ࡱ> RTQ bjbj 74\ ccCCCWWWW4$W3F&  ,73939393939393$69Z]3C`]3ccr3555FcC7357355-/|@0 tLWd/#3303/9+9$00&9C0X40d"5444]3]3|44439444444444 ):    On May 21st President Bush signed into law the new Genetic Information Nondiscrimination Act. The law has already gotten its own shortened name as GINA. The law will provide protection against discrimination based on genetic information when it comes to health insurance and employment. This piece of legislation has been in the making for 13 years. The bill recently passed the Senate unanimously and the House by a vote of 414 to 1. President Bush at the signing of the law commented: "I want to thank the members of Congress as I sign the Genetic Information Nondiscrimination Act, a piece of legislation which prohibits health insurers and employers from discriminating on the basis of genetic information it protects our citizens from having genetic information misused, and this bill does so without undermining the basic premise of the insurance industry." It is important for employers to know that apparently this law will not require them to be in compliance for 18 months after the President signed the bill. Key aspects of the new legislation impact an employers human resource management program in several ways. Here are some of the issues HR mangers should be aware of: Health Care Coverage Protections: prohibits denial of enrollment or adjusting premium or contribution rates based on an individual or family member's genetic information. Health care plans are prevented from requiring an individual or a family of a plan participant to take a genetic test for coverage or from having enrollment restrictions based on the need for genetic services. Exceptions for Genetic Testing for Health Care Treatment: allows a health care professional to request a patient to take a genetic test or advise a patient about genetic tests or services through a wellness program. Remedies for Violations of the Health Care Coverage Provisions: permits plan participants to have injunctive relief under ERISA and to be reinstated back to the date of loss of coverage. It is important for plan administrators to know they could be personally liable for discriminating in coverage decisions. Confidentiality of Genetic Health Care Information: provides disclosure of protected genetic health care information according to the medical privacy requirements of the Health Insurance Portability and Accountability Act of 1996 (HIPAA). State Genetic law Preemption: allows state laws that are more stringent in the requirements, standards, or implementations then those contained in the federal act. Nondiscrimination in Employment: prohibits an employer from discriminating in the hiring, firing, compensation, terms, or privileges of employment on the basis of genetic information. An employer would also be prohibited from limiting, segregating, or classifying an employee to deprive the employee of any employment opportunities or adversely affect the status of the employee because of the employees genetic information (or the genetic information of the family member of the individual). Definition of Family Member: defines a family member as one of the following: spouse of the individual; a dependent child of the individual, including a child who is born to or placed for adoption with the individual; or parent, grandparent, or great-grandparent. Restrictions on Collecting Genetic Information: forbids an employer from requesting, requiring, or purchasing genetic information of the individual or family member except under four limited situations. The law would also does not limit or expand the protections, rights, or obligations of employees or employers under workers compensation laws. Genetic Monitoring in the Workplace Exception: allows genetic monitoring of biological effects of toxic substances in the workplace. However such monitoring can be done only if: (1) the employer provides written notice of the monitoring to the employee; (2) the employee agrees to the monitoring in writing or the monitoring is required by federal, state, or local law;(3) the employee is informed of the results of the test; (3) any such monitoring conforms to any federal or state law, including rules promulgated by OSHA; and (4) the employer receives the results of the tests in aggregate terms. Employers also may offer genetic services to the employee, but only if the services are voluntary and shared only with the employee or family member of the employees.  Richard G. Baggett, SPHR, RGB Human Resource Solutions, LLC, 12/1/2004 The Solution RGB Human Resource Solutions, LLC Richard G. (Dick) Baggett, SPHR P. O. Box 3370, San Angelo, TX 76902 Phone/Fax: 325-944-7015 Cell: 325-277-4310 Web: www.dickbaggett.com Route To: ______________________ ______________________ ______________________ ______________________ New Law Prohibits Discrimination Based on Genetics Action Point: Share this material to the top leadership and officers. Action Point: Circulate this to people responsible for the human resource functions, particularly those involved in the hiring function and benefits administration. Please note: The Solution does not represent a legal opinion and in no way seeks to provide legal advice. Its contents consist of information from a Human Resource Management Practitioner-Consultant view point. Should your organization need legal advice you are encouraged to discuss such issues with your labor-employment law attorney. The information contained in The Solution primarily reflects national trends, federal compliance issues and State of Texas positions. You are encouraged to inquire as to whether or not your particular state has a position different from those expressed in The Solution. 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Agency FBQ. Franklin Gothic Book9Garamond7.  Verdana?= * Courier NewECIBFG+CenturySchoolbookCentury Schoolbook;WingdingsA BCambria Math"1h &c&qd4 2QHX ?NH2! xx Dick Baggett Current User$      Oh+'0  < H T `lt|Dick BaggettNormalCurrent User3Microsoft Office Word@V@✓9@` T@rL՜.+,0 hp  Human Resource Solutions  Title  !"$%&'()*+,-./0123456789:;<=>?@BCDEFGHJKLMNOPSRoot Entry F`tLUData 1Table#:WordDocument74SummaryInformation(ADocumentSummaryInformation8ICompObjy  F'Microsoft Office Word 97-2003 Document MSWordDocWord.Document.89q