Hi, We have recently come to know that one of our staff is HIV positive ... what should a employer do in this situation?? Please advice ! Regards, SR
From India, Ambala
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5From India, Ambala
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Dear Sunita Roy,
For anyone afflicted with HIV/AIDS, it is quite unfortunate as it is feared as a highly infectious disease. Even the affected person's close relatives dislike moving with him in close quarters; hence, needless to talk about the apathy of others, particularly workplace associates.
Similarly, as the chances of health deterioration of the individual are more affecting his productivity at work, the employer is faced with problems like job reallocation, condoning frequent absence from work, tacit refusal, or reluctance of other employees to work along with such a person, and the like. To avoid such a risky situation, any employer may consider it easy and prudent to terminate such an employee by any means through cajolery or compulsion. However, there are many other options to tackle this unusual issue based on humanitarian consideration and objective measures of rehabilitating HIV+ employees.
Medical treatment for this disease has become so advanced that it can be well contained at a particular stage by receiving proper treatment under constant medical care, and the patient can lead a normal life with minimal restrictions. The impact of employing HIV+ individuals on the workplace environment has been extensively researched, and various methods of retaining such employees have been identified and successfully adopted in the West and some African countries. Ample literature is available on the internet. It is advisable to browse the net and choose a suitable method.
From India, Salem
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For anyone afflicted with HIV/AIDS, it is quite unfortunate as it is feared as a highly infectious disease. Even the affected person's close relatives dislike moving with him in close quarters; hence, needless to talk about the apathy of others, particularly workplace associates.
Similarly, as the chances of health deterioration of the individual are more affecting his productivity at work, the employer is faced with problems like job reallocation, condoning frequent absence from work, tacit refusal, or reluctance of other employees to work along with such a person, and the like. To avoid such a risky situation, any employer may consider it easy and prudent to terminate such an employee by any means through cajolery or compulsion. However, there are many other options to tackle this unusual issue based on humanitarian consideration and objective measures of rehabilitating HIV+ employees.
Medical treatment for this disease has become so advanced that it can be well contained at a particular stage by receiving proper treatment under constant medical care, and the patient can lead a normal life with minimal restrictions. The impact of employing HIV+ individuals on the workplace environment has been extensively researched, and various methods of retaining such employees have been identified and successfully adopted in the West and some African countries. Ample literature is available on the internet. It is advisable to browse the net and choose a suitable method.
From India, Salem
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Dear Sunita,
Mr. Umakanthan has provided important tips. Going further, I would advise not to ostracize the HIV+ infected employee. There is a possibility of treating this employee as an outcast. If necessary, you may issue a notice to treat the HIV+ infected employee on par with others.
By now, he must have started treatment. Therefore, discuss with the management to determine what support you can provide, as treatment could extend for up to two years. His Head of Department (HOD) must be supportive, being lenient but without compromising the department's deliverables.
Lastly, any patient, whether HIV+ or otherwise, needs to emotionally combat the disease. Therefore, if possible, arrange for medical counseling.
Thanks,
Dinesh Divekar
From India, Bangalore
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Mr. Umakanthan has provided important tips. Going further, I would advise not to ostracize the HIV+ infected employee. There is a possibility of treating this employee as an outcast. If necessary, you may issue a notice to treat the HIV+ infected employee on par with others.
By now, he must have started treatment. Therefore, discuss with the management to determine what support you can provide, as treatment could extend for up to two years. His Head of Department (HOD) must be supportive, being lenient but without compromising the department's deliverables.
Lastly, any patient, whether HIV+ or otherwise, needs to emotionally combat the disease. Therefore, if possible, arrange for medical counseling.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Friend,
A most answerable question and need a good approach. First, take the employee in confidence, rather than getting rid of the employee, better give an opportunity to live a normal life by providing the employee with tasks that can be managed by him/her. Convey the nearest medical cell about the employee and to the medical board, the prime thing you have to do. Provide him leave as and when required to get medical aids without much delay from your office/workplace. Always provide a place for that employee; in case if you cannot provide these facilities, better provide financial assistance for his living as a measure of welfare to the employees and take care of the situation. This will help stop the spreading of the disease; our kindness is the best protector of the society.
Never investigate how he/she got the disease; it is not our agenda. Yet, spread how to protect from the disease dreaded to life to others for their benefits. It is very much essential for the good of the organization.
From India, Arcot
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A most answerable question and need a good approach. First, take the employee in confidence, rather than getting rid of the employee, better give an opportunity to live a normal life by providing the employee with tasks that can be managed by him/her. Convey the nearest medical cell about the employee and to the medical board, the prime thing you have to do. Provide him leave as and when required to get medical aids without much delay from your office/workplace. Always provide a place for that employee; in case if you cannot provide these facilities, better provide financial assistance for his living as a measure of welfare to the employees and take care of the situation. This will help stop the spreading of the disease; our kindness is the best protector of the society.
