The Education Of A.I.D.S Discrimination

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employee should not be denied employment or
promotion if they are not flawed by HIV. Some employees are not stripped of
their capacities to perform even though they are infected with HIV(Lewy 2). Why
should the employee health benefits be altered because of the nature of the
disease. The majority of employee policies offered cover catastrophic illness
with only ten percent covering A.I.D.S. One particular policy states that
people do not become infected through usual behavior in a working environment.
This illustrates that A.I.D.S patients are protected under disability law and
are entitled to the same medical benefits (Karr A1). Policies must be issued to
protect the inflicted. A Department of Health and Human Services review board
has ruled "discrimination against someone who's HIV-positive is illegal" (Kolasa
63). Where does it say that unless the infected is under employment? The main
thing
to understand is that it doesn't. Eileen Kolasa reminds us of a law ...

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to any company with
twenty-five or more employees. This legislation forbids discrimination against
any disability or chronic disease. The interesting fine print is that it
specifically mentions A.I.D.S. within its text(Pogash 77). The policies do mot
automatically make the routines of companies more likely to accept them. Wyatt
John Bunker explains from Karrs article "the gold standard isn't whether
companies have a policy, but how they handle A.I.D.S. on a day to day basis"
(A1). One of the first A.I.D.S. discrimination cases that was filed was against
United Airlines. Two pilots were prohibited from flying due to the fact that
they were HIV-positive. James F. Peltz and ...

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