sability’ in hiring, promotion, discharge, compensation, and other terms and conditions of employment.” It is clear that the ADA covers individuals who have a genetically related illness or disability once it becomes manifest and substantially limits a major life activity. Moreover, little debate exists over the fact that the ADA covers individuals who have a prior record of a genetically related disability, for example, someone who has recovered from cancer. And yet, courts have not yet determined whether the ADA should be understood to restrict discrimination on the basis of a diagnosed, potential, genetic condition or trait that has not developed. The waters will however probably be tested within the courts in the next six years as the Human Genome Project develops fully.Without current narrow definitions of genetic discrimination an employer can possible get away with a lot. Lets say a health insurance company states that persons with certain genetic disorders can be either dropped or have an extraordinarily large premium. Then they go on to say that any company that has group health insurance through them will have a large increase in the overall premium if any of the individuals (employees) in the group has one of these genetic defects. The employer would be inclined to discriminate against these persons to keep from paying the extra premium. Also there is the possibility of health insurance being eliminated altogether. If it is known who is going to get sick and who is not, what good is an insurance company? Only people who are going to get sick will want to buy health insurance. A company would not sell health insurance to a person who they know ahead of time will get sick and huge medical bills is inevitable. So, what needs to be done to protect the future? A national health insurance plan is one way. But, this is not easily done especially in the United States. Americans like to be able to pick their own doctor. W...
