GINA Now a Reality: How to Comply with New Genetic Discrimination Regs - on CD

 Presented by Francine Esposito of Day Pitney LLP.

Genetic information as defined by GINA includes an individual’s family medical history, the results of an individual’s or family member’s genetic tests, the fact that an individual or her family member sought or received genetic services, and genetic information of a fetus carried by an individual or an individual’s family member

With the EEOC recently releasing new regulations for the Genetic Information Nondiscrimination Act, the door is now open for discrimination claims based on an employee's genetic makeup. This potential for legal action on the part of an employee makes it necessary for employers to understand the ramifications of these new regulations.

Under GINA, employers cannot discriminate against an employee on the basis of gentetic information when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, and training.Employers are prohibited from acquiring genetic information about an employee and retaliating against individuals who oppose actions made unlawful by this statute.

The results are causing employers to walk a tightrope, considering genetic information is listed everywhere from pre-employment medical exams to Facebook pages. The intricacies of this law make it vital for you to have a solid understanding of what you can and can't do regarding an employee's genetic information.

With this interactive audio conference, you'll learn:

• How you obtain or already have employees’ genetic information without knowing it
• What the basic provisions and employer obligations are under the EEOC’s new GINA regulations
• How the new GINA regulations will impact your anti-discrimination policies
• How GINA differs from the ADA
• What the limits are when it comes to collecting medical and genetic information from employees
• Exceptions to GINA rules that bar employers from requesting genetic information about job applicants and employees
• GINA’s specific rules regarding confidentiality and record keeping
• How to appropriately handle information disclosed by employees and to avoid obtaining additional information
• How to use the “safe harbor” language offered by the EEOC when requesting health information from an employee
• What you must caution doctors not to do while conducting medical examinations on your behalf
• How you can structure voluntary wellness programs to comply with GINA

In just 90 minutes, you'll gain a complete understanding of the new GINA regulations and how to comply. Order now!

Your Audio Conference Leader 

Francine Esposito is a partner with Day Pitney LLP and practices in the firm’s Morristown, New Jersey. She has been a labor and employment practitioner for more than 20 years. Ms. Esposito regularly represents employers before various administrative agencies, at labor arbitrations, and in employment-related litigation, and conducts harassment and other workplace investigations. She also has extensive experience in designing and conducting training for employers on a wide array of employment-related topics, including FMLA, union avoidance, harassment and discrimination awareness, diversity, interviewing and hiring, wage and hour compliance, conducting internal investigations, effective documentation, and effective employee relations. She also regularly provides advice to employers regarding all aspects of the employment relationship.

Ms. Esposito has represented employers in the banking, hospitality, media, health care, telecommunications, retail, casino, accounting, real estate, engineering and construction, utility, and alarm service industries, as well as educational institutions, among others. She formerly practiced with the labor and employment boutique firm Grotta, Glassman and Hoffman and thereafter with Fox Rothschild, with which that firm merged in 2006, and has worked as a human resource/labor relations professional for PSE&G and Nabisco Brands.