Deeper Understanding of The Genetic Information Nondiscrimination Act (GINA)

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The Genetic Information Nondiscrimination Act (GINA) is an important, recent legislation passed by the American Congress. Having come into effect from mid-2008; GINA is closely tied to, and is, in fact enforced by the Equal Employment Opportunity Commission (EEOC). GINA applies to organizations that employ 15 or more employees and labor organizations, employment agencies, and training programs, but exempts disability, long-term care, and life insurance providers.

As the title of this Act suggests, GINA prohibits using genetics as a basis for making decisions relating to employment. At its core, GINA seeks to protect individuals from discrimination based on genetic information. Genetic information can be any of these:

  • Medical information about a person
  • Medical history of the person’s family
  • Requiring or requesting an employee or her family members to take a genetic test
  • Results of tests relating to the person’s genetics, which includes the tests carried out on the person’s family members, as well as tests carried out in the fetus or embryo of the individual or any of her family members
  • Taking part in genetic services, counseling, or research
  • Making changes into premium plans based on genetic information.

Covers more areas of employment-related issues

The original intent of GINA was to ban discrimination in the insurance coverage area using genetics as a parameter. It gradually got extended to the health areas of employment, to those concerning collecting medical information about employees for wellness and other health related issues. Today, some of the genetic aspects of an employee that GINA prohibits include:

  • Compensation and related aspects of employment
  • Referrals
  • Training
  • Membership with any part of the organization
  • Perks and other privileges or opportunities related to employment

GINA is thus a serious piece of legislation that needs to be complied with fully. It has its own exceptions, and many other aspects of this legislation are to be followed strictly. Employers who are required to implement the provisions set out in GINA need to have a clear and unambiguous understanding of how to apply the provisions as they relate to them.

Full learning on all aspects of GINA implementation

This learning will be imparted at a webinar that TrainHR, a leading provider of professional trainings for the human resources industry, will be organizing.

The speaker at this webinar is Michael D. Haberman, who is a consultant, speaker, writer and teacher. He is co-founder of Omega HR Solutions, Inc. a consulting and services company that offers complete human resources solutions. To learn more about how to apply GINA at work, please register for this webinar by visiting TrainHR

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

This activity has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

GINA as it applies in day-to-day work

Michael will unravel the intricacies of this legislation. He will explain how to apply the provisions of GINA in an organization’s day-to-day work. Given that even noting an employee’s walking habits for some disease is proscribed by GINA; this places an additional burden on employers, who have to be careful when it comes to interacting with employees, physicians and insurance providers. Michael will explain all these aspects of GINA at this webinar.

HR professionals, office managers and owners of small businesses that come under the provisions of GINA will benefit immensely from this course, at which Michael will cover the following areas:

  • What Entities are covered?
  • What Employees are covered?
  • The Definition of “genetic information”
  • How you can be exposed to genetic information
  • The Prohibitions of using genetic information
  • Paperwork and notification requirements
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Dealing with Disruptive and Dysfunctional Coworkers

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Let’s admit it. Not all bosses and coworkers are pleasant. Many are, but many others are offensive, uncooperative, jealous, rancorous, cantankerous and what not. In workplaces, in which we spend a major part of our lives, having to deal with these kinds of people is necessary, because it is unavoidable. People have given up their jobs or changed the track of their professions only because of such colleagues at the workplace.

This kind of situation is certainly not a very likeable one, because we return home after work in expectation of a better environment. When most of our day is spend interacting with colleagues who constantly badger; we carry that negative baggage home. Of course, disagreements are natural and even unavoidable at the workplace, because it is a workplace. But to what extent? Should it be to the extent of killing our career prospects or ruining our family lives?

Dealing with dysfunctional coworkers

But then, such colleagues simply cannot be wished away. As the old saying goes, what cannot be mended has to be endured. It may not be necessary to take this adage in the literal sense of term, because such people need not be endured at all times. One can learn to exist with them. They have to be dealt with, sometimes with assertiveness, and sometimes with a conciliatory attitude.

Are there ways by which one can deal with colleagues who are not merely disagreeable, but simply outright dysfunctional? Are there ways by which they can be made to understand that they are crossing your path beyond reasonable limits, and that enough is enough?

Complete understanding of dealing with disagreeable colleagues

All this will be the content of a learning session from TrainHR, a leading provider of professional trainings for the human resources industry. Teri Morning, who is the President of her own HR Consulting firm and brings over 15 years human resource and training experience in a variety of professional fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit company structures; will be the speaker at this webinar.

