Hey friends, Peggy Hall back with you from the HealthyAmerican.org. I told you this would happen. I told you that there would be lawsuits against these egregious employers who discriminated against their employees because they didn’t want to become human pin cushions. I’m going to be sharing with you this jaw-dropping amount of money that was awarded to a woman out of Michigan who was wrongfully terminated by, you guessed it, Blue Cross. They’re at it again. We’re going to dig a little bit into Blue Cross, the history of that, and we also are going to talk about why it’s so important to have these kinds of awards.

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So I can’t wait to celebrate those wins as well. I’m going to tell you about what’s going on, why it’s so important, and we’re going to look a little bit into the history of Blue Cross. I thought it was interesting. But here’s the headlines. A federal jury in Detroit awarded more than $12 million to a former Blue Cross Blue Shield of Michigan employee who was terminated after declining to get the Cooties cocktail citing religious discrimination. Now, I want to share something with you before we go any further, because when I was doing my research, take a look at these headlines.

And I want you to see, if you see, what I see. So take a look here. Look at what these headlines say. Former Blue Cross Blue Shield of Michigan employee refused the vaccine. Here again, she refused the vaccine. She refused it. She refused it. It goes on and on. The jury awarded her, and I’m going to talk about the jaw-dropping amount in a moment, but it goes on and on with these headlines saying that she refused to get the cocktail. Now, you’re savvy because you’re on this channel. My Healthy Americans understand that language is important, and they are instilling, even in these headlines, the concept of refusal, meaning it’s almost like she did something wrong.

Like she refused to do something that was required of her. Friends, you are not required to do anything that conflicts with your own sincerely held religious ethical or moral beliefs. So I don’t like this language that she refused. I do like what this other story was saying. The actual language is that she stood up for her religious rights, and she objected to a policy that was in conflict with her sincerely held religious beliefs. The reason why this is so important is because we need to protect our religious liberty in this country. Whether or not you are a person of faith or an atheist, you are protected by the same laws.

And it’s likely that you want to live in a country where our freedoms, including our freedom of conscience, our freedom of beliefs, and our freedom of thinking are protected. Otherwise, we’re basically in a godless, communistic type of country where they want to get rid of God and have your allegiance go to the government. So here is the information. According to the verdict form, Lisa Domsky, who worked at the insurance company, are you ready for more than 30 years and wait until you find out why they rejected her claim. She was an IT specialist. She received $10 million in punitive damages against Blue Cross Blue Shield, meaning that was to punish them for their wrongdoing.

And then she also was awarded $1.7 million in lost wages and a million dollars in non-economic damages, meaning emotional distress and so forth. So the punitive damages, I think, are so important. This, ideally, is going to prevent companies from doing this in the future. But wait until I tell you what the outcome is for Blue Cross Blue Shield, what they’re planning on doing on the heels of this verdict. It’s absolutely stunning. So let me give you a few more details here. Domsky put in her religious exemption and she was denied. Remember, you already are exempt from any policies, protocols that do not remember.

You already are exempt from any of these policies or requirements that you object to based on your religious, ethical, or moral grounds. What you are seeking is an accommodation to that exemption. So here is where Blue Cross Blue Shield really played hardball. This woman worked from home, okay? She worked from home during the entire time, during the Cootie’s hogwash. And then afterwards, she worked from home 75% of the time. Now, I’ve spoken about this at length on the channel, but let’s just review. There are only three reasons why an employer can deny an accommodation to an employee.

Number one, they don’t believe you. They don’t trust you. They think that you are lying about your sincerity, that you really don’t have religiously held beliefs. We’ll look at that in just a moment in this case. The second way that they can lawfully deny you is that it’s a hardship on the company. It’s an economic hardship to be specific, and that has to be proven with evidence. The burden of proof is on the company to say exactly why they can’t accommodate an employee based on hardship, and it has to be more than a minimal hardship. It can be a hardship.

It just has to be kind of a massive hardship. And then the third way that a company can lawfully deny you is to say that you are a direct threat to others. Well, let’s back this up a little bit. She’s working from home, so she’s not a direct threat to others. By the way, no one is a direct threat to others because there is no compelling evidence that any individual could be a threat to someone else. I’ve talked about that at length on this channel. There are laws, for example, in the state of California for you to be found liable of harming someone, of causing them to contract a contagious disease.

