Human Immunodeficiency Virus (HIV)
December is HIV/AIDS Awareness Month. You can learn more about accommodating employees in the workplace.
About Human Immunodeficiency Virus (HIV)
HIV (Human Immunodeficiency Virus), the virus that causes AIDS, is a life-long disease that compromises the body’s immune system, making it difficult to fight-off illnesses and other diseases. HIV infection leads to AIDS (Acquired Immunodeficiency Syndrome) when the CD4 cells, also known as T Cells, of the immune system are destroyed to the point where the body cannot fight off infections and diseases. AIDS in the final stage of HIV infection. Due to improved treatment, many individuals with HIV continue to work without needing any accommodations.
Human Immunodeficiency Virus (HIV) and the Americans with Disabilities Act
The ADA does not contain a definitive list of medical conditions that constitute disabilities. Instead, the ADA defines a person with a disability as someone who (1) has a physical or mental impairment that substantially limits one or more “major life activities,” (2) has a record of such an impairment, or (3) is regarded as having such an impairment. For more information about how to determine whether a person has a disability under the ADA, see How to Determine Whether a Person Has a Disability under the Americans with Disabilities Act Amendments Act (ADAAA).
People with HIV/AIDS may develop some of the limitations discussed below, but seldom develop all of them. Also, the degree of limitation will vary among individuals. Be aware that not all people who are aging will need accommodations to perform their jobs and many others may only need a few accommodations. The following is only a sample of the possibilities available. Numerous other accommodation solutions may exist.
Accommodating Employees with Human Immunodeficiency Virus (HIV)
People with HIV/AIDS may develop some of the limitations discussed below, but seldom develop all of them. Also, the degree of limitation will vary among individuals. Be aware that not all people who are aging will need accommodations to perform their jobs and many others may only need a few accommodations. The following is only a sample of the possibilities available. Numerous other accommodation solutions may exist.
Questions to Consider:
- What limitations is the employee experiencing?
- How do these limitations affect the employee and the employee’s job performance?
- What specific job tasks are problematic as a result of these limitations?
- What accommodations are available to reduce or eliminate these problems? Are all possible resources being used to determine possible accommodations?
- Once accommodations are in place, would it be useful to meet with the employee to evaluate the effectiveness of the accommodations and to determine whether additional accommodations are needed?
- Do supervisory personnel and employees need training?
We are excited to partner with Fun & Friends to promote shopping local with businesses that employ people with disabilities this holiday season and year round! The mission of Fun and Friends is to strengthen our community through social programming for both families of a child with a disability as well as individuals with disabilities themselves.
Employment Disability Resources is proud to offer the Disability Inclusion Partner program!
In partnership with the Sioux Falls Disability Awareness and Accessibility Review Board (DAARB), we give local businesses who employ one or more people with disabilities an award to acknowledge and celebrate their diverse, inclusive workplace culture. Watch for the “Disability Inclusion Partner” sticker on the doors of local businesses.
Businesses that recently received a Disability Inclusion Partner award:
- Kwik Star, 6301 E. 41st Street
- Kwik Star, 7703 S. Bergamot Avenue
For more information about employing individuals with disabilities, please contact:
Vicki Stewart, Executive Director
Employment Disability Resources
2900 W. 11th Street, Suite 101, Sioux Falls, SD 57104
605-215-1760 or [email protected]
