With the increasing use of online platforms for hiring, employers must bear in mind the accessibility and accommodation requirements of the Americans with Disabilities Act (ADA) and (for federal contractors) Section 503 of the Rehabilitation Act of 1973. As guidance from the Equal Employment Opportunity Commission (EEOC) explains, “As an employer, you are responsible under Title I of the ADA for making facilities accessible to qualified applicants and employees with disabilities as a reasonable accommodation, unless this would cause undue hardship.” In addition, the ADA makes it unlawful to discriminate against a qualified applicant or employee with a disability.

The U.S. Department of Labor (DOL) has responded to a federal judge’s ruling against regulations related to a COVID-19 relief act with revisions that in some ways reaffirm the DOL’s original position.

With more than 500,000 unemployment claims being filed in Nevada in the first half of 2020, a recent WalletHub ranking named Las Vegas (with an estimated 31.6% unemployment rate) as the U.S. city most devastated by COVID-19-related unemployment. Not far behind, Reno’s approximately 20.1% jobless rate earned it a spot as the 18th most ravaged U.S. city.