Here is today's Kansas Commission on Disability Concerns (KCDC) Americans with Disabilities Act (ADA) Information Network message.  I apologize in advance for the paragraphs not having a blank line between them.  GovDelivery does that sometimes.  

State of Kansas offices will be closed Wednesday, December 25th for the Christmas holiday.  The KCDC office will be closed Thursday, December 26th and Friday, December 27th.  We will reopen Monday, December 30th. 

Happy holidays!

Martha

*Martha K. Gabehart* | "Executive Director
"Kansas Commission on Disability Concerns (KCDC)
*Kansas Governor Laura Kelly
*900 SW Jackson, Suite 100 | Topeka, Kansas 66612
(785) 296-6525 (direct) | (785) 260-4027 (cell)

[email protected] | www.kcdcinfo.ks.gov [ [link removed] ]

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This information is from the Equal Employment Opportunity Commission (EEOC) newsletter.   View as a webpage [ [link removed] ]  U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION FOR IMMEDIATE RELEASE Dec. 19, 2024  EEOC Highlights How Wearable Technologies May Implicate Employment Discrimination Laws   WASHINGTON – A new fact sheet titled “Wearables in the Workplace: The Use of Wearables and Other Monitoring Technology Under Federal Employment Discrimination Laws [ [link removed] ],” released today by the U.S. Equal Employment Opportunity Commission (EEOC) addresses use of wearable technologies in the nation’s workplaces. These technologies can be used to track various physical factors, such as an employee’s location, heart rate, electrical brain activity, or fatigue. The new fact sheet reminds employers that employment discrimination laws apply to the collection and use of information from wearables. It also addresses the need for employers to provide reasonable accommodations related to wearables. Employer-mandated wearables, such as watches, rings, glasses, or helmets which collect information about a worker’s health and biometric data may be conducting a “medical examination [ [link removed] ]” as defined by the Americans with Disabilities Act (ADA) [ [link removed] ]. If the wearables require employees to provide health information (including in the setting up of the device), the employer may be making “disability-related inquiries. [ [link removed] ]” The ADA limits the use of medical examinations or disability-related inquiries by employers and also requires employers to safeguard medical records. “With the increasing availability of wearable technologies, some employers may be considering implementing them in their workplaces. It’s important that employer keep in mind that some uses of wearables can violate federal antidiscrimination laws,” said EEOC Chair Charlotte A. Burrows. “If they do choose to bring this technology into the workplace, employers must be vigilant in following the law to ensure that they do not create a new form of discrimination. There is no high-tech exemption to the nation’s civil rights laws.” In addition, an employer’s improper use of information that wearables collect may raise concerns under other federal anti-discrimination laws. Employers should be careful about using data collected by wearable devices to determine sex, age, genetic information, disability, or race to take an adverse action against an employee. The new resource provides a number of examples to avoid. Lastly the new document reminds readers that employers using wearables may need to provide reasonable accommodations for workers under the Pregnant Workers Fairness Act [ [link removed] ], or as a religious or disability accommodation. For more information on the EEOC’s initiative on artificial intelligence and algorithmic fairness visit the EEOC’s website at [link removed] [ [link removed] ]. The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination. More information is available at www.eeoc.gov [ [link removed] ]. Stay connected with the latest EEOC news by subscribing to our email updates [ [link removed] ]. ### Please contact [email protected] for media inquiries. Contact: Office of Communications & Legislative Affairs 131 M Street, N.E. Washington, D.C. 20507 [email protected] ASL videophone 844-234-5122 ________________________________________   U.S. Equal Employment Opportunity Commission 131 M St. NE, Washington, D.C.  20507 www.eeoc.gov [ [link removed] ] | [email protected] 800-669-4000 | 844-234-5122 (ASL Videophone)

 

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