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You can download the latest version of Zoom from our Download Center. Learn more about downloading Zoom. After downloading Zoom, learn how to use the Zoom Desktop Client. A Zoom account is not required if you are strictly joining Zoom Meetings as a participant. If someone invites you to their meeting, you can join as a participant without creating an account. However, if the host has restricted joining meetings using authentication profiles , then the participant will need a Zoom account to access the meeting. Learn more about joining a Zoom meeting. A Zoom account is only required if you need to create your own meetings and send invitations to participants. An account also allows you to access your personal settings, where you can update your profile or upgrade your plan at any time. Questions and Answers on Resource Requirements.

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In a multiband, multimode software defined radio, the traffic takes up particular band and mode. The mobile traffic generates revenue streams based on data and voice traffic. Which among the following is not considered as a basic limitation of radio platform? All bands and modes with satisfactory link quality available at region of interest and meeting the set limits are considered as useful radio resource. Which among the following is a standard telephony metric? Arrival rate, call duration, and class of traffic such as voice or fax are metrics employed to measure the mobile traffic.

Federal government websites often end in. The ADA has restrictions on Questions and Answers on Resource Requirements and how much medical information an employer may obtain from any applicant or employee. 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. Once an employee begins work, any disability-related inquiries or medical exams must be job related and consistent with business necessity. 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 pandemic?

During a pandemic, ADA-covered employers may ask such employees if they are experiencing symptoms of the pandemic virus. For COVID, 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 Requirememts in compliance Requirmeents the ADA. When Rqeuirements employees entering the workplace during this time, may an employer check this out ask employees about the COVID symptoms EEOC has identified as examples Questions and Answers on Resource Requirements, or may it ask about any symptoms identified by public health authorities as associated with COVID?

As public health authorities and doctors learn more about COVID, 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.

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For example, additional symptoms beyond fever or cough may include new loss of go here or taste as well as gastrointestinal problems, such as nausea, diarrhea, and vomiting. Generally, measuring an employee's body temperature is a medical examination. The ADA does not interfere with employers following this advice.

When employees return to work, does the ADA allow employers to require a doctor's note certifying fitness for duty? Such inquiries are permitted under the ADA either because they would not be disability-related or, if the pandemic were truly severe, they would be justified under the ADA standards for disability-related inquiries of employees. As a practical matter, however, doctors and other health care professionals may be too busy during and immediately after a pandemic Questions and Answers on Resource Requirements to provide fitness-for-duty documentation.

Therefore, new approaches may be necessary, such as reliance on local clinics to provide a form, a stamp, or an e-mail to certify that an individual does not have the pandemic virus.

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. Consistent with the ADA standard, employers should ensure that the tests are considered accurate and reliable. For example, employers may review information from the U. Food and Drug Administration about what may or may not be considered safe and accurate testing, as well as guidance from CDC or other public health authorities.

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Because the CDC and FDA may revise their recommendations based on new information, it may be helpful to check these agency websites for updates. Employers may wish to consider the incidence of false-positives or false-negatives associated with a particular test. Note that a positive test result reveals Requiremengs an individual most likely has a current infection and may be able to transmit the virus to others.

A negative test result means that the individual did not have detectable COVID at the time of testing. A negative test does not mean the employee will not acquire the virus later.

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Based on guidance from medical and public health authorities, employers should still require—to the greatest extent possible—that employees observe infection control practices such as social distancing, regular handwashing, and other measures in the workplace to prevent transmission of COVID Note: Question A. See Question A. An antibody test constitutes a medical examination under the ADA. Therefore, requiring antibody testing before allowing employees to re-enter the workplace is not allowed under the ADA. Please note that an antibody test is read more from a test to determine if someone has an active case of COVID i. May employers ask znd employees physically entering the workplace if they have been diagnosed with or tested for COVID? Symptoms associated with COVID include, for example, fever, chills, cough, and shortness of breath. The CDC has identified Requireements current list of symptoms.

However, for those employees who are Questions and Answers on Resource Requirements and are not physically interacting with coworkers or others for example, customersthe employer would here not be permitted to ask these questions.]