Question 17

The hiring manager violated the Genetic Information Nondiscrimination Act of 2008.

This law prohibits discrimination based on genetic information, including family medical history. By deciding not to hire the applicant due to the discovery of a family member's diagnosis of Parkinson's disease, the hiring manager acted in violation of this act.

A) Fair Labor Standards Act of 1938

This act primarily addresses wage and hour laws, including minimum wage and overtime pay. It does not pertain to employment discrimination or the use of genetic information in hiring decisions, making it irrelevant in this context.

B) Genetic Information Nondiscrimination Act of 2008

This act specifically prohibits discrimination in employment based on genetic information and the medical history of family members. Since the hiring manager's decision was influenced by the applicant's family member's diagnosis, this is the law that was violated.

C) Family and Medical Leave Act of 1993

The Family and Medical Leave Act provides eligible employees with the right to take unpaid leave for certain family and medical reasons. While it protects employees from job loss when taking leave, it does not address hiring practices or discrimination based on genetic information.

D) Americans with Disabilities Act of 1990

This act prohibits discrimination against individuals with disabilities and requires reasonable accommodations. However, in this case, the violation is specifically related to genetic information rather than a direct disability of the applicant, making this option not applicable.

Conclusion

The hiring manager's decision to not hire the applicant based on the family member's Parkinson's diagnosis constitutes a violation of the Genetic Information Nondiscrimination Act of 2008, as it directly relates to the use of genetic information in employment decisions. Other options do not address the specifics of genetic discrimination, thus reinforcing that option B is the only correct choice.