![]() ![]() 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 end of the declaration does not change the requirements of the federal equal employment opportunity laws discussed in this publication. The emergency declaration dealt with issues involving health care and access to treatment. This publication remains relevant even with the end of the COVID-19 Public Health Emergency on May 11, 2023.It also addresses how the definition of disability may apply to COVID-19 and Long COVID. This includes disability-related inquiries and medical examinations, confidentiality, reasonable accommodation based on disability, harassment, and vaccinations (including reasonable accommodation based on disability or religious beliefs). This publication addresses a wide range of COVID-19 issues arising under the federal EEO laws.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.
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