September 28, 2010
Safeguarding sensitive data is just plain good business. Are you taking steps to protect personal information?
To learn more about how you can implement these principles in your business, take the interactive tutorial.
December 2, 2009
In case you missed any of our employee screening articles for October and November, here’s a quick recap of our most popular:
- Florida Lawmakers Pledge Changes To Their Background Screening Program
- Sex Offender Safety Tips
- No Background Check? No Problem – Cracking Down On The Gun Show Loophole
- How A Woman Falsified Her Nursing Credentials For 18 Years
- University Removes New-Hire DNA Testing From It’s Background Check Policy
- Genes and Jobs: Can Employers Use Your DNA For A Background Check?
- 100% Of Companies Will Be Using Social Networks As Part Of Their Employee Screening Program By 2012
- How To Protect Your Company When Googling Job Applicants
Smart, Compliant Hiring Decisions Made Easy
FYI Screening offers a wide array of customized background screening solutions to meet any need. Human Resources and Loss Prevention Professionals in numerous industries worldwide trust FYI’s screening solutions every day to make smarter, safer and more cost effective hiring decisions.
November 18, 2009
Psychology Today has an excellent article on this subject titled “Genes and Jobs.”
The Genetic Non-Discrimination Act (GINA) comes into full effect this Saturday, November 21st.
Employers need to take note, and employees should be aware of their rights
Congress passed GINA almost unanimously, and President Bush signed it on May 21, 2008. Described by the late Senator Ted Kennedy as “the first civil rights bill of the new century of the life sciences,”
GINA protects individuals from genetic information discrimination in health insurance and employment
Even some well-informed commentators seem to have missed this landmark piece of legislation. So have some employers. The University of Akron (UA), for example, adopted a policy as recently as August that could require any candidate for employment to submit a DNA sample.
Read more about Genes and Jobs.
The Coalition for Genetic Fairness also gives the following guidelines for employers on how to comply with The Genetic Non-Discrimination Act (GINA).
GINA outlines the following activities as unlawful employment practices and discriminatory on the basis of genetic information:
- The use of genetic information in making decisions regarding hiring, promotion, terms or conditions, privileges of employment, compensation, or termination.
- Limiting, segregating, or classifying an employee, or depriving that employee of employment opportunities, on the basis of genetic information.
- The request, requirement, or purchase of genetic information of the individual or a family member of the individual except in rare cases, as outlined in the drop-down section below.
- The use of genetic information in making decisions regarding admission to or employment in any program for apprenticeship or training and retraining, including on-the-job training.
Furthermore, employers should be aware that it is unlawful for an employment agency, labor organization, or training program to fail or refuse to refer an individual for employment on the basis of genetic information, nor may the agency or labor organization attempt to cause an employer to discriminate against an individual on the basis of genetic information.
Related Post From FYI Screening:
November 6, 2009
The University of Akron is backing away from a controversial new policy, which appears to be the first in the nation, saying that new hires can be DNA tested as part of a background check.
William Rich, the vice chairman of the Ohio university’s Faculty Senate, said late Thursday that the administration was now willing to remove references to DNA testing from its background check policy.
As CBSNews.com reported last week, the university’s board of trustees adopted a rule saying a “DNA sample for purpose of a federal criminal background check” may be collected from any prospective faculty, staff, or contractor. That policy, which includes no explicit privacy guarantees, appears to violate a federal law that takes effect on November 21 called the Genetic Information Nondiscrimination Act.
Related Posts From FYI Screening:
- A Growing Trend – Data Security and Protection
- Background Checks For The Education Industry
- Diploma Mills: Degrees of Deception
- Six Background Screening Mistakes To Avoid
Photo Credit: kyz