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Accommodating Employees with HIV/AIDS Lou Orslene, MPIA, MSW, CPDM JAN Co-Director

Accommodating Employees with HIV/AIDS Lou Orslene, MPIA, MSW, CPDM JAN Co-Director. Job Accommodation Network. Established in 1983 as a national, free service Specialize in job accommodations and the employment provisions of the ADA Assist with the interactive process

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Accommodating Employees with HIV/AIDS Lou Orslene, MPIA, MSW, CPDM JAN Co-Director

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  1. Accommodating Employees with HIV/AIDS Lou Orslene, MPIA, MSW, CPDM JAN Co-Director

  2. Job Accommodation Network • Established in 1983 as a national, free service • Specialize in job accommodations and the employment provisions of the ADA • Assist with the interactive process • Give targeted technical assistance • Provide comprehensive resources • Maintain confidentiality • Communicate via telephone, chat, text, TTY, relay, email, and social networks • Offer live and archived training • Work as a partner in making model employers

  3. HIV/AIDS In the Workplace • What symptoms or limitations is the individual with HIV/AIDS experiencing? • How are these symptoms or limitations affecting job performance? • What accommodations are available to reduce or eliminate these problematic job tasks? • What are the workplace hazards and what measures can be taken to correct them?

  4. HIV/AIDS • Vision Impairment • Neurological Impairment • Cognitive Impairment • Depression • AIDS-Defining Cancers • Side Effects of Treatment Symptoms & Impairments • Flu-like Symptoms • Skin Rashes • Weight Loss • Fatigue • Chronic Diarrhea • Pneumonia

  5. HIV/AIDS Accommodations A computer operator was experiencing weight loss and chronic diarrhea. She was provided with an ergonomic chair with extra padding and began to change seating positions often.  This prevented her from getting sores from sitting in one position for prolonged periods of time.  Employee’s workstation was also moved closer to a restroom to provide her better access.  Cost was minimal.

  6. HIV/AIDS Accommodations A pharmacist was having difficulties standing for eight hours a day on atile floor.  This employee was responsible for filling prescriptions for medication.  The work area was carpeted using extra padding, which assisted in reducing fatigue and a sit/stand/ lean stool was purchased to assist employee when standing.  Employee was also permitted to take frequent rest breaks throughout the day.  This was possible since the employee cut his lunch hour down to 30 minutes, which provided him with 30 minutes that could be used at other times of the day whenever a break was needed.

  7. HIV/AIDS Accommodations A machine operator was experiencing difficulties remembering the steps involved in changing a part on his machine.  The employer provided the employee with a step by-step checklist and posted directions with the steps to change a part.

  8. HIV/AIDS Accommodations An accountant was experiencing eye sensitivity to fluorescent light in her office. As a result, she was unable to clearly view her computer screen or written materials due to glare. The accommodation solutions were to lower the wattage in the overhead lights, provide task lighting, and a computer screen glare guard.

  9. HIV/AIDS Accommodations A secretary with HIV could only go to the HIV clinic during work hours.  The employer provided the employee with a flexible work schedule, so that she could go to the clinic for medical attention and counseling.  The employee made up the hours throughout the week by staying later and by coming in early. 

  10. HIV/AIDS Positive and Proactive Practices • Develop and implement workplace policies and programs on HIV/AIDS • Educate your workforce about HIV/AIDS • Respond with “universal" precautions • Keep all medical information – including HIV/AIDS status – confidential • Understand direct threat under the Americans with Disabilities Act Amendments Act (ADAAA)

  11. How to Contact JAN • (800)526-7234 (V) & (877)781-9403 (TTY) • AskJAN.org & jan@askjan.org

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