Number one, you have to have that disease. You have to know that you have it. Number two, you have to willfully seek to infect them. This came about back in the AIDS days. And number three, it has to be proven that it was you, in fact, that infected that person. Now, you know that that can never be proven. So that’s pretty much off the table to say that she was a direct threat, especially because she was working from home. So it also would not be realistic to say that it was an economic hardship because the true hardship in firing an employee is in the firing of the employee.

Now it’s a hardship that this woman who held the position for 30 years with Blue Cross Blue Shield was suddenly going to be terminated. That’s the hardship. They would have to advertise for the job. They would have to spend time recruiting, interviewing, making job offers, hiring, onboarding. That’s the hardship. Keeping someone in their job, especially since they’re working from home, is not a hardship. So the company knew that it could not deny her on the basis of a hardship. They could not deny her on the basis that she was a direct threat. So the only thing they had left to rely on was to say that she was not sincere in her religious beliefs.

And she basically stated that she objected to it. She’s a Catholic and she objected to this because of the fetal cell lines that were used in the development of these products. Now, I personally don’t recommend using that as your only objection because what happens when they come along with a pill or a patch or a spray or a different kind of injection that doesn’t use that line of development. So I’ve spoken about that at length as well on this channel. I have a whole playlist called Religious Exemptions. And you can learn more about how to express your beliefs.

I know sometimes it’s difficult to do so since we’re not always called to talk about our faith. And if you need personal help, that’s what I specialize in. You can go to thehealthyamerican.org. Click on the religious exemptions tab or just click through the link that I’ll have for you in the description box below. Otherwise, the information is available for free on this channel. But if you want me to be your coach and guide you through it step by step, reviewing all the documents, helping you avoid the pitfalls. Personally, that’s exactly what I do. I wish that Lisa had come to me.

I don’t know if Blue Cross, you know, it looks like they are serving evil because they are absolutely denying her legally protected right to her religious worship observance and practice. So what they did is they said, we don’t believe her. We don’t believe that she’s sincere. OK, if I were the attorney arguing this case, I would say to the jury, members of the jury, this woman has worked for Blue Cross for 30 years in a position of responsibility. There is no indication that Blue Cross Blue Shield doesn’t trust her. There have been no issues in her employment.

She has not had any disciplinary action. She has been an exemplary employee. How is it that Blue Cross could suddenly say that they don’t believe her, they don’t trust her, that they think that she is lying, even though she has a 30 year track record of being a trustworthy employee. That would be my argument to the jury. And I have not seen the papers related to this case. I have seen some of the procedural documents whereby Blue Cross tried to pull out all the stops with all sorts of shenanigans in terms of evidence and filing and deadlines, all of the procedural ways to try to stop this case from going forward.

Because guess what? It’s a slam dunk. But here’s where it’s absolutely bizarre rather than Blue Cross Blue Shield say, well, we apologize because we didn’t follow the law and we would like to publicly and personally apologize to Lisa Domsky for our wrongdoing and discriminating against her. You see, if I were arguing the case, I would ask for three more things from the judge. I would want him to require the company to offer a public apology and a private apology from every single individual that discriminated against that employee. I want it published on the website. I want there to be a statement saying that there will no longer be any religious discrimination perpetrated and inflicted upon employees in that company.

I want a bold statement and I want that highlighted on the website. So that’s kind of part one is that they have to apologize for that. Part two is I want that published on the website. And part three, they have to go through religious, well, Title VII, non-discrimination training. Title VII is the US Civil Rights Act. It’s one of the chapters in the US Civil Rights Act of 1964, which protects you in so many ways, including your right to vote without being discriminated against, having any kind of educational opportunities without being discriminated against. There are 11 chapters under that law and Title VII protects you at the workplace based on your age, your gender, either of the two, your ethnic background, and yes, your religion.

Then there were additional laws that came forward related to your disability or your medical status. So you could also argue in that way that, I mean, that would be an interesting approach to take, which I might dive into in another video, because being a pure blood is a type of medical status that I believe should be protected. But let’s go back to Blue Cross Blue Shield. They should go through training to make sure that they don’t discriminate and violate people’s rights again. And if you find yourself in this position, you need to find out from your employer exactly who is on this committee that is discriminating against you.

