Wise @ Work E-News Update

News and information from the Minnesota AIDS Project’s workplace program

December 2005 Issue

Wise @ Work is a service of the Minnesota AIDS Project (MAP). Wise @ Work can help answer your questions about managing HIV in the workplace and employee care. We provide on-site HIV training as well as consultation on smart, fair workplace policies and procedures.

We hope you find this update informative and useful! If you have any comments or suggestions, please contact Wise @ Work or call 1-800-248-2437.

In This Issue

• Workplace Case Study: Injured at work, what happens next?
• Wise @ Work Hot Issue Memo: How to be a good employer for HIV-positive employees
• Tips And Resources: Fear Not: HIV transmission myths in the kitchen
• Getting The Word Out: Wise @ Work in the community
• HIV & The Workplace News: Wise @ Work Web Links

Workplace Case Study

Injured at work, what happens next?

A young woman worked at a retail store. She told a few co-workers that she was HIV-positive. Some of these co-workers told their manager this information, and the manager talked to the young employee. Soon after, she stuck herself with a price gun while working. The manager threw away the price gun. The employee retrieved it from the trash and continued to use it. Word spread among other co-workers that she was HIV-positive. Some employees approached the store manager and expressed their fears and concerns about working alongside the HIV-positive co-worker and using equipment she had used like the price gun. The manager assured the co-workers that there was no threat to their health, reviewing the basics of HIV transmission. The manager approached the employee, asked if everything was okay, and reported what he had heard from her co-workers. The employee confirmed her HIV status. The manager asked if the employee was feeling okay and if there was anything he could do to help.

Confidentiality

The employee told co-workers of her HIV status. There is no legal obligation for her co-workers to keep this information private—however, it’s the right thing to do. Since HIV cannot be transmitted through casual contact, there is no reason a manager, supervisor, or anyone else must know a co-worker’s HIV status. It’s important for people to be careful with whom they share personal medical information.

Transmission

There was no risk to others when the employee stuck herself with the price gun. This is a very miniscule amount of blood, if any, and once HIV is exposed to the air, it dies. However, there should be clear universal precautions in every workplace for cleaning up accidents and blood spills of any size. There was no need to throw away the price gun, as cleaning it was sufficient.

Management

The manager acted wisely by assuaging the fears of the co-workers while educating them about the facts of HIV transmission. The manager also showed compassion by asking the employee how she felt and how he might help. This is very important for individuals living with HIV who may experience their own fears—of being fired, of not being able to manage work and medical appointments, of drug regimen problems, or of possible unfair treatment on the job. The manager's response assured the employee and her co-workers that they could work together in a safe, healthy environment.

Wise @ Work Hot Issue Memo

How to be a good employer for HIV-positive employees

Treat HIV Like Other Chronic Diseases

Often, employers run into trouble when they treat HIV differently from other illnesses developed by their employees. The amount of support and good will toward an employee with cancer, for example, is a good model to use when an employee has HIV. In many ways, the employer response should be similar:

• Assume your employee will work for years.
• Educate employees about HIV.
• Provide reasonable accommodations.
• Tailor benefits to needs.

Address Discrimination

Stopping discrimination against people with HIV in the workplace includes a mixture of formal and informal action. While discrimination against HIV-positive people is illegal—HIV is covered as a disability—it’s also costly to business in terms of loss of productivity, lower employee morale, and, of course, potentially costly legal bills.

• Use HIV education to prevent discrimination.
• Create clear anti-discrimination policies.
• Explain chronic disease and HIV to all employees.
• Know and act on your legal obligations as an employer.

Ensure Confidentiality

Most often, the mistake employers make around confidentiality is treating HIV medical information differently. Since HIV is not spread through casual contact, it is not a direct health threat; and standard, strict medical confidentiality rules apply. Keep private information private.

• Ensure that medical information is properly handled.
• Set clear procedures for the handling of medical information.
• Create a supportive workplace.
• Do not require HIV testing for personnel decisions.

Promote Health Maintenance

A healthy and educated workforce is less likely to make decisions that lead to HIV infection. Keep updated on employee health and wellness. Knowing the facts about HIV is a great first step in creating a safe and welcoming workplace for everyone.

• Encourage employees to use available benefits including health and time off.
• Be careful about insurance changes.
• Commit to HIV education.
• Pay attention to health reform.
• OSHA standards provide direction for universal precautions and thus questions about the risk of on-the-job exposure.

For more detailed information on how to be a good employer for HIV-positive employees (and really for all employees) download “Managing HIV Policy Well: A Guide For Employers.” This brochure is also available in hard copy form free of charge through the Wise @ Work program of the Minnesota AIDS Project by calling 1-800-248-2437 or emailing a request to Wise @ Work .

Tips And Resources

Fear Not—HIV transmission myths in an office setting

Unless you’re having unprotected sex or sharing needles with an HIV-positive co-worker, you are not a risk for contracting HIV from them. HIV is not transmitted by:

• Sharing the same workspace
• Using the same telephone
• A paper cut
• Drinking out of the same glass
• Going out to lunch
• Hugging
• Touching skin or shaking hands
• Sharing clothing, furniture or office equipment
• Eating food that an infected person has touched
• Sharing a bathroom or a toilet seat
• Exposure to saliva or sweat

However, if you go to work with a cold, flu, or other communicable illness, you may pose a threat to the health of your HIV-positive co-worker, whose immune system may be weakened. Use your sick time and get better before returning to work.

Getting The Word Out

Wise @ Work in the community

Since last we met, Wise @ Work has traveled near and far to educate employers and employees about HIV in the workplace and in the world. Here’s a sampling of where we’ve been lately:

Meeting Of The Rusty Tinners, a Retired Sheet Metal Workers Group in Maplewood

The meeting with this group covered HIV in Minnesota and around the world. We had a great response from an age group (65+) not often associated with HIV education efforts. Many of their questions focused on getting the right information about HIV to share with their grandchildren. Also, with the advent of Viagra^®, it’s important for all age groups to get the facts about HIV.

Dakota County Workforce Center, West St Paul

The Dakota County WorkForce Center is a part of the statewide WorkForce Center system that provides services for people seeking work, businesses seeking employees, students, and those looking for a first job or returning to the workforce. As more HIV-positive people go back to work or experience little or no interruption in their work lives, their employers and co-workers should get the facts about HIV. We also trained the service providers who may find that they have HIV-positive clients.

Dain Rauscher

The Dain Rauscher AIDS Walk team was one of the top teams at the 2005 Minnesota AIDS Walk. We presented a Wise @ Work training to employees on the team, members of Dain Rauscher’s GLBT group, and other employees.

University of Minnesota, School Of Public Health

We spoke to MPH students about the Wise @ Work program.

If you would like a Wise @ Work presentation in your workplace, please Wise @ Work or 1-800-248-2437

Hiv & The Workplace News

Wise @ Work Web Links

Fighting discrimination at workplace

Quarter of HIV Patients Report Discrimination

Judge: Woman with HIV can't be denied free lifesaving transplant

Positive reaction to HIV

Educating workers, employers our priority

CFL teams to receive HIV information packages

Roughriders admit knowing Smith's HIV status

Last Updated: Monday, November 12, 2007
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