By Mike O’Brien The EEOC recently released updated guidance on the intersection between COVID-19 and major federal employment laws. In particular, the agency explained that COVID-19 may be considered an ADA-protected disability in certain cases. While mild or asymptomatic cases of the illness do not constitute an ADA-protected disability, other more severe cases, including “long COVID” presentations, may be a disability and thereby trigger the accommodation, non-discrimination, and non-retaliation components of that statute. Additionally, the EEOC’s guidance addressed employers’ obligations to provide religious exemptions for vaccination and masking requirements under Title VII. Employers must provide exemptions to employees with sincerely held religious beliefs. NLRB signals possible reversal of Trump era board decisions There’s a lot going on at the National Labor Relations Board (NLRB), the federal agency charged with enforcing… . . . read more.