The COVID-19 Longhauler Advocacy Project is dedicated to supporting those affected by long COVID through comprehensive resources and the latest information. Our new guide, the C19LAP Comprehensive Guide to Long COVID V2 - expanded from our V1 Guide - has been meticulously updated and expanded to ensure it addresses the evolving needs of our community. We believe in empowering individuals with knowledge and access to support systems that can make a real difference in their journey to recovery.| C19LAP
Long COVID (LC) is an infection-associated chronic condition (IACC) that occurs after SARS-CoV-2 infection and is present for at least three months as a continuous, relapsing and remitting, or progressive disease state that affects one or more organ systems. If you’re one of the individuals who has this condition, sometimes referred to as “long haulers,” you may have difficulty working in the same way you did before you had COVID-19, and you may wonder whether to ask your employer to ...| web.archive.org
About Long COVID| web.archive.org
To learn more about the disability insurance system, Betsy Ladyzhets spoke to Barbara Comerford, a long-time disability lawyer based in New Jersey who specializes in these cases. Comerford has represented people with myalgic encephalomyelitis (ME), for more than 30 years, including high-profile cases like that of journalist Brian Vastag.| The Sick Times - Chronicling the Long Covid crisis
A key source of U.S. Long COVID data is now offline following a purge of information related to sexual orientation and gender identity ordered by President Donald Trump’s administration. The Household Pulse Survey, a data collection effort by the U.S. Census and Centers for Disease Control and Prevention (CDC), is among many CDC datasets and pages that became unavailable on Friday.| The Sick Times - Chronicling the Long Covid crisis
Notice Concerning the Undue Hardship Standard in Title VII Religious Accommodation Cases.This document was issued prior to the Supreme Court’s decision in Groff v. DeJoy, 143 S. Ct.| US EEOC