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As infections during the worldwide COVID pandemic have waxed and waned, and as vaccinations and new treatments for COVID infection have been introduced, employers have begun to see a substantial increase in the number of employees that have returned to work. That, in turn, has caused many employers to re-evaluate their COVID testing protocols to determine who may return to the office and when. …
Continue Reading EEOC Limits Permissible Workplace COVID Testing In Its Most Recent Guidance

Ever since the beginning of the COVID-19 pandemic, the promise of an effective vaccine has been held out as a key component to a return to normality. Now, with the Pfizer vaccine approved, and the Moderna vaccine on the path to approval shortly, employers have begun struggling to determine what their legal obligations are towards employees who refuse to be vaccinated. While we have addressed these issues recently in a Dec. 16 webinar, the EEOC issued guidance to employers in the form of a Technical Assistance Bulletin to clarify how employers should address employee objections to vaccination that arise under Title VII of the Civil Rights Act, the Americans With Disabilities Act, or the Genetic Information Nondiscrimination Act. While that guidance is not binding upon employers or the Courts, it is nonetheless useful to employers contemplating the legal restrictions that may exist in addressing vaccination in the workplace.
Continue Reading EEOC Issues Technical Assistance Regarding Vaccination and Anti-Discrimination Laws

The EEOC has been regularly updating its Technical Assistance Questions and Answers entitled “What You Should Know About COVID-19 and the ADA, the Rehabilitation Act, and Other EEO Laws.” This guidance is only valid during the time of the COVID-19 pandemic, and was most recently updated on September 8, 2020. While the full guidance is worth a thorough read by HR professionals and attorneys, the following summarizes ten key highlights from the EEOC’s guidance:…
Continue Reading 10 Things You Should Know About the EEOC’s COVID-19 Guidance