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When deemed necessary, the Cabarrus 1-Iealth Alliance will conduct educational training programs for County t~ttgltet+t-the-vttric~t+s departments.-o~tliar+tts-C-euftty goat;-ttent- (b) Counseling. Cabarrus County is prepared to assist employees seeking information and counseling on AIDS. (c) Sources of Information and Educational Materials. The Cabarrus 1-Iealtit Alliance acts as Cabarrus County's clearing house for information on AIDS and will provide the County with current CDC and Department of Huntau Resources' information ou AIDS. Sections 3. Personnel Management Issues and Considerations When 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 ordinances, procedures, guidelines, statutes, case law and regulations. The resolution of a specific pref3lew~ issue must be based on a thorough assess-nent e€~t-}~Fek~lertt-and how it is affected by contemporary information and guidance about AIDS, current law and regulation bearing on the involved issue, and the County=s-ewtt policies attd needs. (a) Employee's Ability to Work. An HIV- infected employee may develop a variety of medical conditions. These conditions range from immunological and/or neurological impairment in early stages of HIV infection to clinically diagnosed AIDS. At some point, a concern may arise whether such an employee, given Iris-ot-he~their medical condition, can perform the duties of 1}is-er• Iter their position in a safe and reliable manner. This concern would typically arise at a point when the HN- infected employee suffers health problems which affect his or her ability to report for duly or perform. k~tte#et~-~ieetiet~-e , • It is ~Iy the employee's responsibility to produce medical documentation regarding the extent to which a medical condition is affecting the availability for duty or job performance. I=IeweveHVWhen the-an employee does not produce sufficient documentation to allow department management to make an informed decision about the extent of the employee's capabilities, the department may offer, and in some cases order, the employee to undergo a medical examination. Accurate and timely medical information will allow the depat•tment to considet• alternatives to keeping the employee in-his-e~her-their position +f when there are seriet~uestiens concerns about safe and reliable performance. It may also help determine whether the HTV- infected employee's medical condition is sufficiently disabling to entitle the employee to disability retirement. (b) Privacy and Confidentiality. The statutes of North Carolina make it clear that all information and records that identify a person who has ATDS or who has or may have any other reportable disease or condition, "shall be strictly confidential." The statute speNs-ettt identities ways that information about AIDS may be released. The County Attorney and Health Director must be consulted I3before any information is released concerning any persatt with AIDS;. tlte-Bepa••'•~~°•~1-at=atlter-Eettrtty et~t~loyee-tutfst-e-ettst+lt-~vitlt-the-l-Iett•Itlt-l:}ireeter-~cl-tlte-Eett+tt-y-A~r+tey- (c) Leave Administration. HIV- infected employees may request sick leave or leave without pay to pursue medical care or to recuperate from the ill effects of his or her medical condition. •ht--these-s-itttat~ens-tThe department head or supervisor shall make its determination on wlteHier-tE,-gt~tttt granting oFleave in the same manner as it would for 85 F-5 Attachment number 5 Page 213 of 362