EEOC final rules provide employers clarity on wellness programs, but they may confuse the public about genetic privacy and anti-discrimination laws, some groups said.

Although there are many objections to EEOC proposed changes, some in the business community want more liberal regulations around wellness program inducements.

The final regulations detailing GINA's employer section aim to simplify rules and definitions, and to provide safe harbor and guidance for businesses.

As the Equal Employment Opportunity Commission prepares its discrimination policy, it has collected comments from stakeholders regarding genetic information, incidental errors, and protection for employers and employees.

At the public meeting, speakers from groups representing employers and employees pointed out the need for the EEOC to clarify "inadvertent acquisition" of genetic information under which employers would not be held in violation of the law and to provide specific examples of the types of genetic information linked to "manifested diseases" which the law does not protect.

The law's Title II section and 'firewall' protections may be at the center of discussion as EEOC drafts its regulations.

Robert Redfield is floated as the next director of the US Centers for Disease Control and Prevention, the Washington Post reports.

The New York Times writes that the National Institutes of Health's All of Us Research Program is "ambitious" and that some are concerned it might be overly so.

Representative Lamar Smith's criticism of the National Science Foundation has "changed the nature of the conversation," according to ScienceInsider.

In PLOS this week: non-coding RNA function in yeast, transcriptomic profiles of malaria parasites, and more.