; and (iii) section 202(b)(2) of the Genetic Information Nondiscrimination Act of 2008 ( 42 U.S.C. 2000ff–1(b)(2) ). (B) Limitation on rewards The requirement referenced in subparagraph (A) is that any reward provided or offered by a program described in such subparagraph shall be less than or equal to the maximum reward amounts provided for by section 2705(j)(3)(A) of the Public Health Service Act ( 42 U.S.C. 300gg–4(j)(3)(A) ), and any regulations promulgated with respect to such section by the Secretary of Labor, the Secretary of Health and Human Services, or the Secretary of the Treasury. (b) Collection of information Notwithstanding any other provision of law, the collection of information about the manifested disease or disorder of a family member shall not be considered an unlawful acquisition of genetic information with respect to another family member as part of a workplace wellness program described in paragraph (1) or (2) offered by an employer (or in conjunction with an employer-sponsored health plan described in section 2705(j) of the Public Health Service Act ( 42 U.S.C. 300gg–4(j) )) and shall not violate title I or title II of the Genetic Information Nondiscrimination Act of 2008 ( Public Law 110–233 ). For purposes of the preceding sentence, the term family member has the meaning given such term in section 201 of the Genetic Information Nondiscrimination Act ( Public Law 110–233 ). (c) Rule of construction Nothing in subsection (a)(1)(A) shall be construed to prevent an employer that is offering a wellness program to an employee from requiring such employee, within 45 days from the date the employee first has an opportunity to earn a reward, to request a reasonable alternative standard (or waiver of the otherwise applicable standard). Nothing in subsection (a)(1)(A) shall be construed to prevent an employer from imposing a reasonable time period, based upon all the facts and circumstances, during which the employee must complete the reasonable alternative standard. Such a reasonable alternative