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other employees with medical conditions. <br />{d) Changes from Work Assignment. Departments considering ; n,;ge-~;~l;-a; job <br />restructuring, reassignment, or flexible scheduling for I-I1V-infected employees <br />should do so in the same manner as they would for other employees whose medical <br />conditions affect the employee's ability to perform in a safe and reliable manner. In <br />considering changes in work assignments, departments should observe established <br />policies governing qualification requirements, internal placement, and other staffing <br />requirements. <br />(e) Employee Conduct. There may be situations where fellow employees express <br />reluctance or threaten refusal to war•k with HIV- infected employees. Such reluctance is <br />often based on misinformation or lack of information about the transmission of HIV. In <br />situations where management determines that an employee's unwarranted threat or <br />refusal to work with an HIV- infected employee is impeding or disrupting the <br />department's work, management shall consider appropriate corrective or disciplinary <br />action against the tlu•eatening or disruptive employee as set forth in the Personnel <br />Ordinance. <br />(f) Insurance. HIV- infected employees can continue their coverage under the Eabarttts <br />County Group Health Insurance Plan in the same manner as other employees. Their <br />continued participation in this program would not be jeopardized solely because of <br />their medical condition. <br />(g) Disability Retirement. HIV- infected employees may Ue eligible for disability <br />retirement if their medical condition warrants and if they have the requisite years of <br />creditable service to qualify. Cabarrus County will make every effort to expedite any <br />application where the employee's ilhless is in an advanced stage and is life threatening. <br />(h) Health and Safety Standards. Health care workers, including emergency responders, <br />shall follow blood and body fluid precautions with all patients as set forth by the <br />Cabarrus Health Alliance and Division of Health Services Guidelines for Handling <br />Body Fluids, as may be amended from time to time. <br />Section 4. I/nforcement of Guidelines <br />(a) Refusal to Provide Care. Employees are expected to provide care or service to <br />clients/patients with [-ICV infection, ARC or AIDS as part of their regular work <br />responsibilities. hlevfever ~-t'rhere are some conditions an employee may have that <br />would exempt that employee from working with an AIDS patient or client. Such <br />determinations shall be made on an individual basis with the advice of a medical <br />professional. Refusal to provide care or service to I-IIV-infected, ARC or AIDS <br />clients/patients is grounds for disciplinary action, including immediate dismissal. <br />(b) Refusal to Follow Guidelines for Handling Body Fluids. Failure to follow the Cabarrus <br />Health Alliance and the Division of Health Services Guidelines for Handling Body <br />Fluids is also grounds far• disciplinary action, including immediate dismissal. <br />(c) Violatiart of Confidentiality. ~-set-ferNt-abeve; pPersonal information regarding <br />HIV- infection, ARC and AIDS is strictly confidential. In no circumstance will an <br />employee's or patient's/client's confidential information be disclosed to anyone except as <br />8G <br />Attachment number 5 <br />Page 214 of 362 <br />F-5 <br />