ountable for getting it done.Supervisors need to determine if their organization is prepared to deal with HIV and AIDS in the workplace, ask themselves the following questions:* As an employer, do I understand my rights and responsibilities and my employee's rights and responsibilities regarding HIV and AIDS?* Do I understand how federal law, especially the Americans with Disabilities Act, applies to an employee who is HIV+ or has AIDS?* Do I understand my responsibilities in insuring there is no discrimination in hiring, job assignment, performance appraisals, termination, and other terms and conditions of employment for an employee who is HIV+ or has AIDS? What about an employee who has a dependent who is affected?* Am I clear about confidentiality requirements?* Are my co-managers and employees educated and prepared to accept and work with a fellow employee who discloses that he or she is HIV+ or has AIDS?Most employees living with HIV/AIDS want to continue to work as long as possible, and fair working conditions are key to their health and well-being. Willingness to make accommodations for those suffering shows both fairness and support on the part of the employer.People with disabilities are created in the image of God just as much as star athletes or homecoming . Yet psychological as well as physical barriers have been placed in their access to the workplace. They experience discrimination because of thoughtless assumptions that disabled people will be less productive or that they really do not want to work.Such stereotypes are further reinforced by the fact that many people feel uncomfortable around people who are disabled. Because they have not taken the time to work through their own emotions, they do not know what to say to disabled people. Ignorance fosters feelings of insecurity, and the able-bodied end up revealing their own emotional handicaps.Because there are certain costs associated with employing disabled persons...
