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Apple has determined that a small percentage of iPhone 11 displays may stop responding to touch due to an issue with the display module. Affected devices were manufactured between November 2019 and May 2020.

If your iPhone 11 has been exhibiting this issue, please use the serial number checker below to see if your device is eligible for this program. If so, Apple or an Apple Authorized Service Provider will provide service, free of charge.

Choose one of the options below to have your iPhone 11 serviced. Your iPhone will be examined prior to any service to verify that it is eligible for this program.

If your iPhone 11 has any damage which impairs the ability to complete the repair, such as a cracked screen, that issue will need to be resolved prior to the service. In some cases, there may be a cost associated with the additional repair.

Every aspect of the light imaging system in Pro Display XDR is crucial to the overall quality of what you see onscreen. Each element builds on top of the last to create a display with unbelievable brightness and contrast.

Typical LCDs are edge-lit by a strip of white LEDs. The 2D backlighting system in Pro Display XDR is unlike any other. It uses a superbright array of 576 blue LEDs that allows for unmatched light control compared with white LEDs. Twelve controllers rapidly modulate each LED so that areas of the screen can be incredibly bright while other areas are incredibly dark. All of this produces an extraordinary contrast that’s the foundation for XDR.

For even greater control of light, each LED is treated with a reflective layer, a highly customized lens, and a geometrically optimized reflector that are all unique to Pro Display XDR. Through a pioneering design, light is reflected, mixed, and shaped between two layers to minimize blooming and provide uniform lighting.

Converting blue light to white is a difficult process that requires extremely precise color conversion. It’s why most display makers use white LEDs. Pro Display XDR accomplishes this conversion with an expertly designed color transformation sheet made of hundreds of layers that control the light spectrum passing through them.

Pro Display XDR extends exceptional image quality to the very edge. To ensure that LEDs along the sides of the display mix well with adjacent ones, a micro-lens array boosts light along the edges. This creates uniform color and brightness across the entire screen.

With a massive amount of processing power, the timing controller (TCON) chip utilizes an algorithm specifically created to analyze and reproduce images. It controls LEDs at over 10 times the refresh rate of the LCD itself, reducing latency and blooming. It’s capable of multiple refresh rates for amazingly smooth playback. Managing both the LED array and LCD pixels, the TCON precisely directs light and color to bring your work to life with stunning accuracy.

In Microsoft Teams, users can record their Teams meetings and group calls to capture audio, video, and screen sharing activity. There is also an option for recordings to have automatic transcription, so that users can play back meeting recordings with closed captions and review important discussion items in the transcript. The recording happens in the cloud and is saved to OneDrive and SharePoint, so users can share it securely across their organization.

The change from using Microsoft Stream (classic) to OneDrive and SharePoint for meeting recordings will automatically happen in August 2021. For detailed information, see Use OneDrive and SharePoint or Stream for meeting recordings.

For information about using roles in Teams meetings, and how to change users" roles, see Roles in a Teams meeting. For live events recording options, see Live event recording policies in Teams.

For a Teams user"s meetings to be recorded, OneDrive and SharePoint must be enabled for the tenant. In addition, the following prerequisites are required for both the meeting organizer and the person who is initiating the recording:

To enable channel meeting recordings to be saved so channel members can"t edit or download the recordings the CSTeamsMeetingPolicy -ChannelRecordingDownload setting must be set to Block.

Users won"t need OneDrive or SharePoint enabled if you want users to only record and download the recordings. This will mean that the recordings aren"t stored in OneDrive or SharePoint, but are instead stored in temporary Teams storage with a 21-day limit before it"s deleted. It"s not something that an admin can control, manage, or delete at this time.

In the Microsoft Teams admin center, turn on or turn off the Meeting recording setting in the meeting policy. To learn more, see Meeting policy settings for audio and video.

Using PowerShell, you configure the AllowCloudRecording setting in TeamsMeetingPolicy. To learn more, see New-CsTeamsMeetingPolicy and Set-CsTeamsMeetingPolicy.

Both the meeting organizer and the recording initiator need to have the recording permissions to record the meeting. Unless you have assigned a custom policy to the users, users get the Global policy, which has AllowCloudRecording enabled by default.

If a Teams user from an external tenant that is enabled for Teams policy-based compliance recording joins a meeting or call on your tenant, that meeting/call will be recorded by the other tenant for compliance purposes regardless of cloud based recording turned on or off on your tenant. Presenters that are part of the meeting in your tenant are advised to remove the user from the meeting if recordings should not be captured by users from another tenant. For more information about policy based compliance recording on Teams, see Introduction to Teams policy-based recording for calling & meetings.

This setting controls if channel meetings are saved to a "Recordings" folder or a "Recordings\View only" folder in the channel. The setting applies to the policy of the user who selects record for the channel meeting.

Allow (default)—Saves channel meeting recordings to a "Recordings" folder in the channel. The permissions on the recording files will be based off the Channel SharePoint permissions. This is the same as any other file uploaded for the channel.

Block—Saves channel meeting recordings to a "Recordings\View only" folder in the channel. Channel owners will have full rights on the recordings in this folder, but channel members will have read access without ability to download.

Using PowerShell, you configure the ChannelRecordingDownload setting in TeamsMeetingPolicy. To learn more, see New-CsTeamsMeetingPolicy and Set-CsTeamsMeetingPolicy.

The ChannelRecordingDownload setting is only available in the Teams PowerShell module version 2.4.1-preview or higher. To download the latest preview version of the module use this command:

This setting controls whether captions and transcription features are available during playback of meeting recordings. The person who started the recording needs this setting turned on for these features to work with their recording.

Turning this setting on creates a copy of the transcript that is stored with the meeting recording which enables Search, CC, and transcripts on the meeting recording.

