Edit Georgetown University home pageSearch: Full text searchSite Index: Find a web site by name or keywordSite Map: Overview of main pagesDirectory: Find a person; contact usAbout this site: Copyright, disclaimer, policies, terms of use Georgetown University: Human Resources Policy Manual
Georgetown University  |    Human Resources
Search Policies:
By KeyWords

Section 100:
Section 200:
Hiring and Employment
Section 300:
Employee Relations
Section 400:
Professional Conduct
Section 500:
Employee Development
Section 600:
Time Away From Work
Section 700:
Section 800:
Work Hours and Pay Practices
Section 900:
Health & Safety

901: Injury on the Job (See Policy 613 - Pdf)

902: Faculty and Staff Assistance Program

903: Controlled Substance and Alcohol Use Prohibition and Testing for Motor Vehicle Operators

904: Employees with Human Immunodeficiency Virus (HIV) Disease

1002: Smoking

1003: Drug Free Workplace

Section 1000:
University Policies
Printer Friendly Version [Click Here]

Human Resources Manual > Health and Safety > Employees With Human Immunodeficiency Viral (HIV) Disease
Policy Number: 904 Effective Date: 04/30/2003
New: Revised: x

904.1 STATEMENT Georgetown University has established guidelines concerning employment of individuals infected with the AIDS virus.  The guidelines are based on prevailing medical and legal information. 
904.2 PHILOSOPHY The prevailing medical and scientific opinion indicates that individuals who are HIV positive or who have AIDS do not usually pose a health risk in the workplace.  However, the University recognizes that employees are concerned about the impact of AIDS in the workplace—in terms of potential infection and avoiding serious health hazards.  The University's guidelines address these concerns as well as the rights of HIV-infected employees. 
904.3 PROCEDURES Employees with HIV Disease
An employee who has Human Immunodeficiency Virus (HIV) Disease may continue regular employment activities without restriction provided the individual:
  • is physically able to perform essential job duties, and
  • does not pose a direct threat to the health or safety of self or others.
Departments will endeavor to reasonably accommodate employees who have HIV disease.  Before taking any adverse action related to the employee's HIV status, departments will contact the Human Resources department (and Affirmative Action Office, where appropriate). 

Administrators, supervisors and other staff employees should act with compassion and understanding in making work-related decisions regarding an employee with HIV disease. 

Employees with HIV disease will not be restricted from access to instructional, recreational, dining, or other areas. 

In connection with the employment of individuals with HIV disease, the University will consider applicable public health service recommendations, and medical and scientific information 

The existence and identity of employees with HIV disease should be kept confidential whenever possible.  To protect the privacy and avoid unnecessary fear and anxiety in the work environment, this information should be provided to only those within the University who have a business need to know, and to individuals outside the University consistent with applicable law or government regulations. 

The University will provide training concerning safety in the work environment, including issues related to HIV disease, as appropriate. 

Medical Testing
The University does not require testing of employees for the HIV antibody.  The University encourages employees with HIV disease to obtain regular medical follow-up.

Reporting Requirements
The University will follow required public health reporting requirements concerning HIV and AIDS.

904.4 RESPONSIBILITY The Human Resources Department has  responsibility for employment issues concerning individuals with HIV disease.  The Human Resources Department and the Affirmative Action Office are responsible for advising departments concerning reasonable accommodation of individuals with HIV disease.  The Office of Risk Services is responsible for medical issues concerning employment of persons with HIV disease.
904.5 RESOURCE For more information please consult:
  • The Human Resources department or University Affirmative Action Office for information concerning reasonable accommodation of employees with HIV.
  • The Faculty and Staff Assistance Program to assist employees with HIV disease or employees with family members who have HIV.

  Human Resources, 37th & O St, Georgetown University, Washington, DC 20057
Phone: (202) 687-2500 Fax: (202) 687-2389 Email: Contact Us