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
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