Genetic Testing Law Summaries

The Human Rights Genetic Information Amendment Act of 2004 (B. 52 (Act No. 648, Law No. 263), L. 2003, effective April 5, 2005) prohibits employment discrimination based on genetic information. An employer is prohibited from requesting or requiring a genetic test of, or administering a genetic test to, an employee or applicant as a condition of employment. Obtaining, seeking to obtain or using genetic information of an employee or applicant for employment is also prohibited. Exemptions allow for use of genetic testing or information with the written and informed consent of the employee or applicant to determine the existence of a bona fide occupational qualification, investigate a workers' compensation or disability compensation claim, or determine an employee's susceptibility or exposure to potentially toxic substances in the workplace. For details, see 9-2500 ). The law also prohibits health benefit plans and health insurers from (1) using genetic information as a condition of eligibility or in setting premium rates, or (2) requesting or requiring genetic testing. For details, see 9-4000 ).

This is a summary of Genetic Testing Laws in the District of Columbia.