Managing a low protein diet in the workplace is largely dependent on personal preference, but everyone should be aware of the critical importance of addressing potential issues prior to accepting a position. For example, the employer's health insurance plan and/or the state in which the employer is located will affect whether there is coverage for low protein foods and formula. Also, where coverage is available, the employee's share of the costs for food and formula could vary from a small copay to a large deductible and 20-30% coinsurance (many state insurance laws will not allow the application of a deductible) depending on the plan selected. Employees with PKU should review the state insurance law, type of coverage and benefit provisions prior to accepting a new position. Exploring all of your options and doing your homework will save you many headaches and potentially thousands of dollars. The Genetic Information Nondiscrimination Act (GINA) passed in 2008 bars employers from using an individual’s genetic information when making hiring, firing, job placement, or promotion decisions. It is illegal for any potential employer to deny a qualified candidate a position solely on the basis of having PKU.