More than two years after enactment of the Genetic Information Non-Discrimination Act (“GINA” or “Act”), the Act’s impact is still not widely understood. Passed in May 2008 and effective with respect to employment practices in November 2009, GINA prohibits employers, employment agencies, and labor organizations from acquiring employees’ “genetic information,” except under limited circumstances, and from discriminating based on such information in general. Complying with those restrictions may sound simple. Without delving into GINA’s specifics, however, it would be easy to miss the full scope of the Act’s requirements.