On Dec. 14, 2021, the Equal Employment Opportunity Commission (EEOC) issued 14 new answers to frequently asked questions (FAQs) about what employers may or may not do to comply with federal fair employment laws during the COVID-19 pandemic. The new FAQs specifically address the definition of “disability” and how to determine whether an individual with COVID-19 meets it under the Americans with Disabilities Act (ADA).
ADA and COVID-19 Background – Under the ADA, employers with 15 or more employees may face liability if they take certain adverse employment actions against individuals who have been diagnosed with or are believed to have COVID-19. The ADA also requires these employers to provide reasonable accommodations for individuals with disabilities, including any related to COVID-19. Smaller employers may be subject to similar rules under applicable state or local law.
Accessible and accurate COVID testing is a crucial part of our return to the ‘new normal,’ particularly when it comes to getting employees back to work. This is especially true when it comes to businesses which haven’t yet required the COVID vaccine, and instead will accept negative COVID test results from unvaccinated staff.
The Great Resignation just became the Greatest Resignation. The January jobs report reveals that a record number of people quit their positions in November… 4.5 million of them, in fact.
