GINA’s effect on wellness programs — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
  • LinkedIn
  • YouTube
  • Twitter
  • Facebook
  • Google+
The Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits use of genetic information to make decisions about health insurance and employment, and restricts the acquisition and disclosure of genetic information by employers.

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 wellness program. For example, some HRAs ask employees if they have a family history of heart disease or diabetes.

To help you better understand your obligations under GINA, we’ve assembled these resources:

Final GINA regulations

EEOC issues final GINA regulations

5 steps for complying with new GINA law

Do your health assessment questions violate new GINA law?

Does your wellness program clash with new genetic bias law?

Leave a Comment

Previous post:

Next post: