Source: https://pospislaw.com/2018/08/30/the-genetic-information-nondiscrimination-act-of-2008-gina/
Timestamp: 2019-04-25 14:19:08+00:00

Document:
42 U.S.C. § 2000ff § 2(1).
In light of the potential for misuse of genetic information, Congress identified a “compelling public interest in relieving the fear of discrimination and in prohibiting its actual practice in employment and health insurance.” Id. § 2(4).
restricts the circumstances under which an employer may request or use genetic information, which includes information about an individual’s “genetic tests, the genetic tests of family members of such individual, and the manifestation of a disease or disorder in family members of such individual.” 42 U.S.C. § 2000ff(4)(A). Under the Act, it is unlawful for an employer either “to request, require, or purchase genetic information with respect to an employee or a family member of the employee,” 42 U.S.C. § 2000ff-1(b), or to discriminate against an employee or prospective employee because of genetic information with respect to the employee, id. § 2000ff-1(a). The term “employee,” as used in GINA, includes “an applicant for employment.” 29 C.F.R. § 1635.2(c).
Hawkins v. Jamaica Hospital Medical Center, 2018 WL 3134415 (E.D.N.Y. 2018).
GINA also “explicitly incorporates the requirement that a person aggrieved by an unlawful employment practice must file a charge with the EEOC within 180 or 300 days of the occurrence of the unlawful practice, which is also known as the administrative exhaustion requirement.” Hawkins v. Jamaica Hospital Medical Center, 2018 WL 3134415, *3 (E.D.N.Y. 2018) (citing 42 U.S.C. § 2000e-5(e)(1)).
42 U.S.C. § 2000ff–4 (emphasis added).
It defines “genetic information” as “(i) such individual’s genetic tests, (ii) the genetic tests of family members of such individual, and (iii) the manifestation of a disease or disorder in family members of such individual.” 42 U.S.C. § 2000ff(4).

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