GINA is Here: Complying With "HER" Regulations

Ok, I know that I took some liberties with "Geena" to match "GINA" in sound, but hey, it is Monday morning. GINA, or the Genetic Information Nondiscrimination Act went into effect on Saturday and as of that date employers must comply with Title II of the act. (Title I is a requirment for insurance companies to comply with the act.) I hope everyone was proactive and downloaded the poster to put up showing that you are complying with the new law.

The law firm, SeyfarthShaw, in one of their alerts listed the things that employers must do to be able to work within the confines of the law. Their advice includes:

• Conducting self audits, adjusting policies and conducting training.
• omitting genetic information from post-offer, pre-employment health history examinations and/or questionnaires;
• updating policies to prohibit discrimination based on genetic information;
• adding claims of “genetic discrimination” to waivers and releases where appropriate;
• and segregating lawfully-acquired genetic information from personnel files.

For those of you that would like to read SeyfarthShaw's entire announcment can click on here. For additional information you may also read my August 4th post and my May 24, 2008 post where I give more information about complying with GINA, including the Child Labor provisions.

On a different note, as a holiday bonus the Carnival of HR, hosted by Mike VanDervort at The Human Race Horses blog  is asking all contributors to designate a charity to which they would like readers to donate at this time of year. There are so many that would could be on my list to ask you to make a donation to, but I have a personal connection that compels me to designate the National Multiple Sclerosis Society. Clicking on the MS Society link will take you to the donation page.

HR is Dead: Some Mourn, Some Celebrate and Others Say "WHAT??"

There has been a very lively discussion about the death of HR being argued on several blogs, most notably at Laurie Ruettiman's Punk Rock HR where she posted HR is Dying: Yes or No? and at Mike VanDervort's the Human Race Horse where he posted HR-Not Dead Yet. These two posts brought a lot of reaction that was wide and varied. Some celebrated that HR was dying. Some said a vehement NO. Many said the field needs to be revamped. Many identified what is wrong with HR and others offered some solutions.

These two posts are very thought provoking and MUST be read by anyone in HR. Read the comments and add your own. But most importantly learn from these posts. Reflect on your situation. If you are in the "dying" camp what do you suggest will take HR's place?

If you are in the "needs improvement" category how would you restructure things to get the improvement?

If you are in the "HR is just fine" category, well I suggest you reread these two posts and the long comment strings.

I personally don't think HR is dead or dying. I do think it needs to morph, just not quite sure how, but I am working on a plan.