CCA: HIV/AIDS Initiative: CCA HIV/AIDS Workplace Policy

Background

With assistance from the National AIDS Fund, the CCA HIV/AIDS team has developed an HIV/AIDS workplace policy for CCA. This is a "basic" policy for a non-profit organization of less than thirty direct employees. The policy became official in March 2004 and it has been added to the employee handbook.

The CCA HIV/AIDS Initiative also has an ongoing series of HIV/AIDS awareness and education seminars to accompany this policy.

The Corporate Council on Africa (CCA) Employee Handbook HIV/AIDS Policy

The Corporate Council on Africa (CCA) believes that employees with life threatening or chronic illnesses should be allowed to continue contributing productively to the company for as long as their health permits. All regular full-time CCA employees with chronic or life threatening diseases, including but not limited to cancer, heart disease, HIV (human immunodeficiency virus) and AIDS (acquired immune deficiency syndrome), have a right to continue working as long as they are able to perform their jobs satisfactorily (with reasonable accommodation when necessary) and as long as the best available medical evidence indicates that their continued employment does not present a direct significant health or safety threat to themselves, their co-workers, or their clients.

To the extent possible, CCA will address HIV infection and AIDS as disabilities in accordance with our policy on Equal Employment Opportunity (EEO) and the requirements of the Occupational Safety and Health Administration (OSHA), the Americans with Disabilities Act of 1990 (ADA), the Rehabilitation Act of 1973, and the Family Leave Medical Act.

In addition to the provisions of the company’s EEO policy on non-discrimination and reasonable accommodation for disability, the following guidelines are intended to assist managers in maintaining a work environment that is responsive to the workplace issues created by chronic and life threatening illnesses, including HIV infection and AIDS, and to the concerns of employees who may request management assistance:

CCA recognizes that a supportive and caring response from managers and co-workers is an important factor in maintaining the quality of life for an employee with a chronic or life threatening illness. Managers should be sensitive to the special needs of employees and assist them by demonstrating personal support, referring them to counseling services and arranging for benefits counseling as necessary. Studies show that the support of others in the workplace can be therapeutic for the employee with a chronic or life threatening illness, such as HIV infection and AIDS, and may help to prolong the employee’s life.

CCA will not knowingly permit any employee with a chronic or life threatening illness to be discriminated against nor terminated solely because of their illness or disability.

An employee’s health condition is private and confidential. An employee with a chronic or life threatening illness may disclose his condition at his own discretion. If an employee chooses to disclose his health status, managers are expected to take careful precautions to protect the confidentiality of information regarding any employee’s health condition, including an employee with a chronic or life threatening illness.

An employee with a chronic or life threatening illness is expected to meet the same performance requirements applicable to other employees, with reasonable accommodation if necessary. CCA managers will work to provide reasonable accommodation, as determined by management and in compliance with ADA and OSHA regulations, to employees who have a chronic or life threatening illness, as with any other employee with a disability, to enable the employee to meet established performance criteria. Reasonable accommodation may include, but is not limited to, flexible or part-time work schedules, leave of absence, work restructuring or job reassignment.

HIV/AIDS does not present a risk to the health or safety of co-workers or clients. On the basis of current medical and scientific evidence, CCA recognizes that HIV/AIDS is a life threatening illness that is not transmitted through casual personal contact under normal working conditions. To insure that transmission does not occur through contact with contaminated blood or blood products, universal precautions will be practiced in all incidents requiring exposure to blood, blood products or bodily fluids. CCA will also maintain a Safety/First Aid Kit properly supplied with required universal precaution equipment/supplies.

Co-workers will be expected to continue working relationships with any employee who has HIV infection or AIDS. Managers are encouraged to contact the Director of Human Resources for assistance in providing employees with general information and information on HIV infection and/or AIDS. Any employee who is unduly concerned about contracting HIV may be further assisted confidentially through individual counseling.

HIV/AIDS prevention and awareness education and appropriate training in universal precautions procedures will be provided for CCA managers and employees. CCA’s Human Resources Department and CCA’s HIV/AIDS Initiative Program will periodically conduct awareness sessions and distribute materials to educate CCA managers and employees on CCA’s policy regarding chronic and life-threatening illnesses and on the ways by which HIV can be transmitted and prevented.

CCA is following the progress of medical research onchronic and life threatening illnesses, including AIDS and HIV infection. If any significant developments occur, these guidelines will be modified accordingly. Any questions concerning chronic or life-threatening illnesses or related issues should be directed to Mr. Hubert Nwokolo, Director, Human Resources, (202) 263-3504.