Require that in writing. You want to find out who appointed them. And as far as these individuals, what are their job titles? Most importantly, what training have they had in Title VII? And you would like to know what their statement of faith is so that you can be assured that you are not experiencing any anti-Christian, anti-Muslim, anti-Catholic, anti-Mormon, anti-Buddhist, anti-whatever your faith is, that you are not experiencing discrimination on behalf of those on the panel. They may be full of atheists that don’t believe that people should have their faith be protected at the woke place. So they need to go through that training so it never happens again.

But here’s the most astounding thing of all. Rather than apologize, as I would require and insist from the judge, they actually said, we are very disappointed in the verdict that the jury returned. And we plan on considering an appeal. Talk about arrogant and conceited and condescending. Let me know in a comment. Do you have your health insurance through Blue Cross Blue Shield? We’re going to talk in just a moment about the background of this company. I find it very interesting. And just a reminder, I do not do, I do not participate in any of this mainstream medical merry-go-round hogwash or nonsense.

I belong to a private Christian health share group whereby we pay for each other’s medical care. It’s very affordable. I have videos on this channel about that. I might do an update for you. And I don’t participate in this insurance racket. So let’s talk about how Blue Cross came to be. It’s called Blue Cross Blue Shield Association, also known as BCBS, also called the Blues. Yeah, I bet they’re singing the blues now. So it is a federation with 33, did you catch that? 33 independent and locally operated companies that provide health insurance in the United States to more than 115 million people.

I’m actually reading this from Wikipedia. And I’ve also gone on the Blue Cross website. So what I wanted to tell you is the history is so interesting, because it started, and this is on the website, and I will leave a link for you in my sub stack, which is peggyhall.substack.com. So it started in 1929. Think about that. You know, back in the day, people didn’t have health insurance, you just went to the doctor and you paid for it, just like you go to the mechanic. You pay for your tires, you pay to get your brakes fixed.

You pay to get whatever your oil changed. It’s not covered under your car insurance. In the beginning, it was only for hospitalization. So it says Blue Cross began when Baylor University hospital administrators were seeking a way to make healthcare more affordable for their patients. The Baylor plan provided up to 21 days of coverage for hospitalization, if patients prepaid 50 cents a month. Okay, this is more than a this is what going on 100 years ago. It was an immediate success, soon enrolling employees across the city. Then, it kind of expanded it said faced with rampant illness and occupational hazards Pacific Northwest loggers and miners of the early 1900s required substantial medical care to stay healthy and productive.

Their employers organized plans to provide medical services for a monthly fee, friends, this type of socialized oil. Friends, this type of centralized medical care has set us on a trajectory whereby health insurance is so expensive and just going to the doctor is expensive diving a little deeper Blue Cross is a name used by an association of health insurance plans throughout the United States. It was developed by Justin Ford Kimball in 1929 while he was vice president of Baylor University’s healthcare facilities in Dallas, Texas. The first plan guaranteed teachers 21 days of hospital care for $6 a year, and was later extended to other employee groups in Dallas and then nationally.

The American Hospital Association adopted the Blue Cross symbol in 1939 as the emblem for the plans meeting certain standards. Now Blue Shield was developed so Blue Cross was for hospital care and Blue Shield was for medical care, going to the doctors. Blue Shield was developed by employers in lumber and mining camps in the Pacific Northwest to provide medical care by paying monthly fees to medical service bureaus composed of groups of positions. In 1939, the first official Blue Shield plan was founded in California. So there you have it friends in 1960, the US government chose to partner with Blue Cross and Blue Shield companies to administer Medicare.

So those roots go pretty deep. And I believe that companies like Blue Cross Blue Shield were playing hardball because they were doing the government’s dirty work and they also were getting some kind of incentives to make sure that the employees were human pin cushions. I am celebrating this win and I can’t wait to bring you more good news from these 200 additional lawsuits that are still in the works. And my dream is that more attorneys will learn about how to litigate these kinds of cases and come forward because right now, it’s pretty much an empty bucket.

I get people emailing me asking for information about attorneys and I simply don’t have any. What my goal is, is to prevent you from having to lose your job in the first place so that you are educated about your rights and how to defend them. Thank you everybody for being on board. I’m always over at TheHealthyAmerican.org. I appreciate you watching the video. I appreciate you being a part of our Healthy American family and I look forward to seeing you in an upcoming broadcast. [tr:trw].

See more of The Healthy American Peggy Hall on their Public Channel and the MPN The Healthy American Peggy Hall channel.