t required to provide an accommodation that will impose an undue hardship on the operation of the employer's business. An employment opportunity cannot be denied to a qualified applicant or employee solely because of the need to provide reasonable accommodation. If the cost of the accommodation would impose an undue hardship on the employer, the employer should determine if financial or technical assistance is available elsewhere, or the individual with a disability should be given the option of paying that portion of the cost, which would otherwise constitute an undue hardship for the employer. An option would be to offer Cronan training for a different job that would be less of a threat to him and his fellow employees. Employees also have a right to work in an environment free from discrimination and harassment. Under Natural Law the supervisor is morally bound to discourage inappropriate responses relating to AIDS infection or suspected infection, such as stereotyping those affected, moralizing about how the sufferer acquired the virus, and unfounded fears, hysteria or a tendency to shun or harass those who have or are suspected of having AIDS. Natural Law also requires the supervisor to convey the message that harassment of employees with AIDS will not be tolerated and will be dealt with as a disciplinary matter. Regardless of which strategy a supervisor uses, attention must be paid to communicating it to all employees. Include a position statement in employee benefits handbooks or online benefits bulletins. Discuss it at employee orientation sessions, and include any up-to-the-minute articles in employee newsletters and bulletins on an ongoing basis. Since the employees were informed of the latest medical facts about aids transmission, the walkout was probably illegal. The workers should be informed to go back to work to avoid disciplinary action, however, to show concern for their fears, the supervisor could transfer Cronan to a j...
