09-15-1997 WS - Laserfiche WebLink

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U.S. Justice Department • Washington, DC 20530 202-514-0301 (Voice) 202-514-0301 (TDD) U.S. Department of Transportation 400 - 7th Street NW Washington, DC 20590 202-366-4011 Federal Communications Commission 1919 "M" Street NW Washington, DC 20054 202-632-7260 Individuals may also file a complaint with the Minnesota Department of Human Rights, Bremer Tower, St. Paul, MN 55101, 296-5663 (Voice) or 296-1283 (TTY). In accordance with MN 363.06, Subd. 3, the deadline for filing an unfair discriminatory practice complaint to the Department of Human Rights Commissioner is not later than one year from the date of the alleged discrimination. C. AIDS POLICY Revision History: 1997 AIDS (Acquired Immune Deficiency Syndrome