Last week, the Equal Employment Opportunity Commission (“EEOC”) issued guidance clarifying that, in certain circumstances, employers will have the ability to require that employees receive the COVID-19 vaccine (the “Guidance”).  As the vaccine becomes more publicly available in the coming months, employers must consider both the legal and practical implications of adopting a mandatory vaccination

As employers across the country are re-opening or preparing to re-open their “doors,” federal agencies are continuing to issue guidance in light of the unique challenges presented by the COVID-19 pandemic.  As we previously reported, the Equal Employment Opportunity Commission (“EEOC”) has published regular guidance regarding employees returning to the workplace.

On June 11,

On Thursday May 7, 2020, the Equal Employment Opportunity Commission (“EEOC”) updated and clarified its previous guidance as to how employers should treat employees with underlying medical conditions amidst the COVID pandemic. The link to the guidance can be found here.  As we have previously blogged on 5/7 and 3/2, the EEOC has

With talk of reopening states and getting back to work emerging amid the ongoing COVID-19 pandemic, the United States Equal Employment Opportunity Commission (“EEOC”) announced that employers may test for COVID-19 without violating the Americans with Disabilities Act (“ADA”). In COVID-19 and the ADA, the Rehabilitation Act, and Other EEO Laws, the EEOC provides that

On April 25, 2019, Judge Tanya Chutkan of the United States District Court for the District of Columbia ruled in National Women’s Law Center et al v. Office of Management and Budget et al., Civil Action No. 17-cv-2458 (D.D.C.) (“National Women’s Law Center”) that employers subject to Equal Employment Opportunity Commission (“EEOC”) EEO-1