Workers Deserve Protection From Improper Use of Genetic Information in the Workplace and by Health Insurers

The Genetic Information Nondiscrimination Act of 2007 (GINA) prohibits employers from using individuals' genetic information when making hiring, firing, job placement or promotion decisions. It also makes it illegal for group health plans and health insurers to deny coverage to healthy individuals or charge them higher premiums based solely on a genetic predisposition to a specific disease. The measure was first passed by the House on April 25, 2007 by a vote of 420-3; on May 1, 2008 by a vote of 414-1, the House approved the final version of the measure. GINA was signed into law on May 21, 2008.

Nearly 20 years ago, scientists working on the Human Genome Project began identifying the specific chromosomes within genes that make up the human body. Once scientists understood these genetic building blocks, they developed - and continue to develop - tests that can identify specific genes that may trigger disease later in life. But many Americans report that they forgo this testing because they fear losing their jobs or their health insurance.  

H.R. 493:

• Protects the privacy of personal genetic information by prohibiting group health plans and insurers from collecting or requesting genetic information with narrow exceptions;
   
• Bars employers from collecting or using their employees’ genetic information. Employers would be prohibited from discriminating against employees in hiring, firing or any other terms and conditions of employment based on a worker’s genetic information; and
   
• Allows victims of genetic information discrimination to bring their case to court.

The Genetic Information Non-Discrimination Act, or GINA, is a bi-partisan bill co-sponsored by more than 150 Members of Congress. It was introduced in the House by Reps. Louise Slaughter and Judy Biggert on Tuesday, January 16, 2007.