To have Gina, Gina all for my very own
It’s much too wonderful, so very wonderful
To know that Gina is mine alone
– Gina, Johnny Mathis
Yesterday, the EEOC published the long-awaited regulations to the employment provisions of GINA [pdf], the Genetic Information Nondiscrimination Act. According to the EEOC, GINA has 4 stated purposes:
- To prohibit the use of genetic information in employment decisions;
- To restrict employers and others from requesting, requiring, or purchasing genetic information;
- To require that employers maintain genetic information as a confidential medical record, with strict limits on disclosure; and
- To provide remedies for individuals whose genetic information is acquired, used, or disclosed in violation of the Act.
After taking a day to digest these regulations, here’s what I found to be the 5 most interesting things the regulations provide:
GINA does not just cover employees’ genetic information. It also covers the genetic information of relations as attenuated as great-great-grandparents, great-great-grandchildren, and first cousins once-removed (the children of first cousins).
GINA is intended to be a broad anti-discrimination statute. It not only prohibits discrimination against employees on the basis of genetic information in hiring, firing, compensation, terms, conditions, or privileges of employment, but also harassment on the basis of genetic information, and retaliation where an individual opposes any act made unlawful by GINA, files a charge of discrimination or assists another in doing so, or gives testimony in connection with a charge.
GINA’s prohibition against the request of genetic information about an employee or family member includes Internet searches in a way that is likely to result in obtaining genetic information, even if the information is publicly available. However, if an employer “inadvertently learns genetic information from a social media platform which he or she was given permission to access by the creator of the profile at issue” (such as an employee who posts family medical history on his Facebook wall, and his supervisor, with whom he is a Facebook friend, sees it), GINA has not been violated. Employers are similarly protected for genetic information employees inadvertently disclose during casual “water cooler” conversations.
GINA permits employers to obtain genetic information as part of employer-provided health or genetic services, such as voluntary wellness programs. While the regulation do not define “voluntary,” they do provide that employers can offer certain financial incentives to employees without stripping the wellness program of its voluntariness.
GINA requires that employers keep all genetic information confidential, stored in separately maintained confidential medical files, consistent with the medical information storage obligations of the ADA. There is, however, a grandfather provision for genetic information obtained before November 21, 2009. Employers need not strip that information from non-confidential files.
As I noted above, there has been a lot of coverage around the blawgs about these regulations. If you are looking for more information and analysis on GINA’s regulations, I recommend the following:
- EEOC Issues Final GINA Regulations – from Washington D.C. Employment Law Update (the most comprehensive summary I’ve seen)
- Social Media and GINA – from Philip Miles’s Lawffice Space
- Final GINA Regulations (Finally!) Published: Addresses Treatment of Acquisition of Genetic Information Via Social Media – from the Social Networking Law Blog
- Finally, EEOC Issues Final GINA Regs – from Kiernan’s Corner: Preventive Law for Employers
- EEOC Issues Final GINA Regulations – from the Iowa Employer Law Blog
- EEOC Issues Final GINA Regulations for Employers – from the Delaware Employment Law Blog
- EEOC Issues Final GINA Regulations – from Human Resources News
- Final GINA Regulations Address Online Searches, Wellness Programs, and More – from Nolo’s Employment Law Blog
- Final GINA Regulations Published: Impact in Connecticut Still Unclear – from Dan Schwartz’s Connecticut Employment Law Blog
In the face of these regulations, expect to see genetic discrimination claims as a growing trend in 2011.
Presented by Kohrman Jackson & Krantz, with offices in Cleveland and Columbus. For more information, contact Jon Hyman, a partner in our Labor & Employment group, at (216) 736-7226 or email@example.com.