The U.S. Department of Health and Human Services and the Department of Justice jointly released guidance on „long COVID“ as a disability under the Americans with Disabilities Act (ADA), Section 504 of the Rehabilitation Act, and Section 1557 of the Affordable Care Act. The guidelines, released on the occasion of the ADA`s 31st anniversary, provide further clarity on how these nondiscrimination laws apply to people newly covered by these laws due to the impact of COVID-19 infection on their bodies and lives. The document explains when Long COVID can be considered a disability under ADA Section 504 and Section 1557, and includes related examples and resources that may be helpful. OSHA makes recommendations to help employers create jobs free from retaliation and advice to employers on how to respond appropriately to workers who complain about workplace hazards or potential violations of federal laws. OSHA encourages employers to consult its publication: Recommended Practices for Anti-Resaliation Programs (OSHA 3905 – 01/2017). Section 11(c) of the Occupational Safety and Health Act of 1970, 29 USC 660(c), prohibits employers from retaliating against workers exercising various rights guaranteed by the Occupational Health and Safety Act, such as filing a safety or health complaint with OSHA. addressing health and safety concerns with their employers, participating in an OSHA inspection, or reporting an occupational injury or illness. In addition, OSHA`s whistleblower protection program enforces the provisions of more than 20 industry-specific federal laws that protect employees from retaliation if they raise concerns about dangers or violations against various airlines, commercial trucking companies, consumer products, environment, financial reform, food safety, health insurance reform, auto safety, nuclear, pipeline, public transportation, railway, Issue or report marine laws, securities laws and tax laws. OSHA encourages workers who experience such retaliation to file a complaint with OSHA as soon as possible to file their complaint within the legal time limits, some of which can be as long as 30 days from the date they became aware or suffered retaliation. An employee may file a complaint with OSHA by visiting or calling their local OSHA office. Send a written complaint by fax, mail or email to the nearest OSHA office; or file a complaint online.

No special forms are required and complaints can be submitted in any language. American Rescue Plan Act (ARPA) Laws that provide nearly $1.9 trillion in economic assistance and multiple tax provisions in response to the coronavirus pandemic. ARPA expands and expands many provisions originally enacted under the Families First Coronavirus Relief Act and the Coronavirus Aid, Relief and Economic Security (CARES) Act. Check out the White House blog for more information on what to expect. OCR has issued guidelines that review legal standards and best practices to improve access to COVID-19 vaccination programs and ensure non-discrimination based on race, color, and national origin. Whether information is distributed through pamphlets, online information portals or in person at vaccination clinics, there is a legal requirement that COVID-19 vaccination programs be accessible and free from discriminatory barriers that limit a community`s ability to receive vaccines and boosters. The new guidelines ensure that businesses covered by civil rights laws understand their obligations under Title VI of the Civil Rights Act of 1964 and Section 1557 of the Affordable Care Act, laws that require providers and government-supported health care systems to ensure fair and equitable access to vaccines. Recipients of federal financial assistance include state and local agencies, hospitals, and health care providers who administer vaccines and boosters. Federal laws protect you from discrimination in the workplace.

This fact sheet explains how these laws provide rights that can protect you at work during the COVID-19 pandemic. They are especially important if you are being harassed, if you are „at high risk“ and need additional protection from illness, if your employer does not allow you to work, or if you need a change in your employer`s COVID-19 safety requirements. These laws protect you from retaliation if you assert your rights (or those of your employees) to be free from discrimination. The following resources explain how civil rights laws help patients get the public health care they need during the COVID-19 emergency. The COVID-19 pandemic has led to an increase in certain types of harassment. Anti-discrimination laws protect you from harassment in the workplace because of your national origin; Run; Colour; Religion; older age (40 years and older); gender (including pregnancy, sexual orientation and gender identity); Genetic information; or a disability. For example, it may be illegal if you are harassed at work because you are Asian American. If you tell your employer that someone is harassing you at work for any of these reasons, your employer will need to know if the harassment is happening and, if so, take steps to stop it. At the onset of the COVID-19 public health emergency, the HHS Office for Civil Rights (OCR) clarified that civil liberties laws would remain in place in the event of disasters or emergencies, including the COVID-19 pandemic. Nondiscrimination is at the heart of President Biden`s national strategy for COVID-19 response and preparedness, including his executive order to ensure equitable response and recovery from pandemics and to improve and expand access to COVID-19 care and treatment.

Federal civil rights laws enforced by OCR also require nondiscrimination in the nation`s efforts to vaccinate the public against the COVID-19 virus, regardless of race, color, national origin, disability, sex, age, or sex.