NUR 3306 – Deliverable 2 – Ethical and Theoretical Influences in Healthcare Decisions

My name is Ursula Zawadzki. I am an active Nurse member of the American Nurses Association and The International Nurses Society on Addictions. I want to bring to your attention an issue that I recently encountered, and I need your feedback on it, please. I got an email from the gentleman he was let go from his job. It is a clear genetic discrimination case. My interlocutor stated that he was a wine sommelier in the well-known winery. He took a few weeks off to put his alcoholic brother in the addiction treatment program. Also, his employer, every year, gives free health check-ups to what he does on his off from work. After returning to work, he was fired from the job. When he requested all the documentation related to the physical, a few pages were missing; he hired a lawyer and got the rest. It turns out the employer did genetic testing for alcohol use disorder (Heid 2020). His genotype did not have ADH and ALDH. People who carry one of these genetic alternatives are at lower risk than the average person for an alcohol use disorder (Heid 2020).

Title II of GINA relates to genetic discrimination in employment and prohibits using genetic information when hiring or promoting employees (GINA, 2010). In this case, the person was fired because a) he was open to his employee about why he took off from work and, most crucially, b) because the employee did a genetic test without the person’s knowledge. The employer did not ask for informed consent and did the test without the person’s knowledge. The employer argued to the client layer that the patient sign a consent form. According to the paperwork provided, there was a consent form for the tests, but there was no genetic testing specification. By Genomic Data Sharing (GDS) Policy from August 2014 needs to specify what kind of genetic test will be done, and it was not specified on the consent form. Also, written materials should be provided in simple, not technical or medical language, what kind of genetic test will be provided (NIH, 2020).

According to The Court of Master Sommeliers’ policy and trade, this is a professional policy. Sommelier does not drink but taste and spit wine (Wiatrak 2019). In this case, genetic testing is not relevant since sommeliers do not drink alcohol on the job. The employer did not have proof that an employee had an alcohol issue. Assuming that since his brother does, he may also have. The employee did not check policy levels and did not understand variations to this policy. Genetic testing can not only specify alcoholism; there a multiple external and internal factors. The client’s firing from work was based on one test that cannot be relevant. The client did his geological health tree and is aware of the addiction issue in his family. He did 12 12-step programs and is under addiction psychologist care. His job gives him a lot of satiation, and he never gives any reason for the employers to assume that he has alcohol issues. The client will still be gaining his Knowledge of addiction, and he will be using his coping mechanism to make sure he is not going to become addicted to alcohol.

References

Genetic Information Nondiscrimination Act (GINA). (2010). Genetic information. Retrieved from https://www.eeoc.gov/genetic-information-discrimination

Heid, M. (2020). Written in the Genes? Special Time Edition, pp. 16-21.

National Institute of Health. (2020). Genetic discrimination and other laws. Retrieved from https://www.genome.gov/27568503/genetic-discrimination-and-other-laws/

Wiatrak, B. (2019). Seyssuel & Its AOP Quest. Guildsomm. Retrieved from https://www.guildsomm.com/public_content/features/articles/b/bryce-wiatrak/posts/seyssuel-

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