HIV and AIDS in the workplace

TABLE OF CONTENTS

I.  INTRODUCTION  3

  Purpose and Importance of the study  3

  Statement of the problem  3

  Alternatives and Criteria  4

  Limitations  4

II.  THEORETICAL OR PRACTICAL FOUNDATION  5

Introduction   5

  Theoretical or practical basis  5

III.  RESOLUTION PROCESS  8

Introduction   8

  Data  8

  Location of the data  8

IV.  ANALYSIS  9

Introduction   9

  Analysis of the alternatives  9

V.  CONCLUSION AND RECOMMENDATION  11

VI.  REFERENCES  13

2

I. INTRODUCTION

Purpose and Importance of the study

HIV / AIDS (Human Immunodeficiency Virus / Acquired Immune Deficiency Syndrome) have become a health and an economic problem in the business environment. The majority of large U.S. corporations already employ a significant number of people who are infected with HIV. Global statistics show that in 2003, 34.3 million people are living with HIV while in 1999, 5.4 million were living with the infection (AIDS Weekly Plus, 2003). As the epidemic spreads throughout the workforce, Human resources personnel and managers in general must be prepared to deal effectively with the issue of having employees infected with HIV or having AIDS. Statement of the problem

As mentioned, the virus HIV influences not only the internal system of an individual’s body, but the infection rate also affects business and the workplace. The cost of absenteeism, provision of hospital and medical care as well as training and wages for new employee’s replacements is enormous. Following table shows the percentages of HIV related costs.

It is estimated that by the end of the twentieth century HIV will cost American businesses about $55 billion in lost productivity, higher health and disability insurance premiums, additional expenditures for hiring and training new employees and diverse other costs (Backer, 1992). But moreover and more importantly, HIV at the workplace also leads to a notable ethical dilemma. There are different moral viewpoints as well as different interests that may conflict with those of another. Additionally, rights of employers and employees may conflict. An employer has the right to expect productivity and employees are permitted to a safe work environment as well as not being discriminated. Therefor making ethical decisions in the workplace is not a simple, but a very important matter. Alternatives and Criteria

In order to improve making ethical decisions in the workplace, there are different alternatives that need to be considered. One alternative is to have corporate regulations and programs that address this change in the business environment. Training of current employee’s legal and ethical skills regarding the issue, or even start to train and prepare business school students that will become future managers are important factors as well. Criteria that are used in this research paper are discrimination laws that cover HIV and AIDS at the workplace, HIV testing regulations, confidentiality issues and legal rights of coemployees. Limitations

In this research paper, limited alternatives are generated. It is clear that Human Resources and Managers have to react to the changed environment through the HIV disease. It should not be a choice what alternative to pick, but more an effort of taking broad action to be able to ensure a productive, safe and healthy workplace. For this reason, it has to be looked at different approaches instead of alternatives. Another limitation is that state laws as

4