POLICY NO: 712
SUPERCEDES POLICY NO:
EFFECTIVE DATE: 2/1/1990
ADMINISTRATIVE GUIDELINES RELATED TO IMMUNODEFICIENCY VIRUS
The University of Pennsylvania recognizes the impact of the Human
Immunodeficiency Virus (HIV, or AIDS virus) on staff employees,
both as regards the safety of the work environment and in terms
of potential infection. The University recognizes its responsibility
to establish guidelines, based upon prevailing medical and legal
information, for employment activities within the Institution.
712.1 GUIDELINES
1a Employees with HIV infection AIDS, or a positive HIV antibody
test, whether symptomatic or not, will be allowed unrestricted employment
activities as long as they are mentally and physically able to perform
their job duties in a manner that does not pose a health or safety
risk to themselves or to others. When action is necessary the Supervisor
will attempt reasonable accommodation of such employees and will
consult with the Staff Relations area of Human Resources and, when
appropriate, the University's Affirmative Action Office. Every attempt
will be made to render a well-informed judgment grounded in a careful
and open-minded weighing of all available alternatives.
1b. The University does not require any mandatory testing of an
employee for the HIV antibody. Employees with HIV infection will
not be restricted from access to instructional, recreational, dining,
or other common areas, facilities or equipment.
1c The presence of HIV infection will not alter the employment
decision for anyone applying to work at the University except for
those jobs for which available medical evidence indicates health
risk to the public.
1d If an employee develops HIV infection, the University will
permit the employee to continue to work so long as such employee
is able to perform his or her job, except for those jobs for which
available medical evidence indicates a health risk to the public.
Each case will be considered on an individual basis. The University
will extend the same sick leave and benefits as may be applicable
under the relevant University policies.
1e. The University encourages regular medical follow-up for HIV
infected employees. Any employee may obtain medical evaluation,
counseling and testing at the Immunodeficiency Program offered at
the Hospital of the University of Pennsylvania by the Clinical Practices
of the University of Pennsylvania (by appointment).
1f University Administrators, Supervisors and other employees
shall conduct themselves with compassion and understanding in making
work-related decisions regarding an employee with HIV infection.
1g. The number of persons in the University who are aware of the
existence and/or identity of HIV-infected employees should be kept
to a minimum to protect the confidentiality and the right to privacy
of the infected person and to avoid unnecessary fear and anxiety
within the work environment.
1h The University recognizes that there are medical reasons to
advise employees when a co-worker has HIV infection. No employee
is authorized, therefore, to reveal that a co-worker has HIV infection.
Issues of a safe work environment will be dealt with by cooperative
educational training programs, the dates of which will be published
in the Training Calendar.
1i. No employee who actually has or is suspected of having HIV
infection, shall be subjected to emotional, verbal and/or physical
abuse by another employee. Any such action is condemned as a matter
of policy, will not be tolerated, and is grounds for discipline.
1j The presence of an individual who has HIV infection in a department
or work area, standing alone, shall not be the basis for the reassignment
of any other employee.
712.2 REPORTING REQUIREMENTS
The University will observe any public health reporting requirements
for HIV infection.
|
