The Genetic Information Nondiscrimination Act of 2008 (“GINA”) prohibits employers from requesting genetic information from employees or their families.  There are times when employers have the right to — and indeed should — request medical information from employees, such as when ascertaining the right to leave under the FMLA or assessing reasonable accommodations under the ADA.  When you do, make sure to include a GINA notice.  The notice should state that in order to comply with GINA, you are not requesting any genetic information in your request for medical information.  Short and sweet.  The good news?  In the event an issue later arises under GINA, you’ve got yourself an affirmative defense.