Ambulance Company Refused Reasonable Accommodation to Pregnant Paramedic, Federal Agency Charged
SPOKANE, Wash. Nationwide medical transportation company American Medical Response Ambulance Service, Inc. (AMR) will pay $162,500 and provide other relief to settle a federal pregnancy discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today.
According to the EEOC’s suit, a paramedic, who worked for AMR in Spokane, Wash., requested light duty for the last part of her pregnancy and supplied a doctor’s note in support. AMR denied her request. Rather than give her the light duty tasks it made available to its employees injured on the job, AMR directed the paramedic to take unpaid leave or work without any restrictions.
Ambulance company settles lawsuit with pregnant Spokane employee khq.com - get the latest breaking news, showbiz & celebrity photos, sport news & rumours, viral videos and top stories from khq.com Daily Mail and Mail on Sunday newspapers.
To embed, copy and paste the code into your website or blog:
In the wake of the U.S. Food and Drug Administration’s first grant of Emergency Use Authorization (EUA) for a COVID-19 vaccine, the Equal Employment Opportunity Commission (EEOC) updated its pandemic guidance to address the legal issues surrounding the intersection of the COVID-19 vaccine and Equal Employment Opportunity (EEO) laws. The guidance in the form of Technical Assistance Questions and Answers called
What You Should Know About COVID-19 and the ADA, the Rehabilitation Act, and Other EEO
Laws (“New Guidance”)[1] is the EEOC’s first substantive position statement on the requirements of EEO laws relative to vaccines since the 2009 H1N1 influenza pandemic and paves the way for COVID-19 vaccines in the workplace. During the H1N1 pandemic, EEOC advised employers, “Generally, ADA-covered employers should consider simply encouraging employees to get the influenza vaccine rather than requiring them to take it
Wednesday, December 23, 2020
With the continuing effect of COVID-19 on the workplace and the recent roll-out of the first COVID-19 vaccine across the country, employers are increasingly concerned with how the equal employment opportunity (EEO) laws will be applied to them in their efforts to encourage or mandate employee use of the vaccine. While many questions still remain, on December 16, 2020, the Equal Employment Opportunities Commission (EEOC) issued critical updates to its COVID-19 FAQ guidance. The EEOC guidance confirms that employers may maintain mandatory COVID-19 vaccination policies as a safety-based qualification standard in the workplace. However, as with any mandatory vaccination program, an employer must follow processes for disability or religious accommodation along with other considerations. This
First published on
Last week, HR departments got a moment of clarity on what may be the most important workplace storyline heading into 2021.
On Dec. 16, the U.S. Equal Employment Opportunity Commission (EEOC) all but confirmed that employers may require proof that employees have a received a COVID-19 vaccination without violating non-discrimination laws such as the Americans with Disabilities Act (ADA), stating that such mandates are not ADA-defined medical exams in and of themselves. Though the agency did outline some exceptions, members of the employment law community who spoke to HR Dive believe the guidance will be of use to employers.