Remember when we told you that only health-care employers, corrections facilities, and emergency-response providers were required by OSHA to determine whether an employee’s COVID-19 was work-related? Well, other types of businesses had better pay attention because OSHA has issued some new guidance that expands the recording of COVID-19 cases.
As we prepare for a possible post-coronavirus baby boom, it’s a good time to look at the Pregnancy Discrimination Act.
Some employers have carved out light duty jobs that are reserved for workers who have suffered work-related injuries. These jobs are used to transition injured workers off of workers’ compensation benefits and back to work. However, a new case out the Eleventh Circuit Court tells us that the employer that fails to offer these light duty jobs to pregnant employees with medical restrictions risks being liable for discrimination. (Durham v. Rural/Metro Corp. , 11th Cir., 18-14687, 4/17/20 ).
Where Experience Counts
© 2020 Wimberly, Lawson, Steckel, Schneider & Stine P.C. | Site By JSM