Question

Marty Jones has been out of work for three months and has recently applied for a position at a local factory. As part of the employment process, the employer has asked Mr. Jones to complete a pre-employment physical that includes genetic testing for any diseases that might interfere with Mr. Jones' ability to run an expensive piece of factory equipment. Of the options below, what is the best option?

a) Refuse to comply with the genetic testing request
b) File a lawsuit against the employer for privacy invasion
c) Complete the genetic testing as it is necessary for the job application
d) Request alternative assessment methods from the employer

Answer 1

Marty Jones should request alternative assessment methods from the employer to avoid potential violation of GINA, which prohibits discrimination based on genetic information in employment.

Step-by-step explanation:

The most appropriate action for Marty Jones to consider regarding the request for genetic testing by the employer would be d) Request alternative assessment methods from the employer. Even though genetic testing can provide valuable information for personal health decisions, there are significant ethical, legal, and privacy concerns associated with its use by employers. The Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits employers from using genetic information in employment decisions, including hiring, firing, or promotion. Thus, requiring genetic testing as part of pre-employment physicals could potentially violate this act. Marty might suggest other ways to ensure his capability to run the equipment that do not involve genetic testing, all the while he should be aware of his rights under GINA.