The Genetic Information Nondiscrimination Act (GINA) was passed in 2008 and took effect in 2009. Title II of GINA bars employers from discriminating against or harassing employees based on their genetic information. The law also protects employees from employer retaliation for exercising their rights under the act.
GINA defines genetic information as “information about an individual’s genetic tests and the genetic tests of an individual’s family members, as well as information about the manifestation of a disease or disorder in an individual’s family members (i.e., family medical history).”
Family medical history is included in the definition because it is often used to determine whether someone has an increased risk of getting a hereditary disease or condition in the future.
Genetic information also includes an individual’s request for or receipt of genetic services, or the participation in clinical research that includes g...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- OK to transfer worker on FMLA intermittent leave, as long as compensation remains same
- Firing after FMLA: Document legit reasons
- Workers hired through temp service? Normal anti-discrimination rules still apply
- Can we 'call out' someone on FMLA leave?