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The American College Health Association recommends that institutions not adopt blanket policies concerning students with AIDS or HIV infections. Instead, the Association suggests that certain guidelines be followed (specific information may be obtained from the Director of Student Health Services) and that institutions act on the basis of facts found in each particular case.
UW-Parkside's handling of AIDS and HIV infected students will be guided by the following:
As with any medical condition, care must be taken to preserve the confidentiality of a person with HIV infection. University personnel should take whatever measures they reasonably can to prevent unwarranted disclosure of the health status of any member of the Parkside community with HIV infection. Knowledge of HIV infection in any member of the university community should not be disclosed without that individual's consent except where such disclosure is required by law. All medical records of persons with HIV infection, as with any medical information, are to remain confidential. Students with concerns regarding the actions of any person with or suspected of having HIV infection should address these concerns to the Director of Student Health and Counseling Center. Faculty and staff with such concerns may address them to their immediate supervisor, the previous two individuals, or Director of Human Resources.
Education and Prevention
Policies developed by the University, and changes therein, are to be distributed to all students, staff, and faculty through the Office of the Chancellor. This information should be made available to others upon request.
The Office of Student Life and its Student Health and Counseling Center unit are principally responsible for development and distribution of educational material regarding AIDS and HIV infection and for recommending appropriate changes in the guidelines put forth in this document. In its educational material the University should emphasize the lack of potential for contracting HIV infection from casual contact, the benefits and limitations of safer sex practices, and the high risk of infection from intravenous drug use.
There has been no reported case of HIV infection resulting from casual contact in school, employment, or any other setting, nor does it appear that there is any risk of infection from such contact. Therefore, students, staff, and faculty are expected to attend class and to work with a student or employee known to have HIV infection. Discrimination against those with HIV infection will not be tolerated by the University.
Students, staff, and faculty with HIV infection should take whatever precautions necessary to ensure that they do not endanger others or place themselves at greater risk. Any member of the University community desiring information, counseling, or medical evaluation regarding HIV infection is encouraged to contact UW-Parkside Student Health and Counseling Center or the state or local health department to determine the location of one of the HIV Antibody Counseling and Testing Sites. Such persons are assured that their cases will be handled with the strictest degree of confidentiality prescribed by law.
Disease Prevention Precautions in Research Labs, Instructional, and Other Campus Settings
The following guidelines should be adhered to in settings in which the possibility of exposure to HIV infection exists:
Aids and the Preschool & Children's Center
Not one case of AIDS is known to have been transmitted in a school or child care setting. AIDS is not spread through the kind of contact children have with each other such as touching, hugging or sharing equipment and bathrooms. Children with this disease must be allowed to live normal and dignified lives. They must be nurtured, helped to grow and develop, allowed to interact with peers and encouraged to enjoy and participate in all activities of childhood.
The University of Wisconsin-Parkside Preschool & Children's Center will allow enrollment of known HIV infected children based on the appropriateness of the situation. Each child's participation will be determined on a case-by-case basis following discussions with the child's parents, physician(s), and, if necessary, local or state health authorities. HIV infected children would be permitted to attend school unless prevented from doing so because of weakness or poor health. Infected children who lack toilet training, have chronic diarrhea or incontinence, display behavioral problems such as biting, have open or draining sores, or in any way pose a danger of transmitting the virus to others, may be excluded.
In order to protect the privacy of the situation, a child's medical condition and HIV status will be kept confidential. The Preschool & Children's Center's administration and the child's teacher would be the only individuals made aware of the circumstances so that a procedure may be followed to minimize exposure of others to the blood and body fluids of the HIV infected child.
At the present time, it is not considered necessary to routinely screen children for HIV infection prior to their placement in a child care program. If clinical conditions warrant screening (as where a child is a hemophiliac or one with an infected parent), HIV antibody testing would be strongly recommended.
