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Implicit bias occurs when individuals make judgments about people based on gender, race or other prohibited factors without even realizing they’re doing it.
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Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
Alexandria, Va. - On Friday, May 1, 2009, SHRM submitted comments to the Equal Employment Opportunity Commission (EEOC) suggesting various improvements to the proposed rules implementing the employment title of the Genetic Information Nondiscrimination Act (GINA). GINA (P.L. 110-343), signed into law by President Bush on May 21, 2008, prohibits discrimination against individuals on the basis on their genetic make-up in both health insurance and employment.
Title II prohibits employers from making employment decisions that discriminate against individuals because of their genetic background. It also prohibits employers from requesting, requiring, or purchasing genetic information of an employee or an employee’s family member.
SHRM strongly supports the principle that employment decisions should be based on an individual’s qualifications and ability to perform a job and that discrimination based on genetic characteristics is improper. SHRM’s comments express concern, however, that an overly broad regulatory framework will result in serious and negative consequences for employers.
Recognizing that most HR professionals do not have expertise in genetics, SHRM urged the EEOC to clarify certain key definitions including how “genetic information” differs from general medical information and when a condition is “manifested” in an individual and, therefore, no longer merely a genetic predisposition.
SHRM urged the EEOC to clarify that GINA only covers situations where the employer intentionally “requests, requires, or purchases information,” not where the employee volunteers information or situations in which an employer inadvertently comes across genetic information. SHRM also seeks clarification on the interplay of GINA and workplace wellness programs.
Joining SHRM on its comments submitted to the EEOC, are the U.S. Chamber of Commerce, College and University Professional Association for Human Resources, National Public Employer Labor Relations Association, Associated Builders and Contractors, Inc., and National Federation of Retailers. To read SHRM’s submission, click HERE.
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