HIV/AIDS workplace programs

Companies can protect their workplace and business interests by implementing prevention and medical care & social support programs. In general, such a workplace program consists of 3 components:

1) formalized HIV/AIDS policy,
2) prevention and education activities (see also 'Training Programs'),
3) medical care and social support programs (e.g. workplace accommodations for HIV+ staff).

HIV/AIDS policy (1)

The policy is a written, formalized statement describing the company's policy on HIV/AIDS and the responsibilities of staff for upholding the policy.
The development of an HIV/AIDS policy has many benefits. A written statement will optimize the workplace program's effects, such as improved staff morale and productivity, and reduced problems of discrimination. Besides this, a well-prepared workplace will be able to gain budget efficiencies, as the program's implementation costs will be significantly lower.

More information about policies? Go to our 'policy' section or download PDF files below.

Link to policy section

Library: sample HIV/AIDS policy

Education and training (2)

The most effective weapons against HIV are information and education.

Ongoing education and training of management and staff reinforces and expands upon the company's HIV/AIDS policy. An education program should include basic facts about the AIDS epidemic, how to prevent HIV infection, appropriate workplace conduct towards HIV+ staff. Besides, educational efforts should provide guidance for managers and supervisors in complying with policy regulations, managing benefits, accommodating HIV+ employees and helping staff members who wish to receive counseling.

For more information: see 'Training Programs'.

Support programs and accommodations (3)

Help employees with HIV/AIDS balance their job demands and stresses associated with illness-related issues. This can be done, for example, through the development of workplace accommodations.

Accommodations for HIV infected staff

Reasonable accommodations' are the essential issues to ensure that the HIV infected employees would continue working as long as possible and the work assignment will be accomplished. Accommodation is a process of problems solving between HIV infected employees and their supervisor with fully support from their workplace policy.

To make workplace accommodation possible, managers have to understand HIV infected employees properly and should do the following 10 performances. Below performances are extracted from lessons learned from multinational companies that succeeded in providing accommodations for their HIV infected staff.

1. Listen to the employee.
2. Do not lower your expectations of an employee with HIV or AIDS.
3. Negotiate reasonable accommodations with the employee - do not dictate.
4. Do not treat people with HIV/AIDS differently.
5. Create anand supportive atmosphere.
6. ALWAYS respect employees' request for confidentiality.
7. Set clear job performance expectations and a monitoring schedule.
8. Hold employees accountable for their work.
9. Use available resources and support structures , both within and outside the company.
10. A positive response to an employee with HIV/AIDS increases the morale, productivity and loyalty of other employees.

Presented below is a list of sample accommodations with low costs but high benefits

Workplace sample accommodiations

- Changing from a commission basis to a salary for compensation.
- Changing to a less stressful job.
- Providing a flexible work schedule.
- According time off for health-related appointments.
- Working at home.
- Converting from an employee to a consultant.
- Providing greater structure for the job.
- Assuring the employees will not lose their jobs.
- Assisting the employee and family with benefit claim forms.
- Short-term leave.
- Long-term leave.
- An advance on a life insurance policy.
- Prompt notification on continuing health benefits when discontinuing employment.
- Providing counseling and related services through the Employee Assistance Program.
- Assigning an individual in human resources to be the HIV/AIDS point person responsible for facilitating the reasonable accommodation negotiation and acting as a resource for both managers and employees.
- Providing support groups for co-workers.
- Developing information-sharing systems, so co-workers can be informed of an employee's condition when they are on sick leave.
- Providing ongoing educational seminars and information.Becoming a part-time employee while training another employee to do the job (job sharing).
- Assuring the employees will not lose or have reduced health insurance coverage.
- Respecting the employee's wishes about confidentiality.
- Participating in the response to HIV/AIDS by corporate leadership.
- Providing support groups for caregivers of persons with HIV/AIDS.