Broadly speaking, the law concerns information about an employee’s family medical history. That’s most likely to be divulged when employers or their health insurance providers offer incentives, such as premium discounts, for employees to complete health risk assessments (HRAs) as part of a . For example, some HRAs ask employees if they have a family history of heart disease or diabetes.
To help you better understand your obligations under GINA, we’ve assembled these resources:
Final GINA regulations
EEOC issues final GINA regulations
5 steps for complying with new GINA law
Do your health assessment questions violate new GINA law?
Does your wellness program clash with new genetic bias law?
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Beware double standard against working moms
- OK to terminate pregnant employee sometimes; the PDA merely requires equal treatment
- You can be held personally liable for wage payment errors
- Choose one when suing: bias or wrongful termination