Perpjestimi i drejt dhe perpjestimi i zhdrejt .pdf | updated

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.

Therefore, employers should continue to follow the most current information on maintaining workplace safety.В This includes evolving guidance found in the CDC publication, вЂњ Interim Public Health Recommendations for Fully Vaccinated People.'В Many common workplace inquiries about the COVID-19 pandemic are addressed in the CDC publication вЂњ General Business Frequently Asked Questions.вЂќ Employers should remember that guidance from public health authorities is likely to change as the COVID-19 pandemic evolves.

The EEO laws, including the ADA and Rehabilitation Act, continue to apply during the time of the COVID-19 pandemic, but they do not interfere with or prevent employers from following the guidelines and suggestions made by the 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.Technical Assistance Questions and Answers - Updated on May 28, 2021. The EEOC agrees with the analysis of вЂњlong COVIDвЂќ by the Departments of Health and Human Services and Justice in their вЂњ Guidance on вЂLong COVIDвЂ™ as a Disability Under the ADA, Section 504, and Section 1557.вЂќ EEOC technical assistance about COVID-19 and ADA вЂњdisabilityвЂќ in the employment context will be released in the coming weeks. The EEOC recognizes that вЂњlong COVIDвЂќ may be a disability under the Americans with Disabilities Act (ADA) and Section 501 of the Rehabilitation Act in certain circumstances.

Perpjestimi i drejt dhe perpjestimi i zhdrejt .pdf | updated