• Policies & Benefits Manual
• Introduction
• Policies & Procedures
  • Access to Personnel Files
  • AIDS Policy
  • Anti-Harassment
  • Nondiscrimination Policy
  • Attendance/Tardiness
  • Break In Service
  • Business Code of Ethics
  • Change of Personnel Data
  • Confidentiality Policy
  • CORI Policy
  • Court Service & Jury Duty
  • Direct Deposit
  • Drug/Alcohol Free Workplace
  • Emergency Crisis
  • Employee Referral Bonus Program
  • Employment at Will
  • Employment of Relatives (Nepotism)
  • Equal Employment Opportunity/Affirmative Action
  • Grievance Procedure
  • HIPAA Privacy Policy
  • Hours of Work
  • Identification Card
  • Immigration Reform and Control Act of 1986
  • Inclement Weather
  • Introductory Period
  • New Employee Orientation
  • Overtime Pay
  • Parking
  • Pay Checks
  • Performance Appraisal
  • Promotions, Reclassification of Position & Transfers
  • Reduction in Force
  • Smoking Policy
  • Termination of Employment
  • Time Recording
  • Types of Positions
  • Work Behavior/Discipline
  • Workplace Violence Policy
• Benefits
• Salary Administration
• Exhibits

AIDS Policy

Employees diagnosed as infected with the human immunodeficiency virus (HIV), as having the acquired immune deficiency syndrome (AIDS), as having an AIDS-related condition, or as having any other life-threatening illness (including but not limited to such illnesses as cancer and heart disease) shall be treated in the same manner as any other employee.

WPI recognizes that an employee with such a condition may wish to continue working for as long as, and to the extent that, his or her physical and mental condition allows.

As long as such employees are able to meet acceptable standards of performance and medical evidence indicates that their condition is not a threat to themselves or to others, they will be permitted to continue working. All co-workers should be sensitive to such an employee’s condition and ensure that he or she is treated in a manner consistent with other employees. WPI condemns any harassment or abusive behavior directed at such employees and will use all means at its disposal to deal swiftly with such occurrences.

The Vice President for Human Resources is available to assist any individual needing assistance in connection with medical forms, medical leave or other benefit matters and in referring the individual to agencies and organizations offering competent support services.

When dealing with situations involving individuals with AIDS/HIV or other life-threatening illnesses, all employees should:

• Remember that the individual’s health condition is personal and confidential and that precautions must be taken to protect the confidentiality of any information regarding an individual’s health or medical condition.
• Know that WPI is prepared to make reasonable accommodation for such individuals.
• Support WPI’s position in these matters when dealing with individual concerns so that we take care not to reinforce any unreasonable fears that may develop in the office. Current medical and scientific opinion, (including statements from U.S. Public Health Service, Centers for Disease Control and Prevention,) concludes that there is no reason to believe that HIV and AIDS are casually transmitted in ordinary social or occupational settings or conditions. No special consideration can be given to employees who express a fear of working with persons diagnosed as infected by HIV, as having AIDS, or as having an AIDS-related condition.

Maintained by webmaster@wpi.edu
Last modified: November 11, 2008 09:25:59