However, employers’ representatives have expressed the passage of the Act as a disappointment for the reason that employers do not employ genetic information in their employee-related assessments (Beck-blog, 2008, n. d. ). According to the representatives, there are already numerous laws forbidding discrimination in employment founded on genetics information that are being implemented in over 30 states in America with very little legal action instigated in this area (Beck-blog, 2008, n. d. ).
Further, some employers illustrate Genetic Information Nondiscrimination Act as “legislation in seek out of a problem” (Beck-blog, 2008, n. d. ). Employers’ representative, nevertheless, do concur that GINA may prove supportive in alleviating an individual employee’s apprehensions of losing a job if the employee gives in to genetic testing and various potential disease is eventually exposed.
Private employees who elevate GINA protests are protected by all other anti-discrimination laws and the current Title VII process and protections but they do not have the capability to elevate “disparate impact” GINA causes of action. What this Act restriction suggests is that private employees can take legal action against their employer only if the former can ascertain that the employer took an unfavourable employment action against them separately based on their genetic status. Types of Employment Discrimination
The following are the types of employment discrimination and their respective law: Age Discrimination in Employment Act The Age Discrimination in Employment Act of 1967 disallows employment discrimination in the United States against individuals ages 40 years or older. The law as well lays down standards for benefits and pensions afforded by employers and require that information regarding the needs of older workers be supplied to the public (HG. org, n. d. ). Race or Ethnicity Discrimination
In 2006, charges of racial discrimination are still the most repeatedly asserted basis of employment discrimination under federal law (HG. org, n. d. ). Under the United States law, all workers look the same in spite of ethnicity or skin color. The said protection is expressly provided in Title VII of the Civil Rights Act of 1964 which makes illegal employment discrimination based on color, national origin or race by a local government, private employer, state or educational institution with not less than 15 employees operating for at least 20 weeks a year (HG.org, n. d. ).
The Equal Pay Act requires that individuals, regardless of sex, be given equal pay for equal work in the same establishments (HG. org, n. d. ). The said works need not be one and the same, but they must be to a large extent alike. It is not the job titles, but rather the job content, that ascertains if jobs are considerably equal.