2007-02-12 04:59:13 · 6 answers · asked by luz 1 in Health ➔ Other - Health
They may not fire a person for it!!!!
They may be a little more lenient towards an HIV / AIDS sufferer to go see the doctor.
They should keep the HIV / AIDS status between the bosses and the sufferer only.
They may not discriminate against an HIV / AIDS suferer because of his / her status.
2007-02-16 02:47:23 · answer #1 · answered by shmee4 3 · 0⤊ 0⤋
I don't understand your question. Employees with Hiv/Aids victims. Do you mean how can a company do to improve the lifes of an employee with the virus.
2007-02-12 05:03:31 · answer #2 · answered by Duisend-poot 7 · 0⤊ 0⤋
In the UK there is something called 'Equal opportunities Legislation', an employer may need to know of the infection, especially if you deal with other people such as in the medical or childcare or similar situation, where blood or similar fluid infection could be passed. Although the risks are so small, some customers may not agree.
Your employer will not discriminate and cannot dismiss you for contracting the illness, and you do you need to tell them. But not all of the workforce need to know.
If they decide that you are a definate risk to others due to your job type, for instance if you are a nurse etc, they could provide gloves or equipment for safety purposes to protect those around you, or change your regular tasks.
You also should have the same opportunity for promotion, based on your skills and knowledge.
You may be able to work more flexible hours or reduced hours, and you should be able to have two hours leave for medical appointments.
Your employer needs to provide all it's employees with a suitable rest room (canteen) where there is hot water and heating. And toilets, you should accept no discrimination in the workplace and if it is apparent, you must join a union and get advice. Visit ACAS website, for UK employee rights, or a union website such as UCATT or T&GWU
2007-02-12 05:16:31 · answer #3 · answered by My name's MUD 5 · 2⤊ 0⤋
As above, allow flexibility for medical appointments, etc.
Ensure discretion about their condition, if discretion is what is requested by the sufferer.
Take appropriate action against any staff harassing HIV/AIDS sufferers over their condition, whether as a result of public knowledge, or pure speculation on the part of the harasser. Bullying is bullying, whatever the circumstances.
2007-02-12 05:15:56 · answer #4 · answered by catsmeatuk 4 · 1⤊ 0⤋
Do you want to help employees with HIV/AIDS or help your employees to work with people with HIV/AIDS?
Try contacting http://www.avert.org/
or
http://www.bodyandsoulcharity.org/HIV_and_AIDS_information.html
Avert is UK based, the other organisation has multiple links which should help you find the information you need.
2007-02-12 05:18:36 · answer #5 · answered by 'H' 6 · 1⤊ 0⤋
Allow more flexible time. Decide on a number of hours but let them decide what time is best for them according to when they feel most up to it or not.
2007-02-12 05:03:07 · answer #6 · answered by Anonymous · 1⤊ 0⤋