The EEOC released updated technical guidance on COVID and Long COVID, essentially putting to a close to the many times this guidance has been updated.
While there are many tweaks to the guidance, most of the changes reflect the end of the public health emergency. The EEOC has noted that
Can I test my employees for COVID-19?
Over the course of the last few months, it feels like the answer to that question has been Yes, No, and It Depends. And maybe all three at the same time.
In fact, if you look at my post from April 2020, you’ll see the differences in the
Updated April 23, 2020 to reflect new EEOC guidance.
It seems clear now that we are far from the end to this pandemic. But, just as clearly, we are now reaching the end of the beginning of this pandemic.
We’ve been staying at home for several weeks and some other states are already considering loosening
Continuing his posts on wellness programs, my colleague Marc Herman fills us in on what’s the latest.
I return today with the second part of a two-part post on wellness programs.
Reference to my prior post is not to be braggadocious, but to remind you that both posts ought be read in tandem.
My colleague Marc Herman returns today to bring back the story of wellness programs and whether they will continue to pass legal muster. In the first post of a two-parter, Marc updates us on some litigation. Read on.
Here’s one for you: Did you hear the one about the employee that turned down the
I’ve talked about wellness programs from time to time here on the blog. Robin Shea, on her great blog, first brought this up back in August. But since then, there are some new developments from the EEOC that employers should keep an eye out on.
Today, my colleague Marc Herman joins us for the first
At the recent World Track & Field Championships, a fascinating understory developed about the gender of a runner from South Africa, Caster Semenya. She recently shattered world records and, in doing so, raised suspicions that something else was going on to explain the record runs. With illegal drugs ruled out, officials are investigating whether
While the current outbreak of H1N1 Influenza is turning out (for now) to be less lethal than previously thought, the EEOC released guidance this week (available here) to help employers prepare for a possible pandemic and still comply with the ADA.
Some of the guidance is lifted from previous statements of the EEOC but
The Connecticut Appellate Court today ruled that an employer did not wrongfully discharge an employee who refused to participate in a return to work medical examination. The Court held that the Americans with Disabilities Act (ADA) allows for medical examinations in certain situations and that the employer was justified in asking for one in this case.
In Joyner v.