Posts tagged Equal Employment Opportunity Commission (EEOC).
Posted in Employment

The Equal Employment Opportunity Commission (EEOC) issued updated Question and Answer Guidance on COVID-19 vaccinations today. The new guidance clarifies several issues that were making some employers reluctant to provide incentives to encourage employees to get vaccinated. They also provide some clarification for employers implementing vaccination policies that differentiate among vaccinated and unvaccinated employees. Below are some of the highlights from the new guidance: 

  • Employers may require that all employees physically entering the workplace be vaccinated ...
Posted in Employment

There is no clear guidance on whether employers may treat vaccinated and unvaccinated employees differently. Employers considering changes to their policies that would treat employees differently based on vaccination status, should discuss their particular circumstances with legal counsel. Consulting legal counsel is also important because each work environment may have different factors and unique circumstances to consider when evaluating how to maintain a safe and healthy workplace for employees. Some of the issues to be considered in an employer’s analysis include ... Read More 

Posted in Employment

On Dec. 16, 2020, the Equal Employment Opportunity Commission (EEOC) released its much-awaited guidance on the COVID-19 vaccine in the workplace. (See section “K. Vaccinations” at this link (for the full guidance.) This guidance provides crucial information to employers who have been weighing whether, and how, to require or implement the COVID-19 vaccines in the workplace. 

As with other moments during the COVID-19 pandemic, employers will need to be nimble in their response to current events, changing circumstances, and evolving scientific and legal guidance. For ... Read More 

Posted in Employment

Brooks Pierce has been honored to have so many North Carolina employers rely on us for up-to-date guidance on personnel matters stemming from the COVID-19 crisis. We will continue to produce, update, and post alerts for employers on our COVID-19 Response Resource Center as promptly as possible. Employers can also expect timely webinars and roundtables from us in the coming weeks, as well as the ability to review past webinars by viewing the recordings on our website.

The following checklist is our latest tool offered to North Carolina employers. It condenses information from ... Read More 

Posted in Employment

On April 9, the Equal Employment Opportunity Commission (EEOC) posted additional, updated guidance for employers regarding COVID-19, the ADA, and other EEO laws, and consolidated all its COVID-19 related advice here.

It reiterates why each of the following employer actions are permissible under the current circumstances and reminds employers of important considerations if they are doing any of these:

  • Asking employees about symptoms of COVID-19
  • Taking body temperature of employees
  • Requiring employees with COVID-19 symptoms to stay home
  • Requiring doctors' notes ...

In the evolving COVID-19 pandemic, businesses are having to re-evaluate their short-term and long-term needs. There are several actions companies can take to avoid business disruption.

1. Create a response team. Appoint key personnel within your company to monitor daily developments and guidance from federal, state and local governments and health officials and to develop a planned response, as appropriate. The response team should include representatives from human resources, finance, IT and management and meet at a set time each day.

2. Comply with the law.
 Federal ...
Posted in Employment

The Equal Employment Opportunity Commission has posted guidance for employers regarding medical examinations and inquiries during the COVID-19 pandemic, linked here.  

The EEOC’s original guidance focused on current employees. It now clarifies that, under the current circumstances, employers who are hiring can do the following and reminds them of important considerations if they choose to take any of these actions:

  • Screen applicants for symptoms of COVID-19 (as long as done consistently)
  • Take an applicant’s temperature as part of a post-offer, pre-employment ...

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