1/30/2024 0 Comments Vaccine issuesThis information is also available by telephone (1-80) or TTY (1-88). Find COVID-19 Guidance for Your Community: This website provides information on a wide range of COVID-related topics, including treatments, testing, specific considerations for those who are immunocompromised, and a variety of information concerning long COVID (including the possibility of joining a research study).The EEOC pandemic publication includes a separate section that answers common employer questions about what to do after a pandemic has been declared. On Mathe EEOC provided a webinar ("3/27/20 Webinar") which was recorded and transcribed and is available at The World Health Organization (WHO) has declared COVID-19 to be an international pandemic.It has been updated as of Mato address examples and information regarding COVID-19 the new 2020 information appears in bold and is marked with an asterisk. This pandemic publication, which was written during the prior H1N1 outbreak, is still relevant today and identifies established ADA and Rehabilitation Act principles to answer questions frequently asked about the workplace during a pandemic. ![]() The EEOC has provided guidance (a publication entitled Pandemic Preparedness in the Workplace and the Americans With Disabilities Act ) ("Pandemic Preparedness"), consistent with these workplace protections and rules, that can help employers implement strategies to navigate the impact of COVID-19 in the workplace.The EEO laws, including Title I of the ADA and the Rehabilitation Act, continue to apply during the time of the COVID-19 pandemic, but they do not interfere with or prevent employers from following current guidance and suggestions made by CDC or state/local public health authorities about steps employers should take regarding COVID-19.Basic background information about the ADA and the Rehabilitation Act is available on EEOC's disability page. All nondiscrimination standards under Title I of the ADA also apply to federal agencies under Section 501 of the Rehabilitation Act. It also applies to state and local government employers, employment agencies, and labor unions. Title I of the ADA applies to private employers with 15 or more employees.Note: Other federal laws, as well as state or local laws, may provide employees with additional protections. The EEOC enforces workplace anti-discrimination laws, including the Americans with Disabilities Act (ADA) and the Rehabilitation Act (which include the requirement for reasonable accommodation and non-discrimination based on disability, and rules about employer medical examinations and inquiries), Title VII of the Civil Rights Act (which prohibits discrimination based on race, color, national origin, religion, and sex, including pregnancy), the Age Discrimination in Employment Act (which prohibits discrimination based on age, 40 or older), and the Genetic Information Nondiscrimination Act.All EEOC materials related to COVID-19 are collected at.This change is not meant to suggest that such testing is or is not warranted rather, the revised Q&A acknowledges that evolving pandemic circumstances will require an individualized assessment by employers to determine whether such testing is warranted consistent with the requirements of the ADA. offers employers possible factors to consider in making this assessment, including community transmission levels and types of contacts between employees and others in the workplace. With the revision of A.6, below, on July 12, 2022, EEOC makes clear that going forward employers will need to assess whether current pandemic circumstances and individual workplace circumstances justify viral screening testing of employees to prevent workplace transmission of COVID-19. ![]() EEOC’s assessment at the outset of the pandemic was that the ADA standard for conducting medical examinations was, at that time, always met for employers to conduct worksite COVID-19 viral screening testing. EEOC is updating a number of Q&As on July 12, 2022, including A.6.
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