Q. We make offers to applicants contingent on passing a physical examination. We have an arrangement with a local doctor’s office to conduct those examinations. As a part of the examination the doctor asks for a medical history, including questions about the applicant’s family medical history. We have heard that we should not ask about the applicant’s family medical history, but we aren’t sure if that’s true. Should we not ask for this information?
A. Most likely the request for a family history would violate the Genetic Information Nondiscrimination Act (GINA) which was enacted in 2008. GINA strictly limits the ability of employers to collect, use or disclose genetic information.
More particularly, GINA provides that it is an unlawful employment practice for an employer to “request, require, or purchase genetic information with respect to an employee or family member of the employee.” A request for a family history may include genetic information.
The EEOC has brought suits against employers alleging that requests for medical history violate GINA. Although there have been no decisions on those cases yet, the best practice is to stop asking for a family medical history.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Use solid research to back business-necessity defense when deciding not to accommodate
- Day care centers boost modest pay with big bonus
- Court rules employers must provide harassment-Free workplace
- How to Respond to an EEOC Complaint: 10 Steps to Success