That transcription for recorded meetings is currently only supported for English (US), English (Canada), English (India), English (UK), English (Australia), English (New Zealand), Arabic (United Arab Emirates) , Arabic (Saudi Arabia) , Chinese (Simplified, China), Chinese (Traditional, Hong Kong SAR), Chinese (Traditional, Taiwan), Czech (Czechia) , Danish (Denmark), Dutch (Belgium) , Dutch (Netherlands), French (Canada), French (France), Finnish (Finland) , German (Germany), Greek (Greece), Hebrew (Israel) , Hindi (India), Hungarian (Hungary), Italian (Italy), Japanese (Japan), Korean (Korea) , Norwegian (Norway), Polish (Poland) , Portuguese (Brazil), Portuguese (Portugal), Romanian (Romania), Russian (Russia), Slovak (Slovakia), Spanish (Mexico), Spanish (Spain), Swedish (Sweden), Thai (Thailand) , Turkish (Turkey), Ukrainian (Ukraine), Vietnamese (Vietnam). They are stored together with the meeting recordings in OneDrive and SharePoint cloud storage.

You can use the Microsoft Teams admin center or PowerShell to set a Teams meeting policy to control whether the recording initiator gets a choice to transcribe the meeting recording.

In the Microsoft Teams admin center, turn on or turn off the Allow transcription setting in the meeting policy. To learn more, see Meeting policy settings for audio and video.

Using PowerShell, you configure the AllowTranscription setting in TeamsMeetingPolicy. To learn more, see New-CsTeamsMeetingPolicy and Set-CsTeamsMeetingPolicy.

If your organization has a meeting recording policy that you would like your users to accept before recording a meeting, use the Azure Active Directory terms of use feature. This feature allows your users to accept your organization"s terms of user policy before getting access to Microsoft Teams. This feature is not specific to clicking the record button, but is related to using Teams or other Microsoft 365 apps overall. Our suggestion is to add your meeting recording information to your overall terms of use for using Teams or Microsoft 365.

As an admin, you can update the Teams recording and transcription privacy policy URL with a custom link for your organization. You can do this in the Azure AD admin center using the following steps:

After adding your privacy policy URL, the default Teams meeting recording and transcription privacy statement will be replaced with the new URL provided by your organization.

Anonymous, guest, and federated users who join Teams meetings hosted by your organization will still have the default Teams meeting recording and transcription privacy policy.

Meeting recordings are stored in OneDrive and SharePoint cloud storage. The location and permissions depend on the type of meeting and the role of the user in the meeting. The default permissions applied to the recording are listed below, users that have full edit rights on the video recording file can change the permissions and share it later with others as needed.

People invited to the meeting, except external participants, will automatically be granted permission to the recording file with view access without ability to download.

If Set-CsTeamsMeetingPolicy -ChannelRecordingDownload is set to Allow (default) the member who clicked on Record has edit rights to the recording. Every other member’s permissions are based on the Channel SharePoint permissions.

If Set-CsTeamsMeetingPolicy -ChannelRecordingDownload is set to Block channel owners will have full rights on the recording, but channel members will have read access without ability to download.

If a meeting recording isn"t able to be uploaded to OneDrive and SharePoint, it will temporarily be available for download from Teams for 21 days before it is deleted. This is not something at this point that an admin can control or manage to include the ability to delete it.

The recording retention for this is temporary storage is affected by the chat message itself. As such, any deletion of the original chat message for the recording will prevent users from being able to access the recording. There are two scenarios that can affect this:

User manually deletes the chat message—In this scenario, as the original message is gone, users will no longer be able to access the recording and no further downloads will be possible. However, the recording itself may still be retained within Microsoft"s internal systems for a time (not exceeding the original 21-day period).

Recording chat message is deleted by chat retention policy—Temporary storage recordings are directly tied to the chat retention policy. As such, although recordings on Teams temporary storage will by default be retained for 21 days before being deleted, if the chat message is deleted before the 21-day time period, due to chat message retention policies, the recording will also be deleted. There is no way to recover the recording after this.

The size of a 1-hour recording is 400 MB. Make sure you understand the capacity required for recorded files and have sufficient storage available in OneDrive and SharePoint. Read Set the default storage space for OneDrive and Manage SharePoint site storage limits to understand the base storage included in the subscription and how to purchase additional storage.

Meeting recordings are stored as video files in OneDrive and SharePoint and follow management and governance options available in those platforms. Read SharePoint governance overview for more information.

For non-channel meetings, the recordings are stored in the recorder"s OneDrive, thus handling ownership and retention after an employee leaves will follow the normal OneDrive and SharePoint process.

Meeting recordings have a Default expiration time of 120 days. You can turn off the Recordings automatically expire setting or change the Default expiration time. Learn more about meeting recordings automatically expiring.

Closed captions for Teams meeting recordings will be available during playback only if the user had transcription turned on at the time of recording. Admins must turn on recording transcription via policy to ensure their users have the option to record meetings with transcription.

Captions help create inclusive content for viewers of all abilities. As an owner, you can hide captions on the meeting recording, although the meeting transcript will still be available on Teams unless you delete it there.

Today closed captions for the recording video file are linked to the Teams meeting transcript. This link will remain for the lifetime of the file in most cases, but can be broken if the video file is copied within the same OneDrive or SharePoint site, which would result in captions not being available on the copied video file.

Any future changes to the link between the transcript in Teams and the recording will be clarified here and in message center notifications. If we make any changes in the future, we will ensure recording files less than 60-days old display the transcript from the meeting as captions.

The meeting recordings are stored in OneDrive and SharePoint, which is Microsoft 365 and Office 365 Tier-D compliant. To support e-Discovery requests for compliance admins who are interested in meeting or call recordings, the recording completed message is available in the compliance content search functionality for Microsoft Teams. Compliance admins can look for the keyword "recording" in the subject line of the item in compliance content search preview and discover meeting and call recordings in the organization.

You can apply automatic retention labels to target just Teams meeting recording video files via the ProgID property. For more information, see How to auto-apply a retention label for Teams meeting recordings.

You can apply DLP policies to meeting recording files also by the ProgID property. In the DLP rule for files in SharePoint and OneDrive set the conditions to be:

The tests will return the best next steps to address any tenant or policy configurations to validate that the user is properly configured to record a meeting in Teams.

If you"re an administrator, you can use the following diagnostic tool to validate that the meeting recording completed successfully and it was uploaded to Stream or OneDrive, based on the meeting ID and recording start time:

In the Run diagnostic pane, enter the URL of the meeting in the URL of the meeting that was recorded field (usually found in the meeting invitation) as well as the date of the meeting in the When was the meeting recorded? field and then select Run Tests.

