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Employers may not use genetic information to make decisions involving hiring, firing, job assignments, and promotions. Employers may not request, require, or purchase genetic information about you or your family members. There are some exceptions to this rule: for instance, people employed in law enforcement might be required to submit DNA samples prior to becoming involved with crime scene investigation. Employers with fewer than 15 employees are not required to abide by the employment protections set forth by GINA.
With regard to employment discrimination, the Act:
Victims of genetic discrimination in the workplace can contact the Equal Employment Opportunity Commission (EEOC), which is the organization responsible for enforcing the Americans with Disabilities Act, GINA, and other federal employment discrimination statutes. The EEOC may be able to help some, but not all, applicants and employees who believe they have been subjected to genetic discrimination. Individuals who believe that they have faced discrimination on this basis should contact their local EEOC office. Local EEOC offices can be identified by consulting the Commission’s website, the federal government listings in the telephone directory, or by calling a toll-free information number at (800) 669-4000 or (800) 669-6820 (TDD). Time frames control the filing of charges of employment discrimination. Private sector employees may have as little as 180 days from the date of the alleged discriminatory act to initiate a claim. Federal government employees must contact an EEO counselor at their agency within 45 days of the act of alleged discrimination.
(Source: Communication with the EEOC).