Treatment of an HIV/AIDS Patient .
SocioEconomic Impact of HIV/AIDS .
Grounds of Impossibility and Possibility of Dismissal .
8. Conclusion .
9. Bibliography .
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1. EXECUTIVE SUMMARY.
When HIV/AIDS becomes a matter of concern in the work place, a variety of personnel issues may arise. These issues should be addressed within the framework of existing procedures, guidance and regulations.
An organisation has to view a person infected with HIV as it does any healthy person and it has to view a person with AIDS as it does a person with Diabetics, Hypertension, Heart disease, Cancer etc, or any other disabilities.
Given the nature of the disease and the devastating effect it is already having in a society, every one has a responsibility to avoid the spread of HIV. An organisation has to ensure that staff and employees are well informed about HIV/AIDS through written information and training. .
Employees with HIV infection live for many years without any symptoms and people who develop AIDS live for a number of years after their diagnosis. So, employees with HIV/Aids must be allowed to continue working as longer they are able to maintain acceptable performance. Therefore, if the employee is able to perform his duties he/she should not be dismissed i.e. as a human being his basic rights and equality has to be respected. But if the employee is unable to perform his/her duties he/she can be dismissed procedurally according to the provision of the Eritrean Workers Association proposal and other code of good practices. .
2. INTRODUCTION:The awareness of HIV/AIDS in the developed world was in the last two decades. Medical professionals were conscious enough of its fast pandemic, while political figures were less conscious of the disease. Now HIV/AIDS has become an issue, which shifted in thinking so important. As the pandemic sweeps through all levels of the country's workforce, the long-term impact on the economy could be devastating.
