Case Study

One of your employees has presently tested positive for the HIV/AIDS
Virus. Although he is still fully capable of performing his duties, another
employee has come to you and objected in working closely with him. How would
you respond?

If I will encounter this situation in the future, as an administrator, I will strongly

disagree with the idea of the employee that has come to me and objected working
closely with him. He would still be part of my company. Being an administrator, I have
the responsibility of providing a safe workplace for my employees but this responsibility
must not violate the rights of my employee who is HIV positive. Here in the Philippines,
we have the HIV/AIDS law which forbids workplace discrimination against people living
with HIV and this is the Philippine AIDS Prevention and Control Act of 1998 or Republic
Act 8504. The law stated that in any form from pre-employment to post-employment,
including hiring, promotion or assignment, based on the actual, perceived or suspected
HIV status of an individual, termination from work solely on the basis of HIV status is
also unlawful. I wouldn’t terminate him as long as he is doing his job safely and very
satisfactorily especially if he contributes a lot to the success of my company. If I’m going
to terminate him, he wouldn’t only lose his job, but also the opportunities waiting for him.
I don’t want to see anyone suffers financially and emotionally because of his situation in
which he is still capable of doing his job. I would talk to the employee who complains
about the situation and make him realize the possible impact if that HIV/AID positive
employee will be terminated. When regards to the welfare, health and safety of my other
employees, I will develop a workplace policy on HIV/AIDS. Appropriate awareness and
education programs will be conducted to inform my employees about AIDS and HIV
which will assist them to protect themselves against infection by HIV. Some health
protocol will also be established within the workplace. More so, I would also be
considerate that my company will offer all reasonable assistance which may include
counseling and sick leave. Employees living with HIV should be given help and
assistance and not be discriminated against. In this way, they will live their life in a
normal way.