called genetic discrimination which is when one is discriminated and or treated differently by their employment or insurance company because of their genetic makeup (National Institutes of Health). The phobia of genetic discrimination is gripping many people around the world. People find themselves asking, “Could my genetic makeup raise my health bills? Could this cause me to be rejected from a career opportunity?” Because of genetic discrimination, the Genetic Information Nondiscrimination Act was
in order for full compliance. Ultimately, the main purpose of GINA is to hinder health insurers or health plan officials from demanding genetic information from an individual or their family members in order to make decisions on certain coverage’s, rates or decisions. Moreover, when seeking jobs, this act will further prohibit employers from requiring genetic tests in order to make hiring, and firing decisions and or determining promotions. Although GINA encompasses the following protection features
Clay Bradshaw Thompson English 3-AP 24 February, 2014 Genetic Discrimination in the Hiring Process In recent years, medical advances have enabled doctors to access our genetic code so that people may be aware as to what diseases they are most likely to be diagnosed with in the future. This is based on a person’s family genetic history which makes it easier to confirm from someone’s genetic code, when the doctors have data to compare results to. Meaning, if a patient’s grandmother had heart disease
Genetic Testing in the Workplace Testing of one kind or another has always been very common in the job application process, whether it’s the testing of one’s skill sets through an application or drug testing. Now, through scientific advances of the Human Genome Project, a new type of testing has become available to employers: genetic testing. This new sort of testing would detect any genetic problems in a potential employee’s DNA, including genetic predisposition for disease and possible health concerns
work for example salary, work hours, paid leave, promotions, work security and industrial health and safety. Workplace discrimination can be seen in all ranks of job and is it extremely expensive to businesses. Most corporations do not support this act because it is considered to be damaging and promotes disparities. According to (craig 2007), billions of dollars goes wasted annually because of work place discrimination or harassment. Work place discrimination can happen based on some features which
discrimination based on race, color or national origin (EEOC Milestones). Throughout the Civil Rights movement a number of other legislative actions took place to help better equal opportunity in the United States. In June 1963, Congress passed the Equal Pay Act of 1963 which protected men and women who perform substantially equal work in the same establishment from sex-based wage discrimination. Just two months later approximately 250,000 Americans of all races marched in Washington, D.C. for racial equality
In recent years, genetic testing has become a popular topic in the media. Usually involving cheek swabs, blood samples, or amniotic fluid samples, the procedure is relatively simple and can help diagnose genetic disorders, determine ideal medication types, or simply determine the patient’s heritage. It has saved many lives from cancer and other afflictions, but to say that genetic testing is always the correct choice is false. There are many issues with the tests, considering that they are new to
job applicant or an employee. It is prohibited by law to make biased decisions based on preconception to group of people according to a certain race, national origin, class, sex (including pregnancy), sexual orientation, age, disabilities, genetic information etc. All developed countries have an advanced legislation to protect job applicants and employees against different types of discrimination in many types of work situations such as hiring, firing, promotions, harassment, training, wages and
of discrimination and its impact on our society. One form of discrimination that is worthy of mention for this discussion is described by Kaakinen et al. (2015). It is the genetic discrimination. Although, this is silent and not wide spread in the U.S. (Kaakinen, 2015), many individuals choose not to subject themselves to genetic testing, which is testing for a medical condition, due to fear of not getting the scheduled raise and/or promotion, or being laid off work. This leads to a suppression and
Summary of AMA Opinion 2.131 - Disclosure of Familial Risk in Genetic Testing: *Note – where words or phrases are in quotation marks, this means I took the phrase or passage verbatim. The original document can be found at http://goo.gl/IQkisp This opinion has four elements that discuss a physician’s duty in regard to genetic testing and informing others that could possibly be affected by the findings while recognizing the physician’s ethical duty to protect patient privacy (first element). Element
nce the Equal Employment Opportunity Commission (EEOC) was first created in 1964 by Title VII of the Civil Rights Act, their purpose has been more than addressing this piece of legislation. Many laws and amendments have been put into place to expand, limit, and direct the commission’s authority and responsibilities. A lot of the laws have been created before the Commission was a thought. The EEOC duties are to endorse these laws so that applicants and employees are allowed equal opportunity at employment
conditions like psoriasis, lays within their genetic make-up. Many remain reserved on the subject and insist that the risk of genetic testing isn’t worth the reward, though there is much evidence to the contrary. The debate on the benefits of genetic research and what they can do to help mankind has been argued with the help of extensive scientific testing, anonymous surveys, and rulings from our own Federal Government. People are hesitant about genetic research for several reasons; most of them centered
professionals must face. Genetic testing is an area that has had significant advancement over the past few years. Genetic testing can provide important information regarding diagnosis, treatment, and prevention of illness or disease (Mayo Clinic, 2015). There has been progress recently with genetic testing within oncology and it has become an accepted standard of oncologic care (Robson, Storm, Weitzel, Wollins, & Offit, 2010 February 10). While genetic testing can provide valuable information, many of the
Personalized medicine is a swiftly evolving way of healthcare that customizes treatment to an individuals genetic make-up. This custom analyzes the molecular profile of each patient to determine a personalized diagnosis and course of treatment. The study of how genetic variations interface with drug response and disease risk is called pharmacogenomics (Genetic Science Learning Center, 2011). This revolutionary breakthrough in healthcare will soon become a leading practice for future generations to
summary of genetic testing. After that, the dangers of head trauma will be investigated. Finally, I will discuss BMI and its utility as a measure of health. As someone who did four years of cross country and track in high school, and remains active in playing sports today, I find that these
Usually when people hear anything about genetics and modifications between cells, they automatically think of Hollywood movies such as Jurassic Park or Planet of the Apes., but even though scientists can now extract dinosaur DNA, and possibly create one if they wanted to, that is not what people should think. Genetic engineering is the deliberate modification of the characteristics of an organism by manipulating its genetic material. This could be taken as the play of God (medical-moral) by creating
ethical issues arise in the use of information technology. Some areas of concern include principles of privacy, the patient’s right to autonomy and decision-making in the management of their personal health information, and the concepts of fairness and equality in access to care in which ethics can inform the provider’s strategies and decisions. The primary sources of standards and implantation specifications for health information security and privacy are Health Information Portability and Accountability
and consequently eliminating any chance of discrimination and harassment should be a priority. Wage and Salary Fair Labor standards Acts (FLSA) is among the regulations that protect the compensation rights of the employees. This regulation covers non-expert employees by... ... middle of paper ... ...1994). The Worker Adjustment and Retraining Notification Act: Effect on Notice Provision. Industrial and Labor Relation Review, 47 (4), 650-662. Guerin, L., & DelPo, A. (2007). Create your own
be purchased at a low cost from another source. One of these sources is the University of Michigan. While doing this, human relations needs to be sure that they are following Health Insurance Portability and Accountability Act (HIPPA) and Genetic Information Nondiscrimination Act (GINA) regulations while conducting the Health Risk Appraisal. Instead of the Health Risk Appraisal, human relations can conduct an employee interest program to see what employees are interested in for an employee wellness
Title VII of the Civil Rights Act of 1964 protects against employment discrimination based on “race, color, religion, sex, or national origin” (Moran, 2014, p. 164). This helps ensure fair treatment to all workers. To ensure the safety of all workers, Title VII also protects against harassment, which includes quid pro quo harassment, hostile environment harassment, religious harassment, and racial harassment. Quid Pro Quo Harassment Quid pro quo sexual harassment, also known as vicarious liability