EEOC may extend recordkeeping requirements to GINA-covered entities

Today's post comes from G.Neil's HR News Weekly:

The Equal Employment Opportunity Commission (EEOC) is recommending an extension of the recordkeeping requirements under Title VII of the Civil Rights Act and the Americans with Disabilities Act (ADA) to employers and entities covered by Title II of the Genetic Information Nondiscrimination Act (GINA).

To clarify all those acronyms and numbers, what this means is this: The EEOC would like to update the current Title VII and ADA recordkeeping regulations to add references to GINA. According to the EEOC, the proposal wouldn't create additional documents or impose any new reporting requirements. Rather, it would extend the same record retention requirements under GINA that are imposed under Title VII and the ADA.

(As a reminder, Title II of GINA prohibits the use of genetic information to make employment decisions, while also restricting the acquisition or disclosure of genetic information by employers and other GINA-covered entities.)

The EEOC is accepting comments on the proposed rule until August 1, 2011. Check back here for updates.

EEOC may extend recordkeeping requirements to GINA-covered entities

Long-awaited GINA regulations clarify how to prevent genetic information discrimination

On November 9, 2010, the U.S. Equal Employment Opportunity Commission (EEOC) published the final regulations implementing the employment provisions of the Genetic Information Nondiscrimination Act of 2008 (GINA). Title II of GINA is designed to prohibit employment discrimination based on genetic information, specifically restricting employers with 15 or more employees from obtaining and sharing genetic information.

According to the EEOC.gov website: “The law forbids discrimination on the basis of genetic information when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoffs, training, fringe benefits, or any other term or condition of employment.”

Specifically, genetic information is defined as:

• Information about an individual’s genetic tests and the genetic tests of family members (including tests that identify a predisposition to a disease, such as breast cancer or Huntington’s Disease)
• Family medical history (often used to determine someone’s risk of getting a particular disease or disorder)
• Requests for and receipt of genetic services by an individual or family members
• Genetic information about an individual or family member’s fetus, or of an embryo legally held by an individual or family member through assisted reproductive technology

In addition to clarifying GINA’s prohibition against requesting, requiring or purchasing genetic information (including guidelines for legal Internet searches), the final regulations include a “safe harbor” provision protecting employers from liability when they use specific language warning individuals not to provide genetic information when submitting health-related information.

To ensure compliance, you should display the “EEO is the Law” posting that the EEOC revised in late 2009. With Poster Guard® Compliance Protection, you can be confident you’re communicating the latest mandatory GINA information via the Federal Easy-Post™ labor law poster. You should also update your employee handbook to include “genetic information” as one of the protected, anti-discrimination categories.

Long-awaited GINA regulations clarify how to prevent genetic information discrimination

EEOC accepting public comment on proposed GINA rules

The U.S. Equal Employment Opportunity Commission (EEOC) published a Notice of Proposed Rule Making on February 25, 2009, implementing employment requirements of the Genetic Information Non-Discrimination Act of 2008 (GINA). The EEOC is seeking public comment on the notice.

“The addition of genetic information discrimination to the EEOC’s mandate is historic, and represents the first legislative expansion of the EEOC’s jurisdiction since the Americans with Disabilities Act passed in 1990,” said Acting EEOC Chairman Stuart J. Ishimaru in a press release. “We welcome the opportunity to implement important provisions of this landmark legislation, and to expand the promise of equal opportunity in the workplace for everyone.”

The proposed rule provides additional guidance regarding some of the terms used in GINA. For example, the rule defines “employee” to cover not just current employees, but also applicants and former employees.

It also clarifies that drug and alcohol tests are not “genetic tests,” and invites comments on the scope of the term “genetic test,” specifically, “how the term should be applied, whether the proposed rule should be more or less expansive, and whether it or the preamble should provide examples of what should be included or excluded.”

The proposed rule also specifically mentions that the EEOC will update its EEO poster to include information regarding GINA. Final regulations must be completed by May 21, 2009.

“GINA is an important piece of legislation. As a deliberative body, we want to ensure that the intent of Congress is properly carried out through our regulations. Public comment on this NPRM is a critical part of that process. We look forward to a vigorous and thoughtful review,” said acting EEOC Vice Chair Christine M. Griffin.

The EEOC set up a 60-day public comment period on the proposed rule-making. Comments will be accepted through May 1, 2009.

You may submit comments by accessing the Federal eRulemaking Portal at http://www.regulations.gov. Comments will also be accepted by mail and fax. Read more instructions on submitting comments here.

For more information on the GINA regulations, read:

President signs Genetic Information Non-Discrimination Act

Genetic non-discrimination law includes increased FLSA child labor penalties

EEOC accepting public comment on proposed GINA rules

Genetic nondiscrimination law includes increased FLSA child labor penalties

The Genetic Information Nondiscrimination Act (GINA) included a provision to increase penalties for child labor violations under the Fair Labor Standards Act (FLSA), effective May 21, 2008.

Section 302 of GINA raises the maximum penalty to $50,000 for each violation with the possibility of up to $100,000 in penalties for cases where the employer’s violation is repeated or is a willful violation. The increased penalties apply to death or serious injury to children that occur after May 21, 2008.

From a statement released by the U.S. Department of Labor (DOL): “We are pleased that the Congress has enacted the administration’s proposal to strengthen the nation’s child labor laws and to provide today’s teenagers with safe employment opportunities.”

The DOL is responsible for enforcing the child labor provisions of the FLSA. The FLSA establishes national minimum wage, overtime pay for certain jobs, recordkeeping and child labor standards.

The change may result in an updated FLSA poster. Please stay tuned for information regarding any mandatory poster changes that could affect your business.

Visit the DOL website for a full press release.

Genetic nondiscrimination law includes increased FLSA child labor penalties

President signs Genetic Information Nondiscrimination Act

The Genetic Information Nondiscrimination Act (GINA) became law after President Bush signed the bill on Wednesday afternoon, May 21, 2008.

GINA prohibits health insurance companies from requiring people to take genetic tests or to use genetic information to deny insurance coverage or rates. It is illegal for employers to ask workers about their genetic information or use that information to make any decisions regarding hiring, firing, promotions or job assignments.

Supporters of the legislation hope that GINA will encourage more people to undergo medically advised genetic testing, without the fear of losing their job or insurance coverage on the basis of genetic test results.

Legal provisions affecting employers take effect in November 2009, 18 months from the date the bill was signed. The Equal Employment Opportunity Commission will enforce the employer provisions and must develop the new regulations in the next year and a half.

The Department of Labor will issue regulations which health insurance providers must follow starting May 2009, one year from the bill’s signing.

President signs Genetic Information Nondiscrimination Act