The versatile nature of Ninja V means it can be paired with nearly any camera, on any type or size of production. The professional monitoring tools make framing, exposure, and focusing a breeze. With Ninja V you can work confidently to perfect every shot.

Ninja V provides additional flexibility by offering a choice of industry-standard recording formats. This means you can choose the frame size, frame rate, and codec that best suits the needs of your workflow and delivery requirements. Ninja V also allows you to record HDMI RAW inputs up to 6K at 30fps, whilst simultaneously looping out standard YCC video via HDMI to non-RAW compatible devices.Responsive Touchscreen

Ninja V features a highly responsive, 5.2-inch, SuperAtom IPS touchscreen. This guarantees each feature is clearly visible, all the features are easily accessible, and every operation is smooth. The screen is bright (1000nit), which means it’s suited for outdoor use, even in direct sunlight. The display settings allow for a number of adjustments to make certain your Ninja V functions equally well in darker environments.Compact Design

Ninja V has been designed so that it can be paired equally well with smaller cameras as part of a minimal setup and with full-size camera rigs on large-scale cinema productions. The aluminum chassis and polycarbonate backplate have been crafted for maximum durability. The device weighs just 360g (0.79lbs), which means it can be used comfortably with a handheld camera. The device includes anti-rotational 3/8-16 mount points on the top and bottom. It ships with a 1/4-20 adapter, so that Ninja V can easily be adapted and mounted on industry-standard equipment from a wide range of manufacturers.Complete Monitoring Toolbox

Ninja V includes a comprehensive range of monitoring tools including a waveform, focus peaking, false color, zoom controls, custom LUTs, and frame guides. Each offers an opportunity to perfect the composition and exposure for every shot and can be overlaid in any combination, unlike many other monitors that allow only one monitoring tool at a time. AtomOS software is easy to use and provides a platform for Atomos to easily update Ninja V, introduce new features, and add support for new cameras on release.RGB Parade

Achieve cinematic effects, creative transitions, and save time in post-production with the Get Creative update for your Ninja V. The onion skin overlay makes shooting stop-motion and creating jump or match cuts extremely simple. The ability to capture frame grabs live on-set reduces time creating thumbnails and gives you a quick reference to share with the team. The update is available to download for free from my.atomos.com.Wireless Remote Control

The AtomRemote app for iOS and macOS offers an array of external controls for ATOMOS CONNECT for Ninja V. The app enables you to perform a range of configuration tasks and operations up to 15 meters away from the device via Bluetooth LE. Input options include the ability to define camera connections, select Gamma/EOTF, and adjust Gamut settings. For monitoring, AtomRemote can be used to control playback, choose monitoring modes, apply custom 3D LUTs, or view image analysis tools including exposure and focus. Output controls include options for 4K to HD, LUT preview, and HDR output.Wireless Timecode

Atomos AirGlu™ adds wireless timecode, sync, and control technology to ATOMOS CONNECT for Ninja V. AirGlu locks multiple Atomos devices or compatible cameras, audio recorders, and software applications together so that they share the same frame-accurate timecode. It is also able to relay recording, battery status, and disk capacity information to the server unit. Any AirGlu device can act as the server unit, which means you’ll no longer need a huge budget or get involved in time consuming post-production workflows to produce perfectly synchronized, multi-camera video.Expansion Options

The built-in AtomX expansion port supports a range of Atomos accessories that can completely transform your Ninja V by introducing new features and new workflows.ATOMOS CONNECT

The ultimate expansion module for Ninja V, ATOMOS CONNECT includes an SDI interface, which adds support for a new category of camera and can be used to cross convert a 12G-SDI signal to the HDMI output, creating more utility and workflow options. ATOMOS CONNECT also features Wi-Fi 6, Gigabit Ethernet, and Bluetooth. With support for Atomos Cloud Studio (ACS) and AirGlu™ wireless sync technology that introduce new production workflows and ways to utilize Ninja V.Learn More

AtomX CAST transforms Ninja V into a compact, fully featured production studio. It allows you to perform advanced multi-input switching from 4 x 1080p HDMI sources, apply graphic overlays, and use a USB UVC webcam output for enhanced web-conferencing and live streaming.Learn MoreATOMOS CONNECT

The ultimate expansion module for Ninja V, ATOMOS CONNECT includes an SDI interface, which adds support for a new category of camera and can be used to cross convert a 12G-SDI signal to the HDMI output, creating more utility and workflow options. ATOMOS CONNECT also features Wi-Fi 6, Gigabit Ethernet, and Bluetooth. With support for Atomos Cloud Studio (ACS) and AirGlu™ wireless sync technology that introduce new production workflows and ways to utilize Ninja V.Learn MoreAtomX CAST

AtomX CAST transforms Ninja V into a compact, fully featured production studio. It allows you to perform advanced multi-input switching from 4 x 1080p HDMI sources, apply graphic overlays, and use a USB UVC webcam output for enhanced web-conferencing and live streaming.Learn MoreSupported Resolutions & Frame Rates

To save space and support longer recordings, many cameras record compressed 4:2:0 8-bit video internally. If the camera is able to output video via HDMI, the quality can often be preserved in a 4:2:2 8-bit or 10-bit format. Ninja V can record more color information and immediately add value to your production with your existing camera rig. Additionally, if you’re shooting Log footage, the ability to bypass internal compression will offer the best possible dynamic range. Ninja V is designed to maximize the quality of your videos and allow you to extend every aspect of your creative vision.

