT possible to obtain LEGAL consent in #Ontario.
(Same would apply in other jurisdictions - you will just need to look up your laws.)
2/...
Vaccinated or not - consent or not - your employer is NOT allow to collect, USE, or disclose your personal health information (i.e. CV-19 vaccination status) without LEGAL consent. PHIIPA 29(a) & 30(1)
Aka...your employer broke the law...several times.
It is probably safe to say that next to zero chose the legal route.
Stay with me...
1/...
The entire #VaccineMandate is CONTINGENT ON YOUR EMPLOYER HAVING ACCESS TO YOUR COVID-19 VACCINE STATUS.
And it is actually BECAUSE OF Directive #6 - that they CANNOT legally do this.
The gov't threw employers under the bus - leaving them with the choice to either...
2/...
a) implement the mandates in Directive 6
OR...
b) face a potential public backlash for taking the "out" provided in the fine print - which happens to be the ONLY legal route.
On October 17, 1931, the sadistic gangster Al Capone was convicted - NOT for the crimes & violent rampages that many had hoped for - but rather on what many would consider a technicality (albeit serious) or white collar crimes: 3 counts of tax evasion.
1/...
Much of the success in bringing an end to Capone's bloody & tyrannical reign is due to the relentless efforts of 27-year old U.S. Treasury Agent Elliot Ness & his team of "Untouchables".
2/...
Currently in #Ontario , we are clearly having difficulty advancing challenges to the government's unscientific restrictions, clear lack of risk reduction TO OTHERS with vaccine mandates, and Charter challenges.
"Hospitalizations", "ICU Admissions", "Deaths", etc. are all just subsets of the total number of "cases" (aka "positive" test results) - and as such are subject to the same "case definition".
Hmm...It seems that many of Kory Teneycke's staff have connections to the federal Liberals as well. canucklaw.ca/kory-teneycke-…
Can any of you internet sleuths fact-check this - see how far up the tree this went?
Extremely concerning - if this can be confirmed!
"Why Did Doug Ford Change His Mind on Vaccine Passports? Follow the Money." realreason.ca/kory/ #pushback !!!