With COVID-19 still dominating national news and many states considering reopening processes and timeline options, the Occupational and Safety Health Administration (OSHA) and the Equal Employment Opportunity Commission (EEOC) have both issued updated guidance on COVID-19 and its impact on the workplace after re-openings. In its guidance, OSHA underscores that its guidance neither creates new legal obligations nor alters existing ones, rather the agency defines three levels of occupational risk for COVID-19 and recommends that employers respond accordingly. The OSHA guidance recommends that depending on an employee’s risk level, employers: communicate as needed with low risk employees (no contact with co-workers or the public) but no PPE (masks, etc.) is necessary; minimize face-to-face contact for medium risk employees (those with close contact with the public) and recommend the use of PPE (masks, gloves, etc) as needed; PPE are strongly recommended for high risk employees (those working with individuals afflicted with COVID-19) in hospitals, nursing homes, etc. Likewise, EEOC also issued an updated guidance affirming that all laws under its jurisdiction are still in full effect during COVID-19, however it also goes on to recommend that employers follow Centers for Disease Control (CDC) and public health agency recommendations regarding maintaining workplace safety during the coronavirus pandemic. Topics addressed in the updated guidance include such items as: Health Risk inquiries – affirming that employers may ask employees such questions as if they or others in their home have tested positive, have taken a test for the virus or have symptoms of COVID, and that they may require employees have their temperature taken; covers a broad array of specific topics relating COVID-19; Confidentiality – that all medical information gathered by employers about workers regarding COVID-19 is confidential medical info and must be stored separately in a medical file and must limit the dissemination of employee health information; Hiring – employers may screen job applicants for symptoms of COVID-19 after an initial offer so long as it is done for all applicants and can delay the start date if the applicant has COVID-19 or rescind it in the start date cannot be delayed; and reasonable accommodations – employers can mandate use of PPE, but may still be required to make reasonable accommodation for disabilities or religious issues raised by employees over wearing PPE.