Man sitting at home at a make shift beach reading

While the ReedGroup Compliance team has been hard at work preparing for our upcoming presentation at the Disability Management Employer Coalition (DMEC) annual conference early next month, we’ve also collected a handful of interesting reads to keep you entertained this summer. Grab a beach towel and umbrella, head to the beach or pool, and dive into the updates below! 

EEOC Updates COVID-19 Technical Guidance (Again) 

On July 12, 2022, the Equal Employment Opportunity Commission (EEOC) updated several Q&As in their COVID-19-related technical guidance, including adding parameters to when employers can conduct viral COVID-19 screenings at work.  

GINA Lawsuit 

Learn about the resolution of a recent claim against a Florida dermatology practice that was collecting COVID-19 testing results of employees’ family members, which is prohibited under the Genetic Information Non-Discrimination Act (GINA).  

We find this case particularly interesting because lawsuits involving GINA, enacted in 2008, aren’t something we see every day. In 2021, there were just 34 settlements and $500,000 awarded in GINA-related claims. Comparatively, in 2021, there were 2,211 settlements and $122 million awarded in benefits for claims related to the Americans with Disabilities Act (ADA) (Source: Enforcement and Litigation Statistics). Will COVID-19 bring more GINA claims? Time will tell.  

Paid Leave Oregon Information and Updates 

Visit the new Paid Leave Oregon website, where you can find information regarding Oregon’s paid family and medical leave program. Employers start paying into the program January 1, 2023, and employees can apply for benefits starting September 3, 2023. The website provides a wealth of information for both employees and employers, including: 

  • Employer coverage 
  • Employee eligibility 
  • Equivalent private plans 
  • Rules and rulemaking information 
  • Program resources and frequently asked questions 

Peruse the Proposed Connecticut FMLA Regulations 

Benefits for Connecticut Paid Leave became payable January 1, 2022. Shortly after that, the Connecticut Department of Labor (DOL) published final proposed regulations that amend Connecticut’s Family and Medical Leave Act (CT FMLA). If you haven’t already read through the proposed amendments to the CT FMLA regulations, you still have a little time, as they are not yet approved. The Connecticut Legislative Regulation Review Committee (LRRC) is scheduled to issue a decision August 09, 2022.  

Looking for More? 

If the above resources aren’t enough to keep you busy, or if you’re less of a reader and more of a watcher, tune in to the replay of the second installment of our Absence Management Academy webinar, where we discuss the intricacies of the federal Family and Medical Leave Act (FMLA). Due to popular demand, a third FMLA-dedicated segment will be released in August.  

What ReedGroup Is Doing 

ReedGroup continuously tracks and analyzes current and pending leave and accommodation legislation to determine potential impacts to our customers.  

If you’re looking for assistance managing leave of absence or accommodations or to ensure compliance across your organization, ReedGroup has solutions for you. Review our offerings here.  


Information provided on this blog is intended for general educational use. It is not intended to provide legal advice. ReedGroup does not provide legal services. Consult an attorney for legal advice on this or any other topic. 

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