Policy 4232.1 – Employee Human Immunodeficiency Virus (HIV) Infection
Employees identified with positive human immunodeficiency virus (HIV) will continue to be employed by the ÁùºÏ²Ê½á¹û½ñÆÚ and eligible for all rights, privileges and services provided by law and ÁùºÏ²Ê½á¹û½ñÆÚ policies.
An employee with HIV infection will be allowed to work in his/her regular work setting. If necessary, reasonable accommodations will be made for the employee unless such accommodations would impose an undue hardship to the ÁùºÏ²Ê½á¹û½ñÆÚ.
While recognizing that vomit, urine and saliva are not generally considered sources of bloodborne pathogens, all body fluids of employees will be considered potentially infectious. Proper precautions will be taken by all ÁùºÏ²Ê½á¹û½ñÆÚ employees when coming in contact with such body fluids in accordance with the ÁùºÏ²Ê½á¹û½ñÆÚ’s exposure control plan.
An employee infected with HIV is not required to disclose this information to the ÁùºÏ²Ê½á¹û½ñÆÚ. Should an employee decide to disclose his/her positive HIV status, the employee should contact the school nurse who will then discuss with the employee his/her rights and privileges.
Information concerning an employee’s HIV status shall remain confidential as required by law.
LEGAL REF.:
- Wisconsin Statutes
- Sections 103.15 (Restrictions on use of test for HIV or antibodies to HIV)
- 111.31 (Fair employment standards; nondiscrimination)
- 252.12 (Restrictions on use of HIV test)
- ILHR 32, Wisconsin Administrative Code (Bloodborne pathogens plan requirements
- 29CFR, Part 1910 – Subpart Z (Bloodborne pathogens plan requirements)
- Americans with Disabilities Act of 1990 (Disability discrimination)
CROSS REF.:
- 4110 Equal Opportunity and Affirmative Action
- 4231 Staff Physical Examinations
- 4260 Personnel Records
- ÁùºÏ²Ê½á¹û½ñÆÚ Exposure Control Plan
- Current Employee Agreements
ADMINISTRATIVE REGULATIONS: None
AFFIRMED: April 22, 1991
EVISED: June 27, 2000