The Education Of AIDS Discrimination Essay Research

  • Просмотров 126
  • Скачиваний 4
  • Размер файла 17
    Кб

The Education Of A.I.D.S Discrimination Essay, Research Paper The Education of A.I.D.S Discrimination Employees are being discriminated against for their infectious illness known as A.I.D.S. They are labeled incapable of performing the tasks they pursued before they were recognized as being infected. The confidentiality of an employee is a private matter and very personal. There aremany different kinds of prejudice but not one as deadly as A.I.D.S Discrimination. The emotional trauma and future ofemployment play a giant role in the inflicted. Health policies through job-related fields must learn to recognize that like other illnesses, A.I.D.S does not forbid an employee of performing his or her duties. It is the most altering form of discrimination because of the fact that

every time a person finds out they are positive, the opinions of those who surround them are likely to change. The working class is the most susceptible to this form of discrimination. The every day environment of an employee with A.I.D.S is also the work grounds for someone who isn’tinfected with A.I.D.S. A.I.D.S Discrimination in a job-related atmosphere is due to lack of education and sensitivity. The infection of HIV does not reduce an employee’sefficiency from satisfactory to intolerable. An 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 ofdirect meaning “HIV is a handicap protected under federal law” (66). The American

justice system is what decides the fate of the infected. The challenge of bringing an A.I.D.S discrimination case in court has become very common in the United States. Such actions have been victorious and have helped pass revised Disability Acts which applies to all diseases (Annas 592). Even though the infected are defended under law, it still violates a person’s human rights of personal health secrecy. This discrimination has not received attention as aform of human-rights violation. The government and court systems have helped essentially, but discrimination also affects medical care. Physicians and lawyers should promote the interests of the sick as well (Annas 592). Revealing this condition is a serious decision to make. The possibilities of acceptance will differ in the

lives of many HIV-positive employees. Helen Lippman, senior editor of RN magazine replies: If legislation were passed requiring health-care providers to report their HIV status, nearly four in ten respondents say that they would report a suspected violation. (32) The tutelage of A.I.D.S at a job can considerably change attitudes of credibility. The Americans With Disability Actgoverns 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