Friends, The EEOC released an update to their "cooties" technical assistance Q&A for employers and employees.
Key updates include: The end of the COVID-19 public health emergency does not mean employers can automatically terminate reasonable accommodations that were provided due to pandemic-related circumstances. However, employers may evaluate accommodations granted during the public health emergency, and, in consultation with the employee, assess whether there continues to be a need for reasonable accommodation based on individualized circumstances. For employees with Long COVID, the updates include common examples of possible reasonable accommodations, including a quiet workspace, use of noise cancelling devices, and uninterrupted worktime to address brain fog; alternative lighting and reducing glare to address headaches; rest breaks to address joint pain or shortness of breath; a flexible schedule or telework to address fatigue; and removal of “marginal functions” that involve physical exertion to address shortness of breath. Many of these are low or no-cost accommodations. For employers, the updates include tips about remaining alert for COVID-related harassment of applicants or employees with a disability-related need to continue wearing a face mask or take other COVID-19 precautions at work.
Evidently, employers need to be instructed to refrain from discriminating against people who WANT to suffocate themselves. Yes, "respecting the choices of others" is all the rage now that the cooties hogwash has subsided, but those of us who abstain from that behavior due to our religious beliefs or medical conditions weren't treated with the same decency. Although the complete technical Q&A, which you can read here, is jam-packed with dozens of alarming details, I highlighted the most important developments and provided my commentary in the video above. | 
