You mandated the vaccine.
I got injured.
You refused to accommodate me.
You disrupted my benefits.
You eliminated my role.
You filed a Form 7 that contradicts itself.
I’m still standing.
Cane in hand.
Case open.
And on September 9th I’ll be speaking about all of it in front of Members of Parliament at the Allison Inquiry on Parliament Hill.
I’m unstoppable.
I wanted to share that I’ve been accepted as a witness for the Allison Inquiry, which is taking place on Parliament Hill in Ottawa from September 8–11. I am scheduled to speak on September 9th.
In 2021 my employer, General Motors (CAMI Assembly, Ingersoll), mandated the COVID vaccine. Four days after my second Pfizer dose I had a severe reaction. I had no prior history of arthritis or joint disease. I am now permanently disabled — cane-dependent, dealing with multi-joint inflammatory disease, PTSD and major depression.
GM refused to accommodate me (including a blanket no-cane policy), disrupted my benefits, and later eliminated my position. I have an active human rights case at the HRTO (File #2024-56170-I) for disability discrimination, failure to accommodate, reprisal and bad faith, along with a WSIB claim.
Under WSIB rules, employers are required to file a Form 7 within three business days of learning of a reportable workplace injury. GM was notified of my reaction and medical needs in December 2021, yet they did not file a Form 7 until 2026. When they finally did file, the Form 7 was internally contradictory: they claimed they only “became aware” in June 2026 while acknowledging I had been on STD/LTD/EDB since May 2023, and they stated I was performing regular duties with no lost time while simultaneously recording that I had been off work on disability benefits since May 2023.
The Allison Inquiry is one of the few public forums where vaccine-injured Canadians can speak directly to Members of Parliament. I’ll be sharing my experience there.
I wanted to share that I’ve been accepted as a witness for the Allison Inquiry, which is taking place on Parliament Hill in Ottawa from September 8–11. I am scheduled to speak on September 9th.
In 2021 my employer, General Motors (CAMI Assembly, Ingersoll), mandated the COVID vaccine. Four days after my second Pfizer dose I had a severe reaction. I had no prior history of arthritis or joint disease. I am now permanently disabled — cane-dependent, dealing with multi-joint inflammatory disease, PTSD and major depression.
GM refused to accommodate me (including a blanket no-cane policy), disrupted my benefits, and later eliminated my position. I have an active human rights case at the HRTO (File #2024-56170-I) for disability discrimination, failure to accommodate, reprisal and bad faith, along with a WSIB claim.
Under WSIB rules, employers are required to file a Form 7 within three business days of learning of a reportable workplace injury. GM was notified of my reaction and medical needs in December 2021, yet they did not file a Form 7 until 2026. When they finally did file, the Form 7 was internally contradictory: they claimed they only “became aware” in June 2026 while acknowledging I had been on STD/LTD/EDB since May 2023, and they stated I was performing regular duties with no lost time while simultaneously recording that I had been off work on disability benefits since May 2023.
The Allison Inquiry is one of the few public forums where vaccine-injured Canadians can speak directly to Members of Parliament. I’ll be sharing my experience there.
I wanted to share an update with this community.
I am a fully vaccinated Canadian. I received two doses of the Pfizer COVID-19 vaccine in November 2021. I took the vaccine to comply with General Motors’ workplace vaccination requirement in order to keep my job. I am not anti-vaccine.
However, I suffered a documented vaccine injury that has resulted in significant mobility limitations requiring the use of a cane and chronic pain.
I also have an active application before the Human Rights Tribunal of Ontario (File #2024-56170-I) against my employer, General Motors, after they refused to accommodate my disability. This included the application of a blanket “no cane” policy on the shop floor with no individualized assessment, despite medical evidence and my willingness to return to work. Audio recordings I have submitted directly contradict GM’s position in their Form 2 response.
I formally applied to testify as a witness before the Allison Inquiry into COVID-19 vaccine injuries, a public parliamentary process announced by MP Dean Allison. Public hearings are scheduled for September 8–11, 2026.
I believe my experience highlights not only the personal impact of vaccine injury, but also the serious downstream consequences many injured Canadians face when employers fail to accommodate resulting disabilities in the workplace.
Transparency and accountability matter — especially when injured workers are left to fight large corporations alone.
#AllisonInquiry #VaccineInjury #DutyToAccommodate #OntarioHumanRightsCode #HRTO #GeneralMotors #GMCanada #WorkplaceRights #DisabilityRights
I’ve seen a lot of comments on here from people who are dealing with serious issues at work but are scared to speak up. I get it. The fear of retaliation, losing your job, or being labeled “difficult” is very real.
I’m currently in an active HRTO case against General Motors Canada (File #2024-56170-I) involving disability discrimination and a blanket “no cane” policy at the CAMI plant. I had solid evidence — including audio recordings that directly contradicted their official position in their Form 2 response.
GM tried twice to get the Tribunal to issue gag orders to stop me from posting publicly about my case. Both attempts were ignored.
I’m not saying it’s been easy. But I’m still here, the case is moving forward, and I’m continuing to speak up.
To anyone out there who’s in a similar situation (whether it’s discrimination, failure to accommodate, harassment, or reprisal):
You’re not powerless.
Document everything.
Know your rights.
And know that speaking up, when done with evidence and through the proper channels, is protected.
A lot of people stay silent because they think nothing will change or that they’ll get crushed. Sometimes that’s true. But sometimes the only way things change is when enough people stop staying quiet.
If you’re struggling right now, just know that you’re not alone.
Peace 🙏
Today I sent a follow-up email to the HRTO Registrar regarding my disability discrimination application (File #2024-56170-I).
The case is now in the queue for a merit hearing. I have already filed multiple targeted Form 10s on distinct issues and submitted supporting evidence, including audio recordings that directly contradict the Respondent’s Form 2 position.
In the email I respectfully requested that the Tribunal issue a Case Assessment Direction (CAD) to set disclosure deadlines and schedule a hearing date. I also renewed my openness to mediation at the earliest opportunity.
Hoping this helps move the matter forward after a long wait. Will update if/when I hear back.
My deepest condolences to the family, friends, and colleagues of the GM Silao plant worker who passed away from a heart attack on the job. Any loss of life at work is heartbreaking.
The WSWS report mentions extremely demanding conditions: 12-hour shifts, physically exhausting workloads, limited breaks, and even allegations of workers being denied water or restroom access. It also references prior workplace injuries, accidents, and COVID-related deaths at the facility. Conditions like these take a heavy toll — both physically and psychologically — on people who are already giving everything to their jobs.
This tragedy highlights why psychological safety and basic dignity in the workplace are not optional. Employers have a legal duty to accommodate disabilities and protect employee well-being to the point of undue hardship. That includes individualized assessments rather than blanket policies or practices that ignore real human needs.
My own ongoing HRTO case (#2024-56170-I) against GM Canada is an example of how failure to accommodate a mobility disability (blanket “no cane” policy with no individualized assessment) and related reprisal can lead to serious, lasting psychological and physical harm.
If you (or anyone reading) are dealing with similar pressures, document everything and know your rights under the Ontario Human Rights Code (or equivalent in your jurisdiction).
You’re not alone.
Just for educational purposes. Transparency and accountability matter.