Employer liability for violating the Genetic Information Nondiscrimination Act (GINA) is no longer theoretical.
The EEOC has announced its first-ever GINA settlement. A large fabric distributor agreed to pay $50,000 and provide other relief to resolve alleged violations of GINA and the ADA (Americans with Disabilities Act).
What did the employer do wrong?
According to the EEOC, it erred when it asked an employee for her family medical history as part of its post-offer medical exam. The claimant was required to fill out a questionnaire that inquired whether she had any family history of heart disease, cancer, diabetes and other conditions. Read more…
“I have introduced a dignity at work support network in my workplace Whilst this is still in its infancy I . . . ”
— Sarah on Here’s Why Bullies Are Taking Over Your Organization, 2 hours ago
“Being called a "ninja" or a "guru" is a great compliment . . . when someone ELSE says it about . . . ”
— Amy Jones on Job Titles Gone Wild: Why It’s Silly to Call Yourself “Director of Fun”, 5 hours ago
“Senior management needs to be involved up front when planning an engagement survey so everyone is clear on WHY the . . . ”
— drblynnware on 3 Good Reasons Why Employee Engagement Surveys Fail, 5 hours ago
“As someone who has been on the receiving end of many of the situations you’re describing, you’re of course absolutely . . . ”
— Heather R. Huhman on 10 Tips For Reducing Employee Turnover, 6 hours ago
“I've noticed two things about job titles: 1) It is sometimes difficult to convey what the person does when your . . . ”
— Kyle Jones on Job Titles Gone Wild: Why It’s Silly to Call Yourself “Director of Fun”, 7 hours ago