Sample HIV Policy
Ideally, the assessment survey helped you target key areas for your workplace response and actions for preparedness. Include the four major issues highlighted in the survey as you draft your policy and plan effective responses. For instance, consider incorporating the language below as part of your basic policy.
Mission
Monday, November 12, 2007th a disability with regard to job application, hiring, advancement, access or need for special equipment, discharge, compensation, training or other terms, conditions or privileges of employment.
Adjusting to Chronic Illnesses
Further, [Company Name] recognizes that employees with life-threatening illnesses: including but not limited to cancer, HIV and heart disease and other disabilities may wish and be physically able to work a regular or modified work schedule.
[Company Name] seeks to accommodate these employees by allowing them to work as long as they are able to perform essential job functions, with or without reasonable accommodations, provided medical evidence indicates that their conditions are not a (direct) threat to themselves or others.
While accommodating employees with life-threatening diseases and other disabilities, however, [Company Name] also recognizes its obligations to provide a safe work environment for all employees. Therefore, managers should obtain appropriate medical direction, when necessary, to ensure that an employee’s condition does not pose a significant risk of substantial harm to himself/herself or to other employees.
Health Maintenance
[Company Name] offers the following resources to assist employees and managers in dealing with these issues:
- Management and employee education and information on life-threatening illnesses
- Confidential referral to supportive services for employees and dependents affected by life-threatening illnesses
- Benefits consultation to assist employees in effectively managing health, leave and other benefits
Confidentiality
Life-Threatening Illnesses and Disabilities Guidelines for Managers
When dealing with situations involving employees with life-threatening illnesses and disabilities, managers should follow these guidelines:
- Confidentiality
Information attained as a result of a permissible medical examination must be collected and maintained on separate forms and in separate medical files and be treated as a confidential medical record.
- When to Seek Assistance
If you believe that you or other employees need information about a specific life-threatening illness or if you need further guidance in managing a situation that involves an employee with a life-threatening illness, contact [Company contact name or department].
If you have any concern about the possible contagious nature of an employee’s illness, contact [Company contact name or department].
If you are concerned that the continued presence of an employee will pose a significant risk of substantial harm in the workplace, contact [Company contact name or department].
Health Maintenance
Reasonable Accommodation
Make reasonable accommodation, consistent with business needs, for employees with life-threatening illnesses and disabilities. Reasonable accommodation refers to the company’s responsibility to make modifications to help enable an otherwise qualified person, with a serious illness or other type of disability, to continue to work.
When Considering Making Accommodation
Find out from the employee what he or she feels capable of, or if a medical or disability leave would be preferred.
Conduct periodic evaluations to determine if the employee remains capable of performing the essential job functions, if the accommodation is still necessary and appropriate to the situation, if another accommodation is needed or if a medical or disability leave would be more appropriate. Seek guidance from [Company contact name or department].
Discrimination
Co-workers
Be sensitive and responsive to co-workers’ concerns, and emphasize the employee education and information available. However, give no special consideration to employees who feel threatened by a co-worker’s illness or disability.
Encourage employees to seek assistance from [Employee Assistance Program] for medical treatment and counseling services.
Last Updated:
Monday, November 12, 2007
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