This past week, the EEOC issued a proposed rule amending its implementation of the Genetic Information Nondiscrimination Act in order to allow a narrow exception for employers with voluntary wellness programs to offer incentives in exchange for a covered worker's spouse providing genetic information. GINA protects workers from employment discrimination based on the worker’s genetic information, which includes the health status of the worker’s family members, including the worker’s spouse. The narrow exception proposed by the EEOC would change the general rule that no incentive may be given in exchange for genetic information. However, the employer must follow specific safeguards. The employer must: (1) obtain written authorization regarding disclosure of the genetic information, (2) ensure that the health or genetic services offered are reasonably designed to promote health or prevent disease, and (3) set certain incentive limits at 30 percent. The proposed rule is now open for public comment for 60 days.