licy will help supervision meet the needs of management, HIV-infected employees and co-workers. This policy would include:Show compliance with the law. State that your company adheres to the Americans with Disabilities Act and its protections for people with HIV, including acceptable performance standards, non-discrimination and reasonable accommodation. Educate. Policies often contain a component stating that HIV/AIDS is not transmitted through casual contact, and that employees with HIV/AIDS are not a health risk to their co-workers. Invite employees to receive more information on HIV through human resources, or state there will be regular employee education.Protect all employees. Assure employees that their individual health status is confidential, private and not to be disclosed. Also state that the safety of all employees is of utmost importance.Give clear direction. State where employees should go with questions about HIV transmission, and from whom supervisors should get direction on dealing with HIV issues in their department.Disseminate this information. Be certain all employees at all levels read and understand your AIDS policy. Ethically, the supervisors should work with the company to make reasonable accommodations to Cronan; and at the same time provide for worker education. Education regarding HIV and AIDS can help prevent the spread of the virus and can reduce the fear and misunderstanding that can cause disruption in the workplace.Reasonable accommodation is any modification or adjustment to a job, an employment practice, or the work environment that makes it possible for a qualified individual with a disability to participate in and enjoy an equal employment opportunity. The employer's obligation to provide a reasonable accommodation applies to all aspects of employment; the duty is ongoing and may arise any time a person's disability or job changes. An employer is not required to provide an accommodation that will impo...
