What Type of job would require genetic testing & why? Is it against EEO or our rights as an American? There are two types of Genetic testing at a job; genetic screening and genetic monitoring. Genetic screening is to see what types of diseases/ or disabilities you may have before they hire you. Genetic Monitoring is to see if you may have received any diseases or problems since you have worked at the job. Examples of Genetic Monitoring would include exposure to radiation or chemicals that may have harmed you while working there. With that said there is no specific job that does genetic testing but the types of jobs from what I have read are ones that you may have to do a lot of physical labor, factory work, construction, laboratory’s, chemical factory’s, and any jobs with radiation exposure. Employers use the genetic information to ensure that prospective or current employees are not placed in environments that might cause them harm. People who support genetic screening say that screening would benefit employees, employers, and society as a whole. According to statistics, 390,000 workers contract disabling occupational disease each year; 100,000 of these workers die. The information obtained can help with avoiding work environments that would be hazardous to their health, and spare workers and their families the physical, emotional, and financial costs of disabling diseases and premature death. This helps also with the high occupational illness cost according to the Bureau of labor, private sector employees lost 850,000 workdays. The genetic testing can also help with the cost of workers compensation. Society may also benefit by having lower government healthcare cost like Medicare and Medicaid, public assistance, and social security payments.
These are the guidelines for the genetic employer testing. The Executive Order directs departments and agencies to implement several nondiscrimination requirements. Under the Executive Order, departments and agencies must not: 1. engage in adverse employment actions on the basis of protected genetic information or information about a request for, or the receipt of, genetic services; 2. request, require, collect, or purchase protected genetic information about employees, with limited exceptions; 3. maintain protected genetic information in general personnel files, rather than in confidential medical files; or 4. disclose protected genetic information about employees, except in limited circumstances.(14)
The EEOC has tried to provide ADA protection to individuals who do not have symptomatic genetic disabilities but who may be subjected to discrimination based on genetic info. The EEOC issued enforcement guidance advising that an employer who takes adverse action against an individual on the basis of genetic info relating illness, disease, or other disorders regarding that individual as having a disability within the meaning of the ADA. The ADA prohibits discrimination against a person who is regarded as having a disability. The guidance however, is limited in scope and legal effect. It is policy guidance that does not have the same legally binding effect on a court as a statue or regulation and has not been tested in court. A lot of the cases that an employer says that he or she has been discriminated at work because of genetic testing have not been well received by the courts. Where did the termination generation X & Y come from and why? Is there new labeling for those born in 1990-2000 or 2000-2010? The Y Generation is known as the Millennial Generation, Generation next or Net generation. The term is described as the demographic cohort following Generation X. It members are also often referred to as Echo Boomers because many are the children of the Baby Boomers and their numbers are significantly…