This policy aims to assist and prevent discrimination, against employees who are affected by Aids/HIV and to give information, reassurance and guidance on prevention for those who are not, but may come into contact with someone who has AIDS or HIV. Management is committed to promoting positive attitudes and preventing discrimination against any member of staff who is HIV positive or has AIDS.
AIDS (Acquired Immune Deficiency Syndrome) is caused by the virus HIV (Human Immune Deficiency Virus) which attacks the body’s natural defence system. Where someone is infected, he or she develops antibodies to the virus and is said to be HIV positive. These antibodies may take three months or longer to show in tests. A person who is HIV positive can remain healthy and live and work with no ill effects. However, such a person may still transmit the virus to others and can at times be the subject of illness and resulting absence from work. Where the person develops specific medical conditions associated with the virus he or she will be described as having AIDS. There are known cases of people who have been infected with the virus for longer than fifteen years without developing AIDS.
There are three proven ways in which HIV can be passed from person to person:
The virus is not spread through the air (for example coughing or sneezing) or by touch. Nor is there any danger of infection from handling objects, which have been used by infected persons, or from sharing an office or toilet facilities with them.
Management is committed to treating HIV-positive individuals fairly and in the same way as all employees with serious illnesses. A member of staff who is HIV-positive or living with AIDS, whose performance suffers or who is absent from work because of this illness will be treated equally to individuals with any other serious illness in a similar manner.
A member of staff who knows that he or she is infected with HIV is under no obligation to disclose that fact. He or she is encouraged to seek advice and support from one of the voluntary or statutory organisations working in the area of HIV and AIDS.
A member of staff will suffer no loss of an employee’s rights through disclosure that he or she is HIV positive, or has AIDS.
In so far as he or she requires time off for medical consultations or treatment or counselling, the special leave entitlement will be applied in the manner similar to any other serious illness.
Where it is generally known amongst staff that a colleague or colleagues are HIV positive, it shall be expected of staff that they shall treat those colleagues no differently to other colleagues. Any departure from the normal high standards of mutual tolerance towards and respect for colleagues is to be deplored and condemned without equivocation.
Instances of the following may warrant invocation of the disciplinary or grievance procedures:
There are no reported cases of infection arising from the administration of first aid. However, we recognise the possible concerns of those responsible for first aid. They are encouraged to update their training and take whatever precautions are advised.
Employees who are trained in first aid are required to use rubber gloves and breathing aids if dealing with any first aid instances.