"The EEOC's apparent newfound interest in GINA does not come as a complete surprise, as its Strategic Enforcement Plan for 2012-2016 identified emerging and developing issues in equal employment law as one of its six national priorities, which includes genetic information. Employers should immediately cease from inquiring about an applicant's or employee's genetic information, unless such inquiry falls within one of GINA's narrow exceptions (inquiries in connection with employee wellness programs, genetic monitoring programs, or conducting DNA testing for law enforcement agencies)."  MORE >>