Articles Posted in Genetic Information

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Yesterday, the Equal Employment Opportunity Commission (EEOC) announced the release of a new fact sheet titled “Wearables in the Workplace: The Use of Wearables and Other Monitoring Technology Under Federal Employment Discrimination Laws.” This document is crucial for human resources professionals as it provides guidance on using wearable technologies in compliance with federal employment discrimination laws. Here, I’ll summarize the key points of the fact sheet and offer some essential takeaways for HR professionals.

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The Genetic Information Nondiscrimination Act (GINA) forbids discrimination against employees or applicants because of genetic information. Specifically, Title II of GINA prohibits using genetic information in making employment decisions, restricts employers from requesting, requiring, or purchasing genetic information, and strictly limits the disclosure of genetic information.

While GINA has been in effect for over ten years, it gets very little attention. Employees bring fewer discrimination charges under GINA than any other federal antidiscrimination statute that the U.S. Equal Employment Opportunity Commission administers. But that doesn’t make it any less important or expensive when violations arise.

Check this out. Continue reading

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At the beginning of the COVID-19 pandemic, the U.S. Equal Employ­ment Opportunity Commission (EEOC) posted a pre-recorded webinar addressing questions arising under any of the Federal Equal Employment Opportunity Laws and the COVID-19 pandemic. The video can be seen on YouTube or in the video player below. A transcript of the webinar is also available. Continue reading

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By U.S. Government – Extracted from PDF file here, Public Domain, Link

Without any fanfare or press release (sigh), the U.S. Equal Employment Opportunity Commission updated its list of frequently asked questions entitled “What You Should Know About COVID-19 and the ADA, the Rehabilitation Act, and Other EEO Laws.”

The update is limited to guidance on vaccinations. So, you’d think that it would be easy to tell what the EEOC updated.

Yeah, you’d think that.

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Image Credit: The Noun Project

On Monday, several business groups, including the U.S. Chamber of Commerce and The Society for Human Resource Management, wrote this letter to Charlotte Burrows, the new Chair of the U.S. Equal Employment Opportunity Commission.

There’s just one thing they’ve got to know! Continue reading

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Image by Hayley Zacha from Pixabay

I wonder if, in light of their recently-proposed rules, the U.S. Equal Employment Opportunity Commission would consider a joint a small enough incentive from employers to encourage their employees to participate in a company wellness program.

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Approximately 6 hours and 37 minutes after my blog post yesterday about “Preparing for Exceptions To Your Business’s COVID-19 Vaccine Program” went live, I received an email from the U.S. Equal Employment Opportunity Commission.

It read something like this: Continue reading

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