Never investigate how he/she got the disease; it is not our agenda. Yet, spread how to protect from the disease dreaded to life to others for their benefits. It is very much essential for the good of the organization.
From India, Arcot
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Dear anonymous,
Please check the medical aspect of the disease. It is not a contagious disease. By touching an HIV+ person, no one catches the virus. This happens only with fluid exchange. Some precautions should be advised to the guy by the doctor.
Moreover, this guy has not committed any crime. Maybe some unfortunate incident resulted in him getting the virus. There are multiple ways this could have happened, not only sexually but also by transfusion of defective blood, by syringe, etc. Legally, he is entitled to his job.
Warm Regards,
Bharat Gera
HR Consultant
9322404765
From India, Thane
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Please check the medical aspect of the disease. It is not a contagious disease. By touching an HIV+ person, no one catches the virus. This happens only with fluid exchange. Some precautions should be advised to the guy by the doctor.
Moreover, this guy has not committed any crime. Maybe some unfortunate incident resulted in him getting the virus. There are multiple ways this could have happened, not only sexually but also by transfusion of defective blood, by syringe, etc. Legally, he is entitled to his job.
Warm Regards,
Bharat Gera
HR Consultant
9322404765
From India, Thane
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We are living in the 21st century and need to be equipped to deal with health issues. WHO says not to stigmatize and discriminate against persons living with HIV/AIDS. Is there a labor policy on HIV/AIDS in the workplace in India? This document provides guidance on how employees and employers should deal with persons living or affected by HIV/AIDS. If there is none (I would be surprised if India has none), please go to the WHO website and search for the information.
Providing the person is on treatment (encourage them to stay on the same), there is absolutely no harm to anyone. Depending on the nature of the job, the person should not be assigned tasks that would expose them to the risks of cuts and injuries that could cause blood exposure. Actually, the chances are that a person living with HIV/AIDS will outlive those of us who are HIV-free. Time off and support must be given to the person to attend follow-up visits; depending on the treatment plan, the person goes once every 3 months. Most persons take 1 pill at night only.
Regards,
Carol Trotman
Medical Technologist
Guyana
From Guyana, Georgetown
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Providing the person is on treatment (encourage them to stay on the same), there is absolutely no harm to anyone. Depending on the nature of the job, the person should not be assigned tasks that would expose them to the risks of cuts and injuries that could cause blood exposure. Actually, the chances are that a person living with HIV/AIDS will outlive those of us who are HIV-free. Time off and support must be given to the person to attend follow-up visits; depending on the treatment plan, the person goes once every 3 months. Most persons take 1 pill at night only.
Regards,
Carol Trotman
Medical Technologist
Guyana
From Guyana, Georgetown
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Dear professional colleague,
While all sympathies are with the unfortunate HIV-infected employee, it also needs to be ensured that the health of other co-workers is not put at risk. All help in terms of financial assistance, counseling, time off, and light work may be considered up to a point. The organization's performance also needs to be balanced with a humane approach.
Is it possible to send the employee on loss of pay leave while keeping his job secure until he recovers? Please see if this solution benefits both parties.
Regards, Vinayak Nagarkar HR Consultant
From India, Mumbai
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While all sympathies are with the unfortunate HIV-infected employee, it also needs to be ensured that the health of other co-workers is not put at risk. All help in terms of financial assistance, counseling, time off, and light work may be considered up to a point. The organization's performance also needs to be balanced with a humane approach.
Is it possible to send the employee on loss of pay leave while keeping his job secure until he recovers? Please see if this solution benefits both parties.
Regards, Vinayak Nagarkar HR Consultant
From India, Mumbai
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Dear Anonymous,
If there are no performance or discipline issues with this employee, he should be allowed to continue his job respectfully. If you are not willing to allow him to stay mentally and physically engaged, it will be a great disfavor to humanity and a severe cruelty to the employee. Since it is not a contagious disease, and if colleagues are okay with it, he must be allowed to continue.
Warm Regards,
Bharat Gera
HR Consultant
9322404765
From India, Thane
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If there are no performance or discipline issues with this employee, he should be allowed to continue his job respectfully. If you are not willing to allow him to stay mentally and physically engaged, it will be a great disfavor to humanity and a severe cruelty to the employee. Since it is not a contagious disease, and if colleagues are okay with it, he must be allowed to continue.
Warm Regards,
Bharat Gera
HR Consultant
9322404765
From India, Thane
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Positive Attitude.ppt
Egazette HIV AIDS Rule 2018 eng.pdf