Procedures to prevent the spread of infection are followed on a routine basis. The Preschool & Children's Center does not provide care for sick children, so those with symptoms of illness are excluded from the program until they are well. All children should have been administered appropriate immunizations prior to enrollment at the Preschool & Children's Center, even HIV infected children, although the usual immunization schedule may be altered because they cannot receive live virus vaccines. staff are required to follow careful hand washing procedures and handle blood and body fluids with extreme caution. The measures are designed to help control the spread of all infectious diseases and maintain a healthy environment for every child enrolled.
Adults with HIV infection may continue their contact with children providing they do not have any coexisting communicable disease, weeping skin lesions, or other conditions that would allow contact with their body fluids by others. These adults must be responsible for proper hygiene and maintain overall good health.
Aids and Employment
There is no current evidence that AIDS can be spread by casual contact as on finds in a work environment. There are, nevertheless, certain responsibilities placed on employers to provide a safe work environment for employee. The following recommendations on policy relating to employment are based upon current knowledge of the disease and law governing employee and employer rights, duties, and responsibilities.
Recruitment/Selection. The State of Wisconsin (SS103.15) prohibits employers from directly or indirectly requiring HIV or HIV antibody testing as a condition of employment of an employee who obtains a test for the presence of HIV or on antibody to HIV.
Employees with AIDS or HIV Infection. University personnel who recognize they could be at high risk of HIV infection are strongly encouraged to have themselves tested. Employees maintain the right to keep the AIDS testing and diagnosis confidential.
Because persons infected with HIV may be at increased risk of acquiring opportunistic infections, they are expected to consult with their personal physician(s) to determine whether they can adequately and safely continue to perform in their work assignment.
Employees, whether or not they have HIV infection, have rights under the Employee Right to Know Law to obtain information regarding infectious agents in the work place. Employees may obtain this information by submitting a request for the information in writing to a supervisor. Employees with HIV infection are encouraged to request this information and need not disclose their HIV status in doing so.
Accommodations. University employees known to have HIV infection shall not be restricted from working solely because of their HIV status. Such employees will be encouraged to work as long as their work performance is satisfactory.
The University will seek to accommodate an employee with HIV infection on a case-by-case basis given medical information available and with the best interests of all parties concerned taken into account. The University reserves the right to require an employee to undergo a medical evaluation by a physician of its designation. Restrictions, if any, on an employee's ability to work resulting from AIDS related complications will be evaluated with due regard for risk to the individual, co-workers or to the public.
Accommodations would typically follow a pattern established for all other ailments where communicable transmission and the disabling nature of the illness is involved.
Supervisors who are apprised of any employee handicap situation are encouraged to work with the appropriate administrative personnel in determining what accommodations, if any, are required. Operational requirements of the position must still be met after reasonable accommodations are made. Supervisors are expected to respect the confidentiality of any employee's status.
Medical records identifying employees having HIV infection shall be given special confidentiality which will include efforts to separate the filing of such records outside the purview of the regular individual personnel record system. Such records will be released only with the consent of the employee except when otherwise required by law.
Staff Training and Counseling. Updated information on HIV infection shall be provided to all employees, faculty, academic and classified staff including the University's policy and expectations of managers. The Department of Employment Relations recommends that managers and supervisors be required to attend training sessions. Employees with HIV infection should be referred to personnel for counseling and assistance on benefits including sick leave, life and health insurance, alternative work patterns, disability leave and other benefits. Education about HlV infection and AIDS should be included as part of orientation of resident hall staff and new employees, faculty and staff.
Reporting potential exposure. In campus departments where employees might come in contact with blood or other body fluids, a protocol should exist to handle exposure to HIV. Departments will be encouraged to instruct employees on procedures to minimize their risk and on appropriate procedures to take after a possible exposure. Employees should notify their supervisors immediately each time a potential exposure occurs and are further encouraged to seek medical advice from their personal physician.
Grievance procedures. The University shall communicate the availability of a grievance procedure as related to the possible discriminatory impact of an HIV infection situation. The current affirmative action plan should be expanded to specifically include AIDS as an issue to be addressed through current grievance procedures.