If an employee has AIDS - column

If an employee has AIDS

A major metropolitan New York-based publishing company had its first encounter with AIDS about a month ago, before management had had an opportunity to compare notes with what other companies were doing. One of their graphic artists took a company physical, required by the company annually, and during that process was found to have AIDS. The employee felt fine and was able to work, but the company panicked. They immediately offered him a leave of absence and continuation of medical benefits, although the employee would have been happier to continue working. The company applied pressure and the employee took the leave. However, shortly thereafter the individual decided to discuss his rights with an attorney. This company is now in the midst of a major lawsuit over the manner in which this particular case was handled.

"About two months ago an employee walked into my office, first thing in the morning, and announced that she had AIDS. As if that wasn't enough of a shock, she is also pregnant.' Not knowing what to do, I got on the phone to our attorney, who advised that we not do anything. He said that she should be allowed to work as long as she wishes, and that we should continue to treat her as before. We have not announced to any employees that this individual has AIDS because we fear that people will panic. The only complication facing us now is that she is considering an abortion, and our medical insurance may not cover the expenses to the extent that they would if she delivers. It's a matter that we are still trying to straighten out.'

When three people working at the offices of a Midwestern book publishing company were discovered to have AIDS, the company decided to let them determine their own fates. Two opted to take short-and long-term disability benefits; of those two, one has since died. The third individual decided to continue to work until no longer able, then resigned and went to live with family in another city. None of these three wanted their fellow employees to know of their illness.

Major publishing companies have not yet come to grips with the nation's most serious public health problem: Acquired Immune Deficiency Syndrome, or AIDS. Although the disease will likely cost publishers hundreds of thousands of dollars over the next few years in lost productivity, skyrocketing insurance rates, and the loss of well-trained employees, few companies--as the foregoing examples illustrate-- have developed policies that address the crisis.

In fact, it appears that most publishers are loath even to discuss the topic. Of the seven major publishing companies contacted for this article, only one was willing to provide information on its response to the AIDS issue. Apparently, many companies are hiding their heads in the sand, hoping AIDS will be brought under control before it hits their work force. This attitude only ensures that they will be completely unprepared when it does.

Devising a plan to cope with AIDS is clearly a management responsibility, and it should begin with employee education. Fortunately, there are many public and private resources available. The U. S. Surgeon General's report on AIDS is free for the asking. To obtain a copy, write to the U. S. Public Health Service Public Affairs Office, Hubert Humphrey Building, Room 725-H, 200 Independence Avenue SW, Washington, D. C. 20201. There is now an AIDS hotline in almost every state, and the National AIDS Network can supply you with information on request. The number is 202-347-0390.

Reader's Digest, which has a very progressive attitude about AIDS, runs educational ads on the subject. In addition, the association will send educational literature to any company that asks for it. This material can be used to help teach employees.

The information provided by Reader's Digest points out, for example, that HIV, the virus that causes AIDS, is not spread through casual contact on the job. Nor is it spread by toilet seats, handshakes, hugs, casual kissing, drinking from the same glass or eating from the same dish, or by food handlers in restaurants--all fears some employees might have.

Reader's Digest has had some cases of AIDS and has handled them like a disability.

There are several good ways to start the employee education process at your company: Send literature, such as that described above, to employees' homes, provide informational seminars, publish articles in employee publications, or conduct an internal AIDS educational conference.

Developing a formal company policy on AIDS will be more difficult. You will need to be especially mindful of how your words will be interpreted-- or misinterpreted--by your employees. A draft of anything you create should be reviewed by an individual who is experienced in the creation of policies of this type.

There are some questions that must be answered before you begin writing your policy:

How do we want to handle an AIDS employee?

Should they be treated any differently than any other employee with a life-threatening disease--and if so, how?

Will we continue to allow them to work? How will we accommodate a reduced work schedule as the disease continues to progress?

How do we handle those employees who don't want to work with an AIDS victim? Should we force them to, or reassign them?

To what extent do we want to be responsible for the medical bills of an AIDS employee? Is our current insurance adequate? How will our decision impact our future insurance costs?

Have we addressed what effect an AIDS employee will have on the productivity of the company in total?

What, if anything, do we do to assist the family of the AIDS victim?

A fairly simple policy--one that many companies are opting for--allows for AIDS employees to be treated as any other employee with a disabling condition. They are given short- and long-term disability benefits and medical coverage, and are either released from work entirely or placed on a reduced work schedule until their physicians deem otherwise. This approach gives the AIDS employee equal treatment with other disabled employees. Although in many cases the financial burden of the disease is far greater than what the company covers, the AIDS employee will likely be appreciative of the company's support.

But until there is a medical break-through of significance, however, it makes good business sense for publishing companies to educate their employees and develop policies to address the disease.

Photo: The first copy of the AIDS guide prepared by Reader's Digest and the World Health Organization is available free of charge. Additional copies are offered at a nominal fee through the reprint editor, Reader's Digest, Pleasantville, N.Y. 10570.

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