Sentences with phrase «information nondiscrimination»

One federal law, the Genetic Information Nondiscrimination Act (or «GINA») does forbid employment discrimination based on «genetic information.»

The Genetic Information Nondiscrimination Act passed in 2008 after more than a decade of being fought for by advocacy groups.

Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA) is a federal law that prohibits genetic information discrimination in both the workplace and insurance coverage decisions.

It turns out this Act began its life not when Lehman Bros. went under, but rather on March 9, 2007 when it was called the Genetic Information Nondiscrimination Act.

Labor & Employment partner Chris Gegwich provides commentary in this article on the Genetic Information Nondiscrimination Act.

Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin; the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex - based wage discrimination; the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discrimination.

The Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits discrimination in health coverage and employment based on genetic information.

New regulations are on the way for organic food in Canada, where cloned animals will be excluded; and for genetic information in the U.S., where the EEOC started hearings to implement Title II of the Genetic Information Nondiscrimination Act.

Genetic information — The Genetic Information Nondiscrimination Act of 2008 makes it a violation for an employer to discriminate against a worker based on their genetic information.

Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and

During six years working with the Commission, Sharon played key roles in the development of regulations under the Americans with Disabilities Act Amendments Act and the Genetic Information Nondiscrimination Act; the development of the Commission's Enforcement Guidance on Pregnancy Discrimination and Related Issues, and the Commission's work on Title VII's sex discrimination provision as it pertains to lesbian, gay, bisexual and transgender (LGBT) persons.

This updated Order includes the requirements of the Americans with Disabilities Act Amendments Act of 2008, as well as the Genetic Information Nondiscrimination Act of 2008.

The Genetic Information Nondiscrimination Act (GINA) will provide federal protection from genetic discrimination in health insurance and employment.

107; Title IX of the Education Amendments of 1972; 29 C.F.R. Part 1614; Executive Order 11478, Equal Employment Opportunity in the Federal Government; Executive Order 12898, Federal Actions To Address Environmental Justice in Minority Populations and Low - Income Populations; Executive Order 13087, Further Amendment to Executive Order 11478, Equal Employment Opportunity in the Federal Government; Executive Order 13160, Nondiscrimination on the Basis of Race, Sex, Color, National Origin, Disability, Religion, Age, Sexual Orientation, and Status as a Parent in Federally Conducted Education and Training Programs; Executive Order 13166, Improving Access to Services for Persons with Limited English Proficiency; the Age Discrimination in Employment Act of 1967; the Lilly Ledbetter Fair Pay Act of 2009; Title II of the Genetic Information Nondiscrimination Act of 2008; Equal Employment Opportunity Commission (EEOC) regulations governing the processing of complaints of discrimination in the Federal sector; and EEOC decisions, procedures, guidelines, and program and management directives.

In the U.S., the Genetic Information Nondiscrimination Act (Gina), signed by President Bush last May, makes it illegal for employers and health insurers to use their employees» or customers» genetic information to discriminate against them.

In the US, we were active in the development of the Genetic Information Nondiscrimination Act (GINA) enacted in 2008.

In addition, he was an ASHG - NHGRI Genetics and Public Policy Fellow from 2005 - 2006, during which time he helped to advance the Genetic Information Nondiscrimination Act.

Genetic Scientists Applaud U.S. Senate Passage of The Genetic Information Nondiscrimination Act ASHG Press Release - April 24, 2008

In 2008, the United States passed a law — the Genetic Information Nondiscrimination Act (GINA)-- that prohibits the use of genetic information to discriminate against people in employment decisions and health insurance coverage.

Genetic Scientists Anticipate U.S. Senate Passage of Genetic Information Nondiscrimination Act ASHG Press Release - April 23, 2008

U.S. Congress Passes Genetic Information Nondiscrimination Act: House Approval Brings Historic Bill One Step Closer to Signing Coalition for Genetic Fairness / ASHG Press Release - May 1, 2008

Attention was also drawn to the Genetic Information Nondiscrimination Act (GINA) and its broad protections for genetic information.

She also introduced to the Forum a newly enacted law, GINA («Genetic Information Nondiscrimination Act»), which protects against health insurance companies and employers using genetic information to discriminate against individuals or families.

The legislation, the Genetic Information Nondiscrimination Act (GINA), also bars employers from using genetic information to hire, fire, promote or make any other employment - related decisions.

In April, Congress was set to pass the long - delayed Genetic Information Nondiscrimination Act.

Thirteen years in the making, the Genetic Information Nondiscrimination Act (GINA), which prohibits employers and health insurance companies from denying jobs or coverage based on an individual's DNA, finally became law in May.

GINA Becomes Genuine By late May, President George W. Bush was expected to have signed into law the Genetic Information Nondiscrimination Act (GINA), which will prohibit health insurers from canceling or denying coverage or hiking premiums based on a genetic predisposition to a specific disease.

The Genetic Information Nondiscrimination Act (S. 1053) is expected to pass by a large, bipartisan majority, said Albert H. Teich, head of the Directorate for Science and Policy Programs at the nonpartisan, nonprofit AAAS.

Not exact matches

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There is also some very recent information from the Center for American Progress entitled «Genetic Nondiscrimination: Policy Considerations in the Age of Genetic Medicine» (full pdf report here).

President Bush Signs Landmark Genetic Nondiscrimination Information Act Into Law Coalition for Genetic Fairness / ASHG Press Release - May 21, 2008

Queries about this web site can be directed to: [email protected] Nondiscrimination and Information Disclosures

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Notice of Nondiscrimination: Capital City Public Charter School does not discriminate on the basis of actual or perceived: race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, gender identity or expression, family status, family responsibilities, matriculation, political affiliation, genetic information, disability, source of income, status as a victim of an interfamily offense, or place of residence or business.

Many employers, however, are subject to the federal disability nondiscrimination laws and, therefore, must protect the Start Printed Page 82486confidentiality of all medical information concerning their applicants and employees.

As the article points out, in July 2010 the U.S. Department of Justice issued an Advance Notice of Proposed Rulemaking titled «Nondiscrimination on the Basis of Disability; Accessibility of Web Information and Services of State and Local Government Entities and Public Accommodations.»