With flexible options for industry standard video and RAW formats, Ninja V can either record visually lossless acquisition codecs that are ready for editing or smaller-sized delivery codecs that look great and are quick to upload. Ninja V is designed to be versatile and meet the requirements of your workflow. Atomos understands the value of being able to select the format, quality, resolution, frame rate, or file size that best suits the needs of your production.Apple ProRes RAW

To save space and support longer recordings, many cameras record compressed 4:2:0 8-bit video internally. If the camera is able to output video via HDMI, the quality can often be preserved in a 4:2:2 8-bit or 10-bit format. Ninja V can record more color information and immediately add value to your production with your existing camera rig. Additionally, if you’re shooting Log footage, the ability to bypass internal compression will offer the best possible dynamic range. Ninja V is designed to maximize the quality of your videos and allow you to extend every aspect of your creative vision.ARRI

The ability to record up to 6K using advanced edit-ready formats including ProRes RAW, ProRes, and DNxHD/HR requires fast, robust, and expansive storage. Ninja V supports removable SSD drives which provide the space and sustained performance to meet these needs. AtomX SSDmini drives are more compact than standard SATA SSDs and offer an affordable alternative to an SD card of similar capacity or performance. They support up to 4TB storage, sequential read speeds of up to 550MB/s and write speeds up to 500MB/s. The AtomX SSDmini drives are able to record up to 150 minutes of 4K ProRes. Measuring 8cm long, 7.5cm wide and weighing as little as 88g, the custom-built drive neatly fits into the Ninja V without impacting the overall footprint of the device.

There is an optional SSDmini adaptor that allows CFAST II cards to be used, enabling you to recycle older media cards or align with your camera media. Alongside SSDmini we also qualify a range of 2.5-inch SSDs that can be used in conjunction with the MasterCaddy III which are required when using the ATOMOS CONNECT.

Atomos Cloud Studio (ACS) is a collection of online video production services that represent a radical innovation for all video creators, streamers, and filmmakers. When paired with ATOMOS CONNECT, ACS allows Ninja V to livestream to popular platforms like Facebook Live, Twitch, YouTube, and custom RTMP/S destinations. It also offers full support for Adobe Camera to Cloud (C2C), powered by Frame.io, allowing anyone with a compatible camera or device to be able to capture full-resolution footage, simultaneously share proxy files, and collaborate in real-time.

Adobe C2C is being used by production teams every day to share footage from the shoot with remote team members. C2C is the fastest, easiest, and most secure method to share media and collaborate in real-time. It creates a direct path from production to the post-production teams, allowing media to be transferred from C2C certified devices, wherever you are, over standard network connections to the cloud, for viewing, approval, and editing. Clips can be reviewed on any device and editors can start cutting high-quality proxy files (with matching timecode and file names) before anyone calls it a wrap. The ATOMOS CONNECT accessory for Ninja V opens the C2C workflow to a significantly wider range of digital cinema, mirrorless, and DSLR cameras, allowing more filmmakers than ever before engage in cloud-based workflows and experience the future of production.

Included with Premiere Pro and After Effects, Frame.io unlocks powerful ways to securely share, collaborate, and manage projects. All in one powerful place.Learn MoreFinal Cut Pro

Frame.io integrates directly into Final Cut Pro and unlocks powerful ways to share, collaborate, manage projects, and make everything happen faster — all from a single, powerful place.Learn MoreDaVinci Resolve

Frame.io is now a native feature inside DaVinci Resolve Studio — no installation required. And it unlocks powerful ways to collaborate, address feedback, and manage files and projects. All from one powerful place.Learn MoreMedia Composer

Frame.io brings powerful tools to the Avid Media Composer workflow. So you can stay more focused, deliver faster, and collaborate across distances more easily than ever.Learn MoreNinja V

Take a full-page, scrolling screenshot. Snagit makes it simple to grab vertical and horizontal scrolls, infinitely scrolling webpages, long chat messages, and everything in between.

Extract the text from a screen capture or file and quickly paste it into another document for edits. Easily copy information without retyping all the text.

Snagit’s screen recorder lets you quickly record yourself working through steps. Or grab individual frames out of the recorded video. Save your video file as an mp4 or animated GIF.

Record your screen or camera — or record them both at the same time with picture-in-picture to add a personal touch with teammates or clients, no matter where they are.

Turn any short recording (.mp4) into an animated GIF, and quickly add it to a website, document, or chat. Snagit comes with default and custom options to create the perfect GIF, every time.

Annotate screen grabs with professional markup tools. Add personality and professionalism to your screenshots with a variety of pre-made styles. Or you can create your own.

Snagit recognizes the text in your screenshots for quick editing. Change the words, font, colors, and size of the text in your screenshots without having to redesign the entire image.

EEOC is updating a number of Q&As on July 12, 2022, including A.6. EEOC’s assessment at the outset of the pandemic was that the ADA standard for conducting medical examinations was, at that time, always met for employers to conduct worksite COVID-19 viral screening testing. With the revision of A.6, below, on July 12, 2022, EEOC makes clear that going forward employers will need to assess whether current pandemic circumstances and individual workplace circumstances justify viral screening testing of employees to prevent workplace transmission of COVID-19. A.6. offers employers possible factors to consider in making this assessment, including community transmission levels and types of contacts between employees and others in the workplace. This change is not meant to suggest that such testing is or is not warranted; rather, the revised Q&A acknowledges that evolving pandemic circumstances will require an individualized assessment by employers to determine whether such testing is warranted consistent with the requirements of the ADA.

The EEOC enforces workplace anti-discrimination laws, including the Americans with Disabilities Act (ADA) and the Rehabilitation Act (which include the requirement for reasonable accommodation and non-discrimination based on disability, and rules about employer medical examinations and inquiries), Title VII of the Civil Rights Act (which prohibits discrimination based on race, color, national origin, religion, and sex, including pregnancy), the Age Discrimination in Employment Act (which prohibits discrimination based on age, 40 or older), and the Genetic Information Nondiscrimination Act. Note: Other federal laws, as well as state or local laws, may provide employees with additional protections.

Title I of the ADA applies to private employers with 15 or more employees. It also applies to state and local government employers, employment agencies, and labor unions. All nondiscrimination standards under Title I of the ADA also apply to federal agencies under Section 501 of the Rehabilitation Act. Basic background information about the ADA and the Rehabilitation Act is available on EEOC"s disability page.

The EEO laws, including Title I of the ADA and the Rehabilitation Act, continue to apply during the time of the COVID-19 pandemic, but they do not interfere with or prevent employers from following current guidance and suggestions made by CDC or state/local public health authorities about steps employers should take regarding COVID-19.

