This is not the most exciting employment law news, but the Equal Employment Opportunity Commission has issued some updates to its technical assistance on COVID-19. According to an EEOC media release, the changes were prompted by the end of the public health emergency.

You'll be happy to know that the changes are not radical.

Here are the highlights, with references to the relevant section of the technical assistance. If you are still having COVID-related issues in your workplace, you might want to read the full guidance, which is available here. The updates that the EEOC thought were particularly important are in bold below.

24 updates from the EEOC on COVID-19

• If an employee calls in sick, it's still ok to ask whether the employee has COVID or symptoms of COVID. (A.1)
• Employers should continue to rely on guidance from the Centers for Disease Control and Prevention about COVID symptoms. (A.2)
• Generally, taking an employee's temperature is a "medical examination," which means it can't be done unless "job-related and consistent with business necessity." But if CDC or other public health guidance says a fever is "a possible indication of infection," then it's all right to take the employee's temperature. (A.3)
• If CDC guidance recommends that employees with COVID or COVID symptoms stay home for a certain period of time, it's all right for the employer to require its employees to stay out of work for the recommended period. (A.4)
• It's ok for an employer to ask all employees...

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