The EEOC has issued final regulations implementing the employment provisions of the Genetic Information Nondiscrimination Act of 2008 (GINA), clarifying employer compliance issues and offering model language to help employees understand their rights under the law.
GINA prohibits use of genetic information to make decisions about health insurance and employment, and restricts the acquisition and disclosure of genetic information.
The final regulations are available for downloading at http://eeoc.gov/laws/types/genetic.cfm.
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 (register to read more). For example, some HRAs ask employees whether they have a family history of heart disease or diabetes....
- Employee committed firing offense? Terminate ASAP--or else prepare for court
- Set clear, consistent response to employees' 'I'm sick' calls
- OK to tie incentives to continued employment
- Partner or employee? Degree of control matters
- Safety trumps faith: Feel free to ban religious garments if they pose a workplace hazard