Online Community

ASA Central

A dynamic online community for ASA members to exchange ideas and best practices, and connect with industry peers in their sector. Visit the site ›
Find Goods & Services

ASA Marketplace

This powerful online resource enables staffing companies to find and access industry supplier information, products and services. Visit the site ›
Daily Publication

Staffing Today Newsletter

Your #1 daily source for news about the workforce industry. With versions available to members and nonmembers. Visit the site ›
Health Care Reform

Affordable Care Act Resources for Staffing

Up-to-date news, resources, interactive tools, and more—all focused on helping ASA members comply with the ACA. Visit the site ›
Advertisers & Exhibitors

Staffing Industry Suppliers

ASA has numerous and diverse marketing opportunities available to help you reach the rapidly growing staffing industry. Visit the site ›
Exclusive Products

ASA Store

From certification packages and study guides to marketing tools and data reports, ASA resources add value to your business. Visit the site ›

Employer Recordkeeping Requirements Extended to GINA

Epstein Becker Green (04/06/2012) Amy J. Traub; Anna A. Cohen; Jennifer A. Goldman

Effective April 3, the U.S. Equal Employment Opportunity Commission extended its record-keeping requirements to employers covered by Title II of the Genetic Information Nondiscrimination Act. GINA applies to employers with 15 or more employees, and Title II seeks to protect job applicants, current and former employees, labor union members, apprentices, and trainees from discrimination based on their genetic information.

When a charge of discrimination has been filed with the EEOC, an employer must preserve all employee records relevant to the charge until “final disposition” of the charge. If a charge is not resolved after investigation and the charging party has received a notice of right to sue, “final disposition” will be considered to be the date of expiration of a 90-day statutory period within which the applicant or employee may bring suit. However, if the applicant, employee, or the EEOC files a lawsuit, the date on which the litigation is terminated is considered the final disposition. Records subject to this requirement may include personnel or employment records, such as application forms or test papers, of the charging party and of all other employees or applicants holding positions similar to the one held or sought by the charging party.