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| What GINA does: | What GINA does not do: |
|---|---|
| Prohibits the use of an individual's genetic information in setting eligibility or premium or contribution amounts by group and individual health insurers. | Does not prohibit medical underwriting based on current health status. Does not mandate coverage for any particular medical tests or treatments. |
| Prohibits health insurers from requesting or requiring an individual to take a genetic test. | Does not interfere with the ability of a treating health care professional to requst that an individual or family member undergo a genetic test. Nor does it limit the authority of a health care professional who is employed by or affiliated with a health pllan or issuer from notifying an individual about genetic tests or providing information about a genetic test as part of a wellness program. |
| Prohibits use of an individual's genetic information by employers in employment decisions such as hiring, firing, job assignments and promotions. | Does not subject employers to remedies and procedures that are any different from those in other civil rights laws such as Title VII and the Americans with Disabilities Act. |
| Prohibits employers from requesting, requiring or purchasing genetic information about an individual employee or family member. | Does not prohibit workplace collection of genetic information for toxic monitoring programs, employer-sponsored wellness program, administration of federal and state Family and Medical Leave laws, and in certain cases or inadvertent acquisition of information. However, the employer may not use or disclose the information. |
John Hopkins University |
