On May 21, 2008, the Genetic Information Nondiscrimination Act (GINA) was signed into law. The Act directed the EEOC to issue regulations implementing Title II, which prohibits employment discrimination based on genetic information and restricts the acquisition and disclosure of genetic information.
On March 2, 2009, the EEOC issued proposed regulations and sought public comments. After thorough consideration of the comments, the EEOC issued final regulations on Nov. 9, 2010. They took effect Jan. 10, 2011.
"The final regulations implementing GINA reflect the concerted effort by all Commissioners to ensure that workers, job applicants, and employers will have clear guidance concerning the implementation of this new law," said EEOC Chair Jacqueline A. Berrien.
The final regulations provide examples of genetic tests; more fully explain GINA's prohibition against requesting, requiring, or purchasing genetic i...(register to read more)
- Lessons from the 2006 SHRM conference: Online-Only Handbooks: a risky legal proposition
- No obligation to create indefinite light-duty job
- Work rules can regulate some employee political advocacy
- OSHA: Employers are liable for safety of temps, too
- What's the background on the NLRB's rule requiring a new union-rights poster?