Day-to-day issues

Policy details which relate to the day-to-day running of the organisation can be modelled on the following points:

• There will be no discrimination in recruitment against applicants externally or internally on the grounds that the applicant has HIV or AIDS.
• No one will be dismissed on the grounds of HIV or AIDS.
• Employees (and applicants for employment) should not be required to reveal their antibody status to their employer nor should they be required to undergo any kind of HIV test.
• Any harassment or discrimination by a member of staff (including management) will be regarded as a matter for disciplinary action.
• An employee with HIV infection should receive the same occupational benefits as any other employee.
• Those who have responsibility for caring for people with HIV-related illness will be considered for special leave.
• There is no medical, ethical or legal reason to treat an employee (or applicant) with HIV infection any differently than any other employee. If they are well they should be treated as employees who are well; if they are ill they should be treated as other employees with long–term or intermittent illness. Employees with HIV should be allowed to continue working as long as they are fit to do so.
• There is no reason to redeploy an employee with HIV who is fit to work without their consent. In the rare cases where there is a genuine risk of occupational infection (such as in a job involving invasive medical techniques), retraining and redeployment at an equivalent level should be offered and confidentiality should be preserved.
• If ability to work is impaired by HIV–related illness, the same kinds of changes in working arrangements should be made as for any other ill employee or an employee with a disability.
• Users or clients of the organisation will not be denied services because they are HIV–positive or they have AIDS.

Policy on confidentiality and HIV

• Confidentiality should be ensured for all personal and medical information, including an employee's HIV status.
• Only those people with a genuine reason to know that a person has HIV will be informed. No one will be informed without the written consent of the person affected by HIV.
• An employee with HIV whose status is known should be protected from discrimination. This is most likely to be achieved through participatory education in the workplace.
• Deliberate breaches of confidentiality will be considered a disciplinary offence.

Health and safety

There has never been a case recorded of HIV transmission during first aid but it is important employers consider the health and safety of all employees.

• Protection against HIV infection for employees of the organisation should be a consistent part of general health and safety good practice, and in particular, part of standard infection control precautions against blood–borne viral infections such as hepatitis B. Good practice in infection control is more appropriate and effective than knowledge of the HIV status of individuals.
• Standard infection control guidelines should exist and be followed in first aid and other situations where there is a risk of blood contact.
• Appropriate infection control equipment should be available, such as disposable gloves and aprons, paper towels, bleach and other disinfectants.
• Blood-borne viruses in the workplace, guidance for employers and employees: 
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