The EEOC has provided guidance (a publication entitled Pandemic Preparedness in the Workplace and the Americans With Disabilities Act [PDF version]) ("Pandemic Preparedness"), consistent with these workplace protections and rules, that can help employers implement strategies to navigate the impact of COVID-19 in the workplace. This pandemic publication, which was written during the prior H1N1 outbreak, is still relevant today and identifies established ADA and Rehabilitation Act principles to answer questions frequently asked about the workplace during a pandemic. It has been updated as of March 19, 2020 to address examples and information regarding COVID-19; the new 2020 information appears in bold and is marked with an asterisk.

On March 27, 2020 the EEOC provided a webinar ("3/27/20 Webinar") which was recorded and transcribed and is available at www.eeoc.gov/coronavirus. The World Health Organization (WHO) has declared COVID-19 to be an international pandemic. The EEOC pandemic publication includes a separate section that answers common employer questions about what to do after a pandemic has been declared.

Find COVID-19 Guidance for Your Community: This website provides information on a wide range of COVID-related topics, including treatments, testing, specific considerations for those who are immunocompromised, and a variety of information concerning long COVID (including the possibility of joining a research study).  This information is also available by telephone (1-800-232-0233) or TTY (1-888-720-7489).

Throughout this pandemic, it has been critical for employers and employees to monitor current medical and public health guidance. The Centers for Disease Control and Prevention (CDC), the Food and Drug Administration (FDA), and other medical and public health authorities have issued new guidance and updated some existing guidance as circumstances have evolved. Guidance from medical and public health authorities may be relevant to making certain legal determinations under one or more EEO laws (e.g., “direct threat” under the ADA). Because changes in such guidance may impact the legal assessments made under Title I of the ADA and other EEO laws, as discussed below, the EEOC recommends that employers and employees routinely check for guidance updates from CDC, FDA, and other medical and public health authorities.

Prior to making a conditional job offer to an applicant, disability-related inquiries and medical exams are generally prohibited. They are permitted between the time of the offer and when the applicant begins work, provided they are required for everyone in the same job category. For more information on the timing of disability-related inquiries and medical examinations for applicants, see Section C.

Under the ADA (which is applicable to the Federal sector through the Rehabilitation Act of 1973), once an employee begins work, any disability-related inquiries or medical exams must be "job-related and consistent with business necessity." One way inquiries and medical examinations meet this “business necessity” standard is if they are necessary to determine whether a specific employee has a medical condition that would pose a “direct threat” to health or safety (a significant risk of substantial harm to self or others that cannot be addressed with reasonable accommodation). For more information on reasonable accommodation, see Section D. Where met, the “business necessity” standard allows for consideration of whether a person may have COVID-19, and thus might pose a “direct threat.” For information on disability-related questions and COVID-19 vaccinations, see K.7.- K.9.

CDC has updated its guidance over the course of the pandemic and may continue to do so as the pandemic evolves and as CDC acquires more information about the virus and different variants. The ADA “business necessity” standard requires that employers utilize the most current medical and public health information to determine what inquiries/medical examinations are appropriate.

A.1. How much information may an employer request from an employee who calls in sick, in order to protect the rest of its workforce during the COVID-19 pandemic? (3/17/20)

During a pandemic, ADA-covered employers may ask such employees if they are experiencing symptoms of the pandemic virus. For COVID-19, these include symptoms such as fever, chills, cough, shortness of breath, or sore throat. Employers must maintain all information about employee illness as a confidential medical record in compliance with the ADA.

A.2. When screening employees entering the workplace during this time, may an employer only ask employees about the COVID-19 symptoms EEOC has identified as examples, or may it ask about any symptoms identified by public health authorities as associated with COVID-19? (4/9/20)

As public health authorities and doctors learn more about COVID-19, they may expand the list of associated symptoms. Employers should rely on the CDC, other public health authorities, and reputable medical sources for guidance on emerging symptoms associated with the disease. These sources may guide employers when choosing questions to ask employees to determine whether they would pose a direct threat to health in the workplace. For example, additional symptoms beyond fever or cough may include new loss of smell or taste as well as gastrointestinal problems, such as nausea, diarrhea, and vomiting.

Yes. The CDC states that employees who become ill with symptoms of COVID-19 should leave the workplace. The ADA does not interfere with employers following this advice.

A.5. When an employee returns to the workplace after being out with COVID-19, does the ADA allow employers to require a note from a qualified medical professional explaining that it is safe for the employee to return (i.e., no risk of transmission) and that the employee is able to perform the job duties? (Updated 7/12/22)

Yes. Alternatively, employers may follow CDC guidance to determine whether it is safe to allow an employee to return to the workplace without confirmation from a medical professional.

When an employee returns to the workplace after being out with COVID-19, the ADA allows an employer to require confirmation from a qualified medical professional explaining that the individual is able to safely return.  Such a request is permitted under the ADA.   First, because COVID-19 is not always a disability, a request for confirmation may not be a disability-related inquiry. Alternatively, if the request is considered a disability-related inquiry, it would be justified under the ADA standard requiring that such employee inquiries  be job-related and consistent with business necessity.  Here, the request meets the “business necessity” standard because it is related to the possibility of transmission and/or related to an employer’s objective concern about the employee’s ability to resume working.  For example, an employer may require confirmation from a medical professional addressing whether an employee may resume specific job duties requiring physical exertion.

As a practical matter, employers may wish to consider other ways to determine the safety of allowing an employee to return to work if doctors and other healthcare professionals are unable to provide such documentation either in a timely manner or at all.   This might include reliance on local clinics to provide a form, a stamp, or an e-mail to confirm that an individual is no longer infectious and is able to resume working.

A.6. Under the ADA, may an employer, as a mandatory screening measure, administer a COVID-19 viral test (a test to detect the presence of the COVID-19 virus) when evaluating an employee’s initial or continued presence in the workplace? (Updated 7/12/22)

A COVID-19 viral test is a medical examination within the meaning of the ADA.  Therefore, if an employer implements screening protocols that include COVID-19 viral testing, the ADA requires that any mandatory medical test of employees be “job-related and consistent with business necessity.”  Employer use of a COVID-19 viral test to screen employees who are or will be in the workplace will meet the “business necessity” standard when it is consistent with guidance from Centers for Disease Control and Prevention (CDC),  Food and Drug Administration (FDA), and/or state/local public health authorities that is current at the time of testing.  Be aware that CDC and other public health authorities periodically update and revise their recommendations about COVID-19 testing, and FDA may revise its guidance or emergency use authorizations, based on new information and changing conditions.

