Final answer:
The Genetic Information Nondiscrimination Act (GINA) of 2008 protects employees from having their genetic information used by employers for decisions on employment matters such as hiring or promotions. Title VII of the Civil Rights Act, strengthened by the Pregnancy Discrimination Act, additionally protects women in the workplace from discrimination based on pregnancy or plans to become pregnant.
Step-by-step explanation:
The Genetic Information Nondiscrimination Act (GINA) of 2008 prohibits insurers from denying coverage or increasing costs of premiums based on genetic information. It also prohibits employers from using this data for hiring, firing, promotion decisions, or any employment-related purposes. While it was strongly opposed by various business groups, including the U.S. Chamber of Commerce, GINA was largely supported in the House with a vote of 420 to 3.
Notably, this act does not extend its protections to life, long-term care, or disability insurance. Under Title VII of the Civil Rights Act of 1964, as amended by the Pregnancy Discrimination Act of 1978, discrimination in employment on the basis of race, gender, national origin, religion, or sexual orientation is also prohibited, which includes unfair treatment of women in the workplace due to pregnancy or pregnancy plans.