Interested in exploring the ways of dealing with such disagreeable and dysfunctional coworkers? Learn the tricks by registering for this webinar at TrainHR

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Minimizing the effects of such employees’ behavior

Teri will show participants how to set up one’s work life to minimize the effects these disgruntled dysfunctional persons have on their work days. She will explain how to deal with all kinds of coworkers, right from those who are thoroughly disagreeable to those whose conduct may be so thoroughly dysfunctional that it interferes with an employee’s abilities to accomplish their goals and company objectives.

This webinar is of value to anyone who works with people who could impact their ability to perform at work to the best of their capability. Teri will cover the following areas at this webinar:

  • Spotting the difference between merely disagreeable or difficult, thoroughly disagreeable, and dysfunctional
  • The difference between passive, assertive, angry and the most dangerous of all – passive aggressive
  • What to do about bullies, backstabbers, belittlers and the bitter ones.
  • Despots, controllers, and detrimental coworkers
  • Liars, blamers, and cheats
  • The cruel, the vicious and the vindictive
  • How to know when things are inordinately out of hand and to ask for help.

Understanding the Importance of Drafting the Employee Handbook Rightly

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Employee handbooks are a great way for organizations to state their policies vis-à-vis employee behavior. On the one hand, they are a simple and reliable guide to letting employees and other people connected to the organization in one or another way about many aspects of the organization’s culture. On the other, employee handbooks also insulate the organization against undesirable legal issues. They can protect the organization’s management in case an employee files a lawsuit against it.

In many instances, it is not unnatural to view the employee handbook as a kind of employee contract. This is why a loosely and vaguely termed employee handbook does more damage than good to the organization. So, an employee handbook should be a clear guide as to what the organization expects from its employees and how employees should go about complying with it.

A good employee handbook should be clear in its terms and should leave no one in any doubt about the meaning of any aspects of it, small or big. It should have disclaimers wherever and whenever necessary, so that when in doubt, this can be referred to.

Handbooks have been evolving

Of late, the purpose and scope of employee handbooks have been expanding due to a number of factors, changing business needs and environment being the primary ones among them. While the employee handbook should be clear about what is going to go into it; it should also be flexible in one aspect: when it comes to accommodating the important changes that keep happening from time to time in the business and social environment. All the latest developments that take place in the business and corporate world should be properly reflected in the employee handbook.

As employment practices evolve, the employee handbook should too, along with them. It should reflect pan-organizational processes and developments from time to time, as these evolve. Just as employee practices change over time; the employee handbook, being a reflection of these, should echo these changes.

Get to learn the nuances of employee handbooks

Want to understand what it takes to draft legally solid and sustainable employee handbooks? Want to explore what challenges and issues have emerged or are likely to emerge for 2017? A webinar that is being organized by TrainHR, a popular provider of professional trainings for the human resources industry, will be providing the answers.

To understand the details and intricacies of drafting handbooks that are tenable and complete and to get clarity on how to do this; please enroll for this webinar by logging on to TrainHR.

Ronald Adler, who is the president-CEO of Laurdan Associates, Inc., a veteran owned, human resource management consulting firm specializing in HR audits, employment practices liability risk management, HR metrics and benchmarking, strategic HR-business issues and unemployment insurance, and a co-developer of the Employment-Labor Law Audit (the nation’s leading HR auditing and employment practices liability risk assessment tool, will be the speaker at this webinar.

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

This webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Clarify on crucial aspects of employee handbooks

Ronald will discuss the critical components of an employee handbook in this webinar. He will explain the importance of having an employee handbook that is a perfect representation of the organization’s culture and policies.  He will describe how a poorly or ambiguously worded employee handbook can set the organization backwards by drawing it into legal tangles.

He will explain how handbooks need to be designed, so that they serve their purposes of enhancing the employment brand, playing a key role in employee recruitment and retention, enhancing employee relations, employee morale, and productivity, contributing to uniform and consistent application, interpretation, and enforcement of organizational policies and rules, protecting the organization against claims of improper employee/supervisor conduct, and reducing the organization’s exposure to employment related liabilities.

During the course of this webinar, the speaker will cover the following areas:

  • Key employee handbook issues in 2017
  • A review of the NLRB’s recent memorandum on employee handbooks
  • How organizations can reduce the gap between policy issuance and effective implementation.
  • Review the basics of employee handbook development
  • Discuss the expanding purposes and scope of employee handbooks
  • Learn the dimensions of critical handbook policies
  • Understand the framework of employee handbook audits activities.