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ARTICLE · 22 FEBRUARY 2011

Getting To Know GINA

Cozen O'Connor
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Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits the intentional acquisition of genetic information about employees and applicants, became effective on November 21, 2009. Many employers took little notice.

United StatesEmployment and HR
Debra Friedman
Debra Friedman

Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits the intentional acquisition of genetic information about employees and applicants, became effective on November 21, 2009. Many employers took little notice.

Since then, the Equal Employment Opportunity Commission (EEOC) issued final regulations clarifying employer's obligations under GINA. These regulations went into effect on January 10, 2011. Employers must begin taking specific, affirmative steps to comply with GINA.

This article highlights the major provisions of GINA and what employers must do to comply with the law.

10 IMPORTANT POINTS ABOUT GINA

1. What is GINA? GINA is a law aimed at protecting individuals from discrimination, harassment, and retaliation because an employer or potential employer believes the individual has an increased risk of acquiring a medical condition sometime in the future.

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