April 22, 2009
There is a recent change in the OHRP guidance concerning changes to the consent form language for clinical trials involving genetic testing.
This guidance is based on the act, which takes effect between May 22, 2009 and May 21, 2010. The act prohibits discrimination in health coverage and employment based on an individual’s genetic information. Many of the key provisions of this act are retroactive.
Based on this act, on April 7, 2009 OHRP finalized this guidance entitled, “Guidance on the Genetic Information Nondiscrimination Act: Implications for Investigators and Institutional Review Boards.” The guidance document provides OHRP’s first formal guidance on this topic. The document, which is available on the OHRP website at: http://www.hhs.gov/ohrp/humansubjects/guidance/gina.html and http://www.hhs.gov/ohrp/humansubjects/guidance/gina.pdf, is intended primarily for investigators who conduct, and institutional review boards (IRBs) that review, non-exempt human subjects research involving genetic testing or collection of genetic information. The guidance document provides background on protections provided by the Genetic Information Nondiscrimination Act of 2008 (GINA) and discusses some of the implications of GINA for investigators who conduct, and IRBs that review, genetic research, particularly with respect to the criteria for IRB approval of research and the requirements for obtaining informed consent under the Department of Health and Human Services regulations for the protection of human subjects (45 CFR part 46).
Currently when IRBs review clinical trials seeking to collect genetic information through informed consent; there is a potential risk that during the course of the study the genetic information collected may run into theoretical risks of finding it harder to get health insurance and employment due to potential unfavorable genetic information about the participant.
The required language to be included in the consent forms of all human research studies involving the collection of specimens for ANY genetic evaluation is listed below. This language is to be included in all currently approved IRB applications as well as future new applications. Your currently approved applications must be submitted to the IRB with an official request for amendment.
The required language is to be inserted immediately following your consent form’s specific section which details and describes collection or evaluation of the subject's specimen(s) for genetic evaluation. This section typically follows your consent form’s HIPAA language in section 19.
In this specific circumstance, Principal Investigators are not required to re-consent their subjects, they are however required to amend their currently approved protocols to describe how they will inform ALL consented subjects in each affected IRB protocol that currently has IRB approval.
The required language is as follows:
A new Federal law, called the Genetic Information Nondiscrimination Act (GINA), generally makes it illegal for health insurance companies, group health plans, and most employers to discriminate against you based on your genetic information. This law generally will protect you in the following ways:
- Health insurance companies and group health plans may not request your genetic information that we get from this research.
- Health insurance companies and group health plans may not use your genetic information when making decisions regarding your eligibility or premiums.
- Employers with 15 or more employees may not use your genetic information that we get from this research when making a decision to hire, promote, or fire you or when setting the terms of your employment.
However, GINA will not protect you if you already have a genetic disease or disorder and does not prohibit discrimination on the basis of an existing genetic disease or disorder. In addition, this new Federal law does not protect you against genetic discrimination by companies that sell life insurance, disability insurance, or long-term care insurance.
All health insurance companies and group health plans must follow this law by May 21, 2010. All employers with 15 or more employees must follow this law as of November 21, 2009.
Please note that despite these safeguards, our IRBs when reviewing clinical trials must take into account whether risks are minimized and reasonable in terms of benefit and whether adequate provisions are in place to protect the privacy of the research participant. This privacy protection will be additional to HIPAA-mandated privacy and confidentiality.
If you have additional questions on this guidance please go to the website cited above or contact me.
Sincerely,
Sreekant Murthy, Ph.D.
Vice Provost for Research Compliance