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Tuesday, February 26, 2013

EEO Laws GINA - Follow-up


An old friend of mine pointed out that the Genetic Information Nondiscrimination Act of 2008 (GINA) did not extend out to supplemental insurance.  I thought that it was an interesting thought, so I am following up on it today.  As always, please feel free to leave a comment or an opinion below.

EEO Laws GINA - Follow-up

We had previously discuss how GINA was established to allow an individual work some protections of their individual genetic code.  Employers cannot discriminate against you when it comes to your genetic predispositions and insurance companies cannot treat you differently based on your genetic code.  Some of you may have supplemental insurance through your employer, such as life insurance, long-term care insurance, or disability insurance.  These insurances are not considered medical insurance, and will not necessarily be covered under GINA. 

You most likely have already added a section to your employee handbook describing GINA for your employees.  As employees may become sensitive to this loophole in GINA, it may be helpful to add a one line notice to your employee handbook about what insurance is covered and is not covered by this law.  You may want to check with your company’s legal counsel regarding any questions here.

And remember all of you Human Resources professionals:  Be Human... Be a Resource...  Be a Resource for Humans.



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