On May 21, 2008, President Bush signed into law the Genetic Information Nondiscrimination Act of 2008 (GINA), which is comprised of three distinct sections. One section outlines nondiscrimination provisions in employment decisions; another section details nondiscrimination provisions in health insurance; and the final section amends the Fair Labor Standards Act () to increase the penalties for child labor violations.
The employment provisions are effective November 21, 2009; the Equal Employment Opportunity Commission (EEOC) is required to issue final regulations by May 21, 2009.
The health plan provisions are effective May 21, 2009; the Secretary of the U.S. Department of Health and Human Services is required to issue final regulations by February 21, 2009.
The amendment to the FLSA is effective May 21, 2008.
GINA applies to employers and employees as defined under Title VII of the Civil Rights...(register to read more)
- It cuts both ways: Men as sexual harassment victims
- Women-hating comments, even if not sexual, can equal sexual harassment
- Expressing concern about employee's condition isn't enough to show disability discrimination
- Treating some minorities well doesn't excuse bias against others
- If you need to discipline, verify facts with several sources