Unfortunately, 一些COVID-19检测呈阳性的人可能会因感染而受到长期影响, known as “long COVID-19.” The effects of long COVID-19 can vary; individuals may experience mild symptoms or suffer near-debilitating health concerns. Long COVID-19 has impacted both employees and their employers. Specifically, 一些员工由于症状而无法满负荷工作, thus creating additional labor challenges for employers. This article further explains what long COVID-19 is, 概述了它是如何影响员工的，并解释了这对雇主意味着什么.

What Is Long COVID-19?

Long COVID-19 can encompass a range of health problems. These symptoms can last for weeks, months or even years, 根据美国疾病控制与预防中心(CDC). Generally, 这些症状更常见于患有COVID-19严重疾病的人, 但任何检测呈阳性的人都可能长期感染covid -19，即使是那些最初感染时病情轻微或没有症状的人. 未接种COVID-19疫苗并被感染的个人也可能具有更高的发展为长期COVID-19的风险.

根据疾病预防控制中心的说法，患有COVID-19的人通常会报告这些症状:

• Tiredness or fatigue 
• Symptoms that get worse after physical or mental activities
  
• Fever
• Difficulty breathing or shortness of breath
• Cough
• Chest pain
• Heart palpitations
• Brain fog
• Headache
• Sleep problems
• Lightheadedness
• Pins-and-needles feelings
• Changes in smell or taste
• Depression or anxiety
• Diarrhea
• Stomach pain
• Joint or muscle pain
• Rash
• Changes in menstrual cycles

Impact on Employees

The U.S. 人口普查局2022年6月至7月的家庭脉搏调查发现.3 million working-age Americans currently have long COVID-19. 据报道，长期的COVID-19甚至使一些员工完全失业. In particular, 据估计，目前有400万工人离开了劳动力市场, 布鲁金斯学会非常驻高级研究员凯蒂·巴赫说. Further, 南加州大学的“了解美国研究”发现，近四分之一(24.1%) of individuals who have tested positive for COVID-19 are experiencing long COVID-19; among these individuals, 25.9%的人报告说，他们的症状影响了他们的就业或工作时间.

What This Means for Employers

First and foremost, 缺乏可用的工人以及由于长期COVID-19而无法满负荷工作的工人可能会导致雇主面临持续的劳动力挑战. In fact, the U.S. Bureau of Labor Statistics (BLS) reported in its Job Openings and Labor Turnover Summary 到2022年7月，全国的职位空缺数量上升到11个.2 million, compared to 11 million in the previous month. 这些职位空缺远高于最初的估计，但仍比失业人数多出约5人.5 million. 由于对工人的需求大于供应，职位空缺的数量仍然很高. As such, many employers are struggling to fill positions, 专家预计，劳工问题将继续面临挑战.

雇主也可能面临一些挑战，因为这与长期感染COVID-19的现有员工有关. Depending on the symptoms their employees have, 雇主可能需要采取个性化的方法，在工作中适当地照顾他们. 常见的住宿安排包括减少工作时间、远程安排和混合时间表.

雇主也应该意识到，当员工患有更严重的COVID-19时, 根据《梅高美集团4858》(ADA)，这可能构成残疾。. 《梅高美集团4858》规定，雇主在所有就业实践中歧视合格的残疾人是违法的, such as recruitment, compensation, hiring, firing, job assignments, training, leave and benefits. Employers with 15 or more employees are covered by the ADA. In the scope of long COVID-19, 这意味着雇主必须按照《梅高美集团4858》的要求，照顾受影响的雇员.

美国卫生与公众服务部和司法部发布了美高美集团4688COVID-19的联合指南，并澄清了何时可以达到被视为残疾的水平. Under the ADA, 残疾人是指身体或精神上有缺陷，严重限制了一种或多种“主要生活残疾”的个人."

According to the U.S. 平等就业机会委员会(EEOC)，主要生活活动 entail a wide range of tasks, including (but not limited to):

• Caring for oneself
• Performing manual tasks
• Seeing
• Hearing
• Eating
• Sleeping
• Walking
• Standing
• Sitting
• Reaching
• Lifting
• Bending
• Speaking
• Breathing
• Learning
• Reading
• Concentrating
• Thinking
• Writing
• Communicating
• Interacting with others
• Working

As with any ADA request, 雇主必须为有残疾的合格雇员或求职者提供合理的便利, 除非这样做会对雇主的业务经营造成不应有的困难, according to the EEOC.

For More Information

Long COVID-19 continues to impact employees and workplaces. 因此，雇主应该关注这个问题，这样他们就可以做好有效应对的准备. 雇主可能需要为仍然能够工作的受影响员工提供住宿，并应及时了解《梅高美集团4858》的要求和其他指导方针，以确保他们保持合规. 为了获得具体的指导，雇主应该寻求当地的法律顾问.

有关COVID-19的更多信息，请立即联系美高美集团4688. 

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