Under GINA, what type of information can employers NOT use in making employment decisions?

Under GINA, what type of information can employers NOT use in making employment decisions?

• A. Salary history
• B. Race and ethnicity
• C. Genetic information
• D. Employment history

Answer: (C)

Employers are prohibited from using genetic information when making employment decisions under the Genetic Information Nondiscrimination Act (GINA). This piece of legislation was enacted to prevent discrimination based on genetic information, which includes an individual's family medical history, genetic predispositions, and any results from genetic tests. The aim is to protect individuals from being treated unfairly in hiring, promotions, or other employment-related contexts due to their genetic makeup or that of their family. Salary history, race and ethnicity, and employment history may be considered in various employment decisions, as they do not have the same explicit protections under GINA. Each of these pieces of information can be relevant to an employer's assessment of a candidate's qualifications or suitability for a position, provided they are used within the legal frameworks that guide anti-discrimination laws.

Employers are prohibited from using genetic information when making employment decisions under the Genetic Information Nondiscrimination Act (GINA). This piece of legislation was enacted to prevent discrimination based on genetic information, which includes an individual's family medical history, genetic predispositions, and any results from genetic tests. The aim is to protect individuals from being treated unfairly in hiring, promotions, or other employment-related contexts due to their genetic makeup or that of their family.

Salary history, race and ethnicity, and employment history may be considered in various employment decisions, as they do not have the same explicit protections under GINA. Each of these pieces of information can be relevant to an employer's assessment of a candidate's qualifications or suitability for a position, provided they are used within the legal frameworks that guide anti-discrimination laws.