Employer Alert: Is Your Request for Medical Cert Setting You Up for a Discrimination Lawsuit?
On November 10, 2014, the Equal Employment Opportunity Commission (“EEOC”) issued a press release announcing that it was settling a lawsuit it had filed on behalf of a class of individuals it claimed were subjected to illegal inquiries about medical and genetic information in applying for jobs with a seed and fertilizer company in Southern California.
In the case of EEOC v. All Star Seed, et al., the EEOC alleged that the defendant company required job applicants to undergo physical exams and complete questionnaires about their health and medical history that violated federal laws including the Americans with Disabilities Act (“ADA”) and the Genetic Information Nondiscrimination Act (“GINA”). GINA prohibits an employer from collecting or inquiring about genetic information, which includes information about genetic tests of an individual or his family members or the manifestation of any disease or disorder in his family members. All Star Seed’s questionnaires allegedly violated the ADA and GINA by asking about the individuals’ medical conditions and family histories, which included genetic information.
One applicant disclosed a prior medical condition that also ran in his family. Even though that medical condition was unrelated to the job he was applying for, he was not hired, allegedly because the company perceived him to have a disability. Three other class members who responded to similar inquiries had been hired.
As part of the settlement, the company had to pay $187,500 and enter into a four-year consent decree under which it is prohibited from subjecting job applicants and employees to medical exams before offering employment; making inquiries into medical conditions which have no relationship to the job the applicant is seeking; asking about an applicant’s or employee’s genetic information; and failing to maintain the confidentiality of applicants’ and employees’ medical information.
The company further has to revise its policies and procedures to comply with the ADA and GINA and make them available in both English and Spanish (as its workforce contains native-Spanish speakers). It also must provide biannual training to its managers and supervisors regarding the legal requirements of the ADA and GINA. Finally, the company also must hold its managers and supervisors accountable in their performance reviews for any failure to comply with antidiscrimination policies.
The case illustrates the importance of having “safe-harbor” language in your requests for medical certification which state that the company is not asking the applicant or employee to provide any genetic information.
If you have questions about how this development impacts your business, please contact one of Berliner Cohen’s employment attorneys.
Christine H. Long, (408) 286-5800, firstname.lastname@example.org
Susan E. Bishop, (408) 286-5800, email@example.com
Eileen P. Kennedy, (408) 286-5800, firstname.lastname@example.org
Kara L. Arguello, (408) 286-5800, email@example.com
Jennifer Y. Leung, (408) 286-5800, firstname.lastname@example.org
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