A positiveviral test result means that the test detected SARS-CoV-2, the virus that causes COVID-19, at the time of testing, and that the individual most likely has a current infection and may be able to transmit the virus to others.  A negativetest result means the test did not detect SARS-CoV-2 at the time of testing. However, a negative test does not mean the employee does not have any virus, or will not later get the virus.  It means only that the virus causing SARS-CoV-2 was not detected by the test.

If an employer seeks to implement screening testing for employees such testing must meet the “business necessity” standard based on relevant facts.  Possible considerations in making the “business necessity” assessment may include the level of community transmission, the vaccination status of employees, the accuracy and speed of processing for different types of COVID-19 viral tests, the degree to which breakthroughinfections are possible for employees who are “up to date” on vaccinations, the ease of transmissibility of the current variant(s), the possible severity of illness from the current variant, what types of contacts employees may have with others in the workplace or elsewhere that they are required to work (e.g., working with medically vulnerable individuals), and the potential impact on operations if an employee enters the workplace with COVID-19.  In making these assessments, employers should check the latest CDC guidance (and any other relevant sources) to determine whether screening testing is appropriate for these employees.

No. An antibody test, as a medical examination under the ADA, must be job-related and consistent with business necessity. As of July 2022, CDC guidance explains that antibody testing may not show whether an employee has a current infection, nor establish that an employee is immune to infection; as a result, it should not be used to determine whether an employee may enter the workplace.  Based on this CDC guidance, at this time such testing does not meet the ADA’s “business necessity” standard for medical examinations or inquiries for employees.  Therefore, requiring antibody testing before allowing employees to re-enter the workplace is not allowed under the ADA. An antibody test is different from a test to determine if someone has evidence of infection with SARS-CoV-2 or has COVID-19 (i.e., a viral test). The EEOC addresses COVID-19 viral screening tests in A.6.

Yes. Employers may ask all employees who will be physically entering the workplace if they have COVID-19 or symptoms associated with COVID-19, and ask if they have been tested for COVID-19. Symptoms associated with COVID-19 include, for example, fever, chills, cough, and shortness of breath. The CDC has identified a current list of symptoms.

An employer may exclude those with COVID-19, or symptoms associated with COVID-19, from the workplace because, as EEOC has stated, their presence would pose a direct threat to the health or safety of others. However, for those employees who are teleworking and are not physically interacting with coworkers or others (for example, customers), the employer would generally not be permitted to ask these questions.

A.9. May a manager ask only one employee—as opposed to asking all employees—questions designed to determine if the employee has COVID-19, or require that this employee alone have a temperature reading or undergo other screening or testing? (9/8/20; adapted from 3/27/20 Webinar Question 3)

If an employer wishes to ask only a particular employee to answer such questions, or to have a temperature reading or undergo other screening or testing, the ADA requires the employer to have a reasonable belief based on objective evidence that this person might have the disease. So, it is important for the employer to consider why it wishes to take these actions regarding this particular employee, such as a display of COVID-19 symptoms. In addition, the ADA does not interfere with employers following recommendations by the CDC or other public health authorities regarding whether, when, and for whom testing or other screening is appropriate.

A.10. May an employer ask an employee who is physically coming into the workplace whether they have family members who have COVID-19 or symptoms associated with COVID-19?(9/8/20; adapted from 3/27/20 Webinar Question 4)

No. The Genetic Information Nondiscrimination Act (GINA) prohibits employers from asking employees medical questions about family members. GINA, however, does not prohibit an employer from asking employees whether they have had contact with anyone diagnosed with COVID-19 or who may have symptoms associated with the disease. Moreover, from a public health perspective, only asking about an employee’s contact with family members would unnecessarily limit the information obtained about an employee’s potential exposure to COVID-19.

A.11. What may an employer do under the ADA if an employee refuses to permit the employer to take the employee’s temperature or refuses to answer questions about whether the employee has COVID-19, has symptoms associated with COVID-19, or has been tested for COVID-19?(9/8/20; adapted from 3/27/20 Webinar Question 2)

Under the circumstances existing currently, the ADA allows an employer to bar an employee from physical presence in the workplace if the employee refuses to have a temperature reading taken or refuses to answer questions about whether the employee has COVID-19, has symptoms associated with COVID-19, or has been tested for COVID-19. To gain the cooperation of employees, however, employers may wish to ask the reasons for the employee’s refusal. The employer may be able to provide information or reassurance that they are taking these steps to ensure the safety of everyone in the workplace, and that these steps are consistent with health screening recommendations from CDC. Sometimes, employees are reluctant to provide medical information because they fear an employer may widely spread such personal medical information throughout the workplace. The ADA prohibits such broad disclosures. Alternatively, if an employee requests reasonable accommodation with respect to screening, the usual accommodation process should be followed; this is discussed in Question G.7.

Due to the COVID-19 pandemic, at this time employers may ask employees who work on-site, whether regularly or occasionally, and report feeling ill or who call in sick, questions about their symptoms as part of workplace screening for COVID-19.

Yes. Asking why an individual did not report to work is not a disability-related inquiry. An employer is always entitled to know why an employee has not reported for work.

A.14. When an employee returns from travel during a pandemic, must an employer wait until the employee develops COVID-19 symptoms to ask questions about where the person has traveled? (9/8/20; adapted from Pandemic Preparedness Question 8)

No. Questions about where a person traveled would not be disability-related inquiries. If the CDC or state or local public health officials recommend that people who visit specified locations remain at home for a certain period of time, an employer may ask whether employees are returning from these locations, even if the travel was personal.

With limited exceptions, the ADA requires employers to keep confidential any medical information they learn about any applicant or employee.Medical information includes not only a diagnosis or treatments, but also the fact that an individual has requested or is receiving a reasonable accommodation.

