The Education of A.I.D.S Discrimination
Employees are being discriminated against for their infectious illness known as A.I.D.S. They are labeled incapable of performing the tasks they pursued before they were recognized as being infected. The confidentiality of an employee is a private matter and very personal. There are many different kinds of prejudice but not one as deadly as A.I.D.S Discrimination. The emotional trauma and future of employment play a giant role in the inflicted. Health Policies through job-related fields must learn to recognize that like other illnesses, A.I.D.S does not forbid an employee of performing his or her duties. It is the most altering form of discrimination because of the fact that every time a person finds out they are positive, the opinions of those who surround them are likely to change. The working class is the most susceptible to this form of discrimination. The every day environment of an employee with A.I.D.S
is also the work grounds for someone who isn't infected with A.I.D.S. A.I.D.S Discrimination in a job-related atmosphere is due to lack of education and sensitivity.
The infection of HIV does not reduce an employee's efficiency from satisfactory to intolerable. An employee should not be denied employment or promotion if they are not flawed by HIV. Some employees are not stripped of their capacities to perform even though they are infected with HIV (Lewy 2). Why should the employee health benefits be altered because of the nature of the disease. The majority of employee policies offered cover catastrophic illness with only ten percent covering A.I.D.S. One particular policy states that people do not become infected through usual behavior in a working environment. This illustrates that A.I.D.S patients are protected under disability law and are entitled to the same medical benefits (Karr A1). Policies must be issued...