1. The Mask Directives do not provide that businesses must mandate the wearing of face coverings for anyone on their premises;
2. The Mask Directives do not penalise businesses if someone enters their premises whilst not wearing a mask. Only somebody who is actively breaching the Mask Directives can be penalised;
3. Businesses are not, in general, duly appointed emergency officers under the Emergency Management Act;
4. Because they are not emergency officers, they have no right to enforce any Mask Directive;
5. Because the Mask Directive is in place, there is absolutely no need for businesses to put their own mask mandate in place;
6. As soon as they put their own private mandate in place, they automatically discriminate against anyone who cannot wear a mask;
7. Because they cannot enforce the Mask Directives, whenever an employee stops someone not wearing a mask and harasses them, they are discriminating against that person;
8. Whenever an employee asks someone what their medical exemption is, they are discriminating against that person (for the record, there is no such thing as a medical exemption; the person need only establish that they suffered from a medical condition that made in unsuitable to wear a mask at the material time);
9. If an employee asks to see evidence of someone’s medical exemption, they are discriminating against them;
10. If a business refuses entry or service to someone without a mask, they are automatically discriminating against them;
11. There is no obligation whatsoever on any person to provide evidence of their medical condition. Any request that they do so is a breach of the National Privacy Principles;
12. Any mask mandate is not reasonable where it exceeds what has been directed by the Minister for Emergency Services.
13. Any mask mandate that enables an untrained employee to be the arbiter of who has a valid medical condition and who does not, is not reasonable.

The right to not be discriminated against for any disability or medical issue rests with the Disability Discrimination Act 1992. Under this Act, discrimination is when someone is treated unfairly due to a protected attribute. 

There is NOTHING in these directions from the Chief Medical Officer that says that businesses can or are advised to make signs that say NO MASK, NO ENTRY. In fact, they do say that when you make these signs you are actually guilty of DISCRIMINATION. 

DISABILITY DISCRIMINATION ACT 1992 – SECT 6

Indirect disability discrimination

(1)  For the purposes of this Act, a person (the discriminator ) discriminates against another person (the aggrieved person ) on the ground of a disability of the aggrieved person if:

(a)  the discriminator requires, or proposes to require, the aggrieved person to comply with a requirement or condition; and

(b)  because of the disability, the aggrieved person does not or would not comply, or is not able or would not be able to comply, with the requirement or condition; and

(c)  the requirement or condition has, or is likely to have, the effect of disadvantaging persons with the disability.

Disability Discrimination Act 1992 is a Commonwealth Law that is active all-around Australia, and all businesses are required to adhere to this law.  This Law must be folded into any company OHS policies that may be apparent. Further – Company Policies need to be updated regularly to reflect the current and changing State masking Guidelines.

As this set of guidelines has been set down by the government, they are the ones that we are all expected to operate under. It would appear, from reading these guidelines, that your Australian Meat Emporium Mask Policy goes far beyond the guidelines as set down by the government and the CHO.

Using discriminating, bullying and threatening language and behaviours, or allowing others to do the same on your property, and failing to serve customers who are exercising their rights under Commonwealth Law to not wear a face covering, as described in the Guidelines and in the Disability Discrimination Act 1992, constitutes the act of Breaching Commonwealth Law, and can carry fines and penalties for both the individuals involved, and companies alike.  

Cease and Desist

1) In order to avoid this matter going any further and the imposition of the prescribed penalties and fines applicable for breaching Commonwealth Legislation, and State Guidelines, we request you remove the discriminatory signage and that your staff and organisation please adhere to the law and cease and desist from any further discriminatory behaviour, statements, or application of policy that is inconsistent with Commonwealth Law. 

2) Your customer and our client further requests… 

1. a) a written apology
2. b) for all staff to be properly trained regarding the law, as pertains to people who cannot or do not have to wear masks, in line with information as defined in the NSW Government Guidelines on Masks, and the Disabilities Discrimination Act 1992, so that no other person is ever treated as our client was treated at your meat Emporium. 
3. c) reimbursement for the costs incurred in having this matter dealt with.