B.1. May an employer store in existing medical files information it obtains related to COVID-19, including the results of taking an employee"s temperature or the employee"s self-identification as having this disease, or must the employer create a new medical file system solely for this information? (4/9/20)

The ADA requires that all medical information about a particular employee be stored separately from the employee"s personnel file, thus limiting access to this confidential information. An employer may store all medical information related to COVID-19 in existing medical files. This includes an employee"s statement that the employee has the disease or suspects so, or the employer"s notes or other documentation from questioning an employee about symptoms. For information on confidentiality and COVID-19 vaccinations, see K.4.

B.2. If an employer requires all employees to have a daily temperature check before entering the workplace, may the employer maintain a log of the results? (4/9/20)

B.4. May a temporary staffing agency or a contractor that places an employee in an employer"s workplace notify the employer if it learns the employee has COVID-19? (4/9/20)

Yes. The staffing agency or contractor may notify the employer and disclose the name of the employee, because the employer may need to determine if this employee had contact with anyone in the workplace.

B.5. Suppose a manager learns that an employee has COVID-19, or has symptoms associated with the disease. The manager knows it must be reported but is worried about violating ADA confidentiality. What should the manager do? (9/8/20; adapted from 3/27/20 Webinar Question 5)

The ADA requires that an employer keep all medical information about employees confidential, even if that information is not about a disability. Clearly, the information that an employee has symptoms of, or a diagnosis of, COVID-19, is medical information. But the fact that this is medical information does not prevent the manager from reporting to appropriate employer officials so that they can take actions consistent with guidance from the CDC and other public health authorities.

The question is really what information to report: is it the fact that an employee—unnamed—has symptoms of COVID-19 or a diagnosis, or is it the identity of that employee? Who in the organization needs to know the identity of the employee will depend on each workplace and why a specific official needs this information. Employers should make every effort to limit the number of people who get to know the name of the employee.

The ADA does not interfere with a designated representative of the employer interviewing the employee to get a list of people with whom the employee possibly had contact through the workplace, so that the employer can then take action to notify those who may have come into contact with the employee, without revealing the employee’s identity. For example, using a generic descriptor, such as telling employees that “someone at this location” or “someone on the fourth floor” has COVID-19, provides notice and does not violate the ADA’s prohibition of disclosure of confidential medical information.For small employers, coworkers might be able to figure out who the employee is, but employers in that situation are still prohibited from confirming or revealing the employee’s identity. Also, all employer officials who are designated as needing to know the identity of an employee should be specifically instructed that they must maintain the confidentiality of this information. Employers may want to plan in advance what supervisors and managers should do if this situation arises and determine who will be responsible for receiving information and taking next steps.

B.6. An employee who must report to the workplace knows that a coworker who reports to the same workplace has symptoms associated with COVID-19. Does ADA confidentiality prevent the first employee from disclosing the coworker"s symptoms to a supervisor?(9/8/20; adapted from 3/27/20 Webinar Question 6)

No. ADA confidentiality does not prevent this employee from communicating to the employee’s supervisor about a coworker’s symptoms. In other words, it is not an ADA confidentiality violation for this employee to inform the supervisor about a coworker’s symptoms. After learning about this situation, the supervisor should contact appropriate management officials to report this information and discuss next steps.

B.7. An employer knows that an employee is teleworking because the person has COVID-19 or symptoms associated with the disease, and is in self-quarantine. May the employer tell staff that this particular employee is teleworking without saying why?(9/8/20; adapted from 3/27/20 Webinar Question 7)

Yes. If staff need to know how to contact the employee, and that the employee is working even if not present in the workplace, then disclosure that the employee is teleworking without saying why is permissible. Also, if the employee was on leave rather than teleworking because the employee has COVID-19 or symptoms associated with the disease, or any other medical condition, then an employer cannot disclose the reason for the leave, just the fact that the fact that the individual is on leave.

B.8. Many employees, including managers and supervisors, are now teleworking as a result of COVID-19. How are they supposed to keep medical information of employees confidential while working remotely?(9/8/20; adapted from 3/27/20 Webinar Question 9)

The ADA requirement that medical information be kept confidential includes a requirement that it be stored separately from regular personnel files. If a manager or supervisor receives medical information involving COVID-19, or any other medical information, while teleworking, and is able to follow an employer’s existing confidentiality protocols while working remotely, the supervisor has to do so. But to the extent that is not feasible, the supervisor still must safeguard this information to the greatest extent possible until the supervisor can properly store it. This means that paper notepads, laptops, or other devices should not be left where others can access the protected information.

Similarly, documentation must not be stored electronically where others would have access. A manager may even wish to use initials or another code to further ensure confidentiality of the name of an employee.

Under the ADA, prior to making a conditional job offer to an applicant, disability-related inquiries and medical exams are generally prohibited. They are permitted between the time of the offer and when the applicant begins work, provided they are required for everyone in the same job category.

Yes. An employer may screen job applicants for symptoms of COVID-19 after making a conditional job offer, as long as it does so for all entering employees in the same type of job.  This ADA rule applies whether or not the applicant has a disability.

In addition, if an employer screens everyone (i.e., applicants, employees, contractors, visitors) for COVID-19 before permitting entry to the worksite, then an applicant in the pre-offer stage who needs to be in the workplace as part of the application process (e.g., for a job interview) may likewise be screened for COVID-19.  The screening is limited to the same screening that everyone else undergoes; an employer that goes beyond that screening will have engaged in an illegal pre-offer disability-related inquiry and/or medical examination. For information on the ADA rules governing such inquiries and examination, see Section A.

C.4. May an employer withdraw a job offer when it needs an applicant to start working immediately, whether at the worksite or in the physical presence of others outside of the worksite, because the individual has tested positive for the virus that causes COVID-19, has symptoms of COVID-19, or has been exposed recently to someone with COVID-19? (Updated 7/12/22)

An employer should consult and follow current CDC guidance that explains when and how it would be safe for an individual who currently has COVID-19, symptoms of COVID-19, or has been exposed recently to someone with COVID-19, to end isolation or quarantine and thus safely enter a workplace or otherwise work in the physical presence of others.  An employer who follows current CDC guidance addressing the individual’s situation may withdraw the job offer if (1) the job requires an immediate start date, (2) CDC guidance recommends the person not be in proximity to others, and (3) the job requires such proximity to others, whether at the workplace or elsewhere. Given that for some individuals there may only be a short period of time required for isolation or quarantine, employers may be able to adjust a start date or permit telework (if job duties can be performed remotely).

