Showing 7 posts in GINA.

Title VII Posting Violation Penalties Increase 150% Effective July 1, 2016

The EEOC has increased the maximum penalty for employers that violate the posting provisions of Title VII, the Americans with Disability Act ("ADA") and the Genetic Information Nondiscrimination Act ("GINA") from $210 to $525 per violation, more than doubling the prior penalty amount. They state the increase is due to inflation and the Federal Civil Penalties Inflation Adjustment Act Improvements Act of 2015. The increase goes into effect July 1, 2016. The last increase was in 2014 but this increase is the largest increase in history. More ›

EEOC Issues Final Regulations on Wellness Programs

Employers who provide employees with incentives to encourage healthy behavior must contend with an alphabet soup of federal law — ERISA, GINA, HIPAA, the ACA, the ADA, just to name a few. Earlier this week, the EEOC weighed in and finalized its latest guidance on how employer wellness programs should be structured. These final regulations largely adopt the proposed regulations that were issued in 2015. More ›

EEOC Clarifies when Employers may Offer Incentives to Employee's Spouses to Provide Genetic Information

Earlier this year, this blog brought you a look at proposed rules by the Equal Employment Opportunity Commission (EEOC) that provided some guidance on how to administer a voluntary employee wellness program without running afoul of the Americans with Disabilities Act. 

Yet, one question remained open for years and was not clarified by those proposed rules — how the EEOC would handle employers offering incentives allowing them to collect certain genetic information of employees' spouses in connection with employer wellness programs. Recently proposed rules seek to clarify that issue. More ›

Violation of GINA Leads to Significant Jury Verdict Against Employer

Have you ever had a mystery employee defecating around your warehouse, damaging goods? Have you ever considered asking employees to provide cheek cell samples to determine the identity of the defecator? Hopefully, the answer to both questions is no. One Georgia employer, however, was not so lucky. More ›

Employers Eyeing First GINA Cases for Further Guidance

The Genetic Information Nondiscrimination Act of 2008 (GINA) makes it illegal to discriminate against employees or applicants based on genetic information. Title II of GINA prohibits the use of genetic information in making employment decision, restricts employers and other entities from requesting, requiring, or purchasing genetic information, and strictly limits the disclosure of genetic information. Over the course of the past few years, the EEOC has filed two cases against employers, alleging violation of this particular Act.  More ›

EEOC Alleges Employer Violated GINA by Requesting Family Medical Histories

On May 16, 2013, Equal Employment Opportunity Commission filed an action against a nursing home and rehabilitation facility, claiming violations of the Genetic Information Nondiscrimination Act of 2008 (GINA), the Americans with Disabilities Act (ADA), and Title VII of the Civil Rights Act of 1964. The EEOC claims that, among other things, the employer required applicants and employees to provide genetic information in response to questions about family and medical history, and that the employer lacked the requisite workplace postings specifying workers’ rights under the Act. Specifically, the EEOC contends that prospective and current employees were required to undergo medical examinations in order to be deemed fit to work, and during those examinations, the employees were asked for family medical histories which were then used to make adverse employment decisions to their detriment.   More ›

EEOC Warns Against Keeping Personal and Occupational Health Information in Single Electronic File

Maintaining an employee’s personal health information and occupational health information in a single electronic medical record could violate the requirements of Title I of the Americans with Disabilities Act (ADA) and Title II of the Genetic Information Nondiscrimination Act (GINA), according to an informal discussion letter recently released by the Equal Employment Opportunity Commission (EEOC). An employer’s right to access occupational health information from individuals providing health services unrelated to employment is strictly limited under both the ADA and GINA. Although neither the ADA nor GINA specifically addresses whether encryption, password authentication, or other security safeguards are necessary for electronic records maintained by employers, the EEOC stated that it does not interpret either statute’s confidentiality provisions to apply only to paper records. Therefore, maintaining personal health information and occupational health information in a single electronic medical record, particularly one that allows someone with access to the electronic medical record, presents a real possibility that the ADA and GINA, or both, will be violated.

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