A federal appellate court recently dismissed a lawsuit brought by a paramedic who claimed that his employer unlawfully placed him on alternative duty after he refused to participate in a wellness program. According to the Fifth Circuit Court of Appeals, the information sought by the employer as part of its wellness program did not meet the definition of “genetic information” under the Genetic Information Nondiscrimination Act (GINA). Ortiz v. City of San Antonio Fire Department, No. 15- 50341, Fifth Circuit Court of Appeals (November 18, 2015).
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