Genetic Information Discrimination Case Study

Good Essays
Tamara,
Prior to this unit I was not familiar with the legalities with genetic testing nor had I heard of any incidence within my organization. I agree with your discussion post, the manager likely was violating the Genetic Information Nondiscrimination Act of 2008 (GINA). According to the U.S. Equal Employment Opportunity Commission (EEOC), “Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits genetic information discrimination in employment, took effect on November 21, 2009.” The law prohibits employees from being fired, discriminated against, paid, promoted, or laid off due to their genetic information. The reason being is genetic testing information is not relevant to their current working conditions, and is viewed as discrimination when used against the employee. It is also illegal to harass an employee based off their genetic information, or any relative of theirs (Genetic Information Discrimination).
If the nurses feel this is the case to why they are
…show more content…
Founders Pavilion, Inc. (2014), the defendant required employees and new applicants to provide family medical history, refused to accommodate an individual with disability resulting in early termination, and refused to hire and terminated women because they were pregnant. Further the organization failed to post the federal law requirements about equal opportunity employment. Founders was found to have violated the equal opportunity laws including GINA, and had to pay substantial monetary pay outs to those affected by the discrimination, have continuous monitoring and training with the EEOC, and adopt policies regarding equal opportunity laws (EEOC v. Founders Pavilion Inc.). Your discussion brought to light the serious implications of not obeying GINA, and the rights employees have if they feel they have discriminated against, wrongfully terminated, or harassed due to their own or a relative’s genetic

Related Documents

  • Decent Essays

    People are worried about being rejected for a job, because of their genetic information. No company should have the right to hire, fire or judge people based on their genetic background. Genetic discrimination is when people are treated unfairly because of the differences in their DNA and their chance of getting a disease. A number of laws have passed that have protected people under the law. For example, GINA, which protects people from genetic discrimination from employers and health insurance providers.…

    • 854 Words
    • 4 Pages
    Decent Essays
  • Decent Essays

    Since there aren’t laws that protect employees for getting fired because of their tattoos, there’s nothing lawyers can do to help their clients. If a company formally writes up a dress code that prohibits things such as tattoos or piercings, workers who try and file lawsuits for unfair termination will get nowhere in a court. Even workers with tattoos saying that they are HIV positive or what allergies they have can be terminated on the spot for having tattoos and will fail to get compensation in court. There are several laws that prohibit employers from firing employees based upon what they look like, however. For instance, you cannot be fired because of age, race, or disability; in spite of this, you can get fired for having ink.…

    • 1095 Words
    • 5 Pages
    Decent Essays
  • Decent Essays

    So the policy doesn’t give any solution for such kinds of problems. However there should be some protection given to the employer not to make them accountable in such cases. By doing so, the illegal immigrants will not be threatened to lose their job if they applied for DACA and also the employer won’t fear to provide evidence. The second negative effect of DACA policy on illegal immigrant’s life is the absence of judicial appeal or administrative review and lack of uniformity throughout the country. The applications…

    • 1905 Words
    • 8 Pages
    Decent Essays
  • Decent Essays

    Although the company requires new employees to review company’s EEOC policy as a part of the one day orientation, it is insufficient, as it is not thoroughly reviewed or expounded upon; the employee simply reads the one page policy on their own. Tower Loan has a history of innumerable discriminatory practices involving upper management that contradicts established EEO Policy. More recently Tower Loan settled an Equal Employment Opportunity Commission (EEOC) Sex Discrimination Suit that involved the termination of an employee because of his transgender status. In the case of Broussard versus Tower…

    • 725 Words
    • 3 Pages
    Decent Essays
  • Decent Essays

    In doing so, Dr. Solo violated APA General Principle C: Integrity, and Principle E: Respect for People’s Rights and Dignity. Consequently, Dr. Solo did not seek to promote accuracy, honesty, and truthfulness in the science and practice of psychology nor did he respect the rights of his clients to have self determination. As a result, Dr. Solo also violated APA Ethic code 8.2 Informed Consent to Research, 8.4, Client/Patient, Student, And Subordinate Research Participants, 8.5 Dispensing With Informed Consent for Research, and 8.7 deception in Research. Dr. Solo’s failure to obtain informed consent to research denied the participants their right to not only know the purpose of the research, expected duration, and procedures but it also denied them their right to decline participation. As a result, Dr. Solo did not have to take steps to protect the participants from consequences of declining.…

    • 1379 Words
    • 6 Pages
    Decent Essays
  • Decent Essays

    Moreover, in a WSJ article published in the early 2000’s, investigative reporters concluded that the health care providers in question “did not tell the uninsured about charity care, did not offer charity care, did not discount bills to the uninsured and aggressively pursued payment”. Making it clear that neither the hospitals nor the insurance companies were in favor of the people they were purportedly serving, but primarily after their…

    • 894 Words
    • 4 Pages
    Decent Essays
  • Decent Essays

    This test would require McConaughy to demonstrate that there was a connection between her pregnancy and the adverse employment decision, in which she was unable to provide direct evidence. Therefore, the court ruled in favor of Boswell Oil Company stating that Mrs. McConaughy was given adequate pregnancy leave under the Family Medical Leave Act of 1993 keeping in mind the employer has no maternity or disability leave policy. Plaintiff provides no evidence that she was subjected to an adverse employment decision or that another employee in similar situation in her inability to work received more favorable benefits. Title VII of the Civil Rights Act of 1964 claim was dismissed against the Boswell Oil…

    • 1821 Words
    • 8 Pages
    Decent Essays
  • Decent Essays

    The premises lead a reader to the conclusion of “don’t judge a book by it’s cover” or in other words “don’t judge a person by the number of degrees they have.” The conclusion the premises lead to is completely different than the one the arguer leads us to. Drawing the Wrong Conclusions. Henry’s premises violate the relevance criterion due to them not supporting his conclusion at all. A person’s social life and whether a person’s diet is working have nothing to do with each other, which makes the argument fall apart. If the conclusion is irrelevant to the argument, then the premises are assumed to be…

    • 919 Words
    • 4 Pages
    Decent Essays
  • Decent Essays

    Herculine Barbin Analysis

    • 1895 Words
    • 8 Pages

    While there are still employers that block certain sexes/genders from being employed by them, there is more of an outrage against it. Here, it is just accepted. In addition, Alexina/Abel is not dealing with a post-surgical body, because that was not an available method during this time period. Doctors were still seeing intersex bodies for the first time, there was no way they would have been thinking about operating on them to make them different. Alexina/Abels pre-surgical body causes them shame, just as the post-surgical body also causes shame because it lacks tactility.…

    • 1895 Words
    • 8 Pages
    Decent Essays
  • Decent Essays

    If “I will neither give a deadly drug to anybody if asked for it” doesn’t seem clear because some people say that an unborn fetus isn’t alive, and therefore can’t be killed, “Similarly I will not give to a woman an abortive remedy” should. This oath very specifically forbids any doctor from giving an “abortive remedy”. Any doctor who performs an abortion is therefore breaking an oath that they made upon graduating medical school, and is allowing greed and selfishness to destroy their honest medical practice. Doctors have a responsibility and a duty to uphold the value of life, and any who perform abortions breaking any ethical code they ever promised to…

    • 1403 Words
    • 6 Pages
    Decent Essays