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"(A) IN GENERAL.—Notwithstanding any other provision of law, workplace wellness programs and programs of health promotion or disease prevention offered by an employer in conjunction with an employer-sponsored health plan that meet the requirements set forth in subparagraph (B) shall be considered to be in compliance with[...]"...You get the picture. Or maybe you don't. That's the point.
"A key component of ADA and GINA is that they prevent workers and their families from being coerced into sharing sensitive medical or genetic information with their employer. For GINA, genetic information encompasses not only employees' genetic test results but also their family medical histories. H.R.1313 would effectively repeal these protections by allowing employers to ask employees invasive questions about their and their families' health, including genetic tests they, their spouses, and their children may have undergone. GINA's requirement that employees' genetic information collected through a workplace wellness program only be shared with health care professionals would no longer apply."Judging from the response to this story (even in the establishment fake news media), people are not going to shrug this off as just another inconvenience of modern life. In recent years the Overton window has been opened wide enough for all manner of unthinkable intrusions on our privacy, from smart TVs that spy on you to cars that can be hacked, monitored and controlled from afar, to become mere background noise on the nightly news.
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