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HIV Workplace Policy

According to an article titled "HIV in the Workplace" on the UN AIDS website, most people who contract HIV are 15 to 49 years old. You can be working alongside a person with HIV and not even know it, not only because of the disgrace attached to people who live with HIV, but also because your co-worker may be afraid your employer will discriminate against him if he reveals his condition. To ensure a safe and effective workplace, every office should have a written HIV workplace policy.

  1. Statement of Purpose

    • State your purpose for having the policy in the first place, says anarticle titled "A Workplace Policy on HIV/AIDS: What it Should Cover," on the ILO AIDS website. Emphasize that you care about employees and will treat them fairly in the workplace, and tell your employees that the policy complies with applicable government laws regarding treatment of people in the workplace who are infected with HIV.

    Non-Discrimination Policy

    • Let your workers know that people with HIV still live long, active lives, says the ILO AIDS site, and that your company does not discriminate against anyone for any reason. Let everyone know that the object of the policy is to keep the work environment safe and productive, and any employee who feels someone has violated her rights may file a formal complaint.

    Anonymity

    • Tell your workers that anyone confiding in management about his HIV status will receive complete anonymity, even if he needs a reference for a job elsewhere, relays the ILO AIDS site. Suggest, however, that at some point people with HIV be open with the staff about their condition to garner support and encouragement from fellow workers.

    HIV/AIDS Education

    • Let your employees know that the company will be conducting programs to educate workers about HIV, how it is transmitted and how individuals can protect themselves, according to the ILO AIDS site. Involve everyone in the company to plan, conduct, and attend training sessions to ensure everyone has a stake in the education.

    Reasonable Accommodations

    • Tell your staff that you will make every effort to provide reasonable accommodations for those who are infected with HIV, including giving adequate time off for medical appointments and illness, according to the ILO AIDS site. Let staff know that their company benefits remain in force and that you will help them find appropriate treatment and counseling if needed.

    Ratification

    • After you've completed your HIV workplace policy, end with a general statement that representatives from every department have participated in constructing your policy and agree with the contents, says the ILO AIDS site. If you appointed a committee of workers to assemble the policy, make sure everyone on staff knows who the committee members are in case they have questions. Finally, let workers know that you will re-evaluate and revise the policy as needed.

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