3.6 HIV and AIDS Policy

This policy aims to assist and prevent discrimination against employees who are affected by AIDS/H.I.V. 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 H.I.V.  Management is committed to promoting positive attitudes and preventing discrimination against any member of staff who is H.I.V. positive or has AIDS.

A brief explanation of HIV and AIDS infection

AIDS (Acquired Immune Deficiency Syndrome) is caused by the virus H.I.V. (Human Immune Deficiency Virus), which attacks the body's natural defence system. When someone is infected, they develop antibodies to the virus and are said to be H.I.V. positive. These antibodies may take three months or longer to show in tests. A person who is H.I.V. 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, they 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 H.I.V. can be passed from person to person:

1. By intimate sexual contact involving an exchange of infectious body fluids with an infected person (i.e. semen, vaginal fluids, blood)

2. Exposure to infected blood, contaminated needles, or any contaminated skin-piercing instrument

3. By an HIV-positive mother transmitting the virus to her unborn baby.

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 used by infected persons or sharing an office or toilet facilities with them.

The rights of members of staff who are HIV positive

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 severe disease in a similar manner.

A member of staff who knows that they are infected with H.I.V. is under no obligation to disclose that fact. They are encouraged to seek advice and support from one of the voluntary or statutory organisations working in H.I.V. and AIDS.

A member of staff will suffer no loss of an employee's rights through disclosure that they are H.I.V. positive or have AIDS.

In so far as they require time off for medical consultations, treatment or counselling, the special leave entitlement will be applied similarly to any other serious illness.

Staff attitudes to colleagues who are HIV positive:

Where it is generally known amongst staff that a colleague or colleagues are H.I.V. positive, it shall be expected of staff that they shall treat those colleagues no differently to other colleagues. Any departure from the usual high standards of mutual tolerance towards and respect for colleagues must be deplored and condemned without equivocation.

Instances of the following may warrant invocation of the disciplinary or grievance procedures:

1. Any words, gestures or actions intending to cause distress to a colleague who is H.I.V. positive

2. Refusal to work in the usual way with a colleague who is H.I.V. positive

3. Discrimination by a fellow staff member against a staff member who has HIV/AIDS will not be tolerated

First Aid

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.