No.  An employer’s concern for an applicant’s well-being -- an intent to protect them from what it perceives as a risk of illness from COVID-19 -- does not excuse an action that is otherwise unlawful discrimination.  The fact that CDC has noted that older adults, people with certain medical conditions, or pregnant and recently pregnant people may be at greater risk of severe illness from COVID-19 does not justify unilaterally postponing the start date or withdrawing a job offer.  Therefore, an employer may not discriminate based on age (40 or older) or pregnancy and related conditions.  If an underlying medical condition is a disability, an employer must determine whether the individual’s disability poses a “direct threat” by starting work immediately and, if so, whether reasonable accommodation can be provided to sufficiently lessen or eliminate any risks without causing an undue hardship.  For more information on assessing direct threat and reasonable accommodation in this situation, see G.4. and G.5.  For more information on potential issues regarding discrimination based on age or pregnancy, see Sections H and J.

Under the ADA, reasonable accommodations are adjustments or modifications provided by an employer to enable people with disabilities to enjoy equal employment opportunities. If a reasonable accommodation is needed and requested by an individual with a disability to apply for a job, perform a job, or enjoy benefits and privileges of employment, the employer must provide it unless it would pose an undue hardship, meaning significant difficulty or expense. An employer has the discretion to choose among effective accommodations. Where a requested accommodation would result in undue hardship, the employer must offer an alternative accommodation if one is available absent undue hardship. In discussing accommodation requests, employers and employees may find it helpful to consult the Job Accommodation Network (JAN) website for types of accommodations, www.askjan.org. JAN"s materials specific to COVID-19 are at

For more information on reasonable accommodation issues that may arise when employees return to the workplace, see Section G. For more information on reasonable accommodation and pregnancy-related disabilities, see Section J. For more information on reasonable accommodation and COVID-19 vaccinations, see K.1., K.2., K.5., K.6., and K.11.

D.1. If a job may only be performed at the workplace, are there reasonable accommodations for individuals with disabilities, absent undue hardship, that could offer protection to an employee who, due to a preexisting disability, is at higher risk from COVID-19?(4/9/20)

There may be reasonable accommodations that could offer protection to an individual whose disability puts that person at greater risk from COVID-19 and who therefore requests such actions to eliminate possible exposure. Even with the constraints imposed by a pandemic, some accommodations may meet an employee"s needs on a temporary basis without causing undue hardship on the employer.

Low-cost solutions achieved with materials already on hand or easily obtained may be effective. If not already implemented for all employees, accommodations for those who request reduced contact with others due to a disability may include changes to the work environment such as designating one-way aisles; using plexiglass, tables, or other barriers to ensure minimum distances between customers and coworkers whenever feasible per CDC guidance or other accommodations that reduce chances of exposure.

Flexibility by employers and employees is important in determining if some accommodation is possible in the circumstances. Temporary job restructuring of marginal job duties, temporary transfers to a different position, or modifying a work schedule or shift assignment may also permit an individual with a disability to perform safely the essential functions of the job while reducing exposure to others in the workplace or while commuting.

D.2. If an employee has a preexisting mental illness or disorder that has been exacerbated by the COVID-19 pandemic, may the employee now be entitled to a reasonable accommodation (absent undue hardship)?(4/9/20)

Although many people feel significant stress due to the COVID-19 pandemic, employees with certain preexisting mental health conditions, for example, anxiety disorder, obsessive-compulsive disorder, or post-traumatic stress disorder, may have more difficulty handling the disruption to daily life that has accompanied the COVID-19 pandemic.

As with any accommodation request, employers may: ask questions to determine whether the condition is a disability; discuss with the employee how the requested accommodation would assist the employee and enable the employee to keep working; explore alternative accommodations that may effectively meet the employee’s needs; and request medical documentation if needed.

D.3. In a workplace where all employees are required to telework during this time, should an employer postpone discussing a request from an employee with a disability for an accommodation that will not be needed until the employee returns to the workplace when mandatory telework ends? (4/9/20)

Not necessarily. An employer may give higher priority to discussing requests for reasonable accommodations that are needed while teleworking, but the employer may begin discussing this request now. The employer may be able to acquire all the information it needs to make a decision. If a reasonable accommodation is granted, the employer also may be able to make some arrangements for the accommodation in advance.

D.4. What if an employee was already receiving a reasonable accommodation prior to the COVID-19 pandemic and now requests an additional or altered accommodation? (4/9/20)

An employee who was already receiving a reasonable accommodation prior to the COVID-19 pandemic may be entitled to an additional or altered accommodation, absent undue hardship. For example, an employee who is teleworking because of the pandemic may need a different type of accommodation than what the employee uses in the workplace. The employer may discuss with the employee whether the same or a different disability is the basis for this new request and why an additional or altered accommodation is needed.

D.5. During the pandemic, if an employee requests an accommodation for a medical condition either at home or in the workplace, may an employer still request information to determine if the condition is a disability? (4/17/20)

Yes, if it is not obvious or already known, an employer may ask questions or request medical documentation to determine whether the employee has a "disability" as defined by the ADA (a physical or mental impairment that substantially limits a major life activity, or a history of a substantially limiting impairment).

Yes, if it is not obvious or already known, an employer may ask questions or request medical documentation to determine whether the employee"s disability necessitates an accommodation, either the one the employee requested or any other. Possible questions for the employee may include: (1) how the disability creates a limitation, (2) how the requested accommodation will effectively address the limitation, (3) whether another form of accommodation could effectively address the issue, and (4) how a proposed accommodation will enable the employee to continue performing the "essential functions" of the employee’s position (that is, the fundamental job duties).

D.7. If there is some urgency to providing an accommodation, or the employer has limited time available to discuss the request during the pandemic, may an employer provide a temporary accommodation? (4/17/20)

Yes. Given the pandemic, some employers may choose to forgo or shorten the exchange of information between an employer and employee known as the "interactive process" (discussed in D.5 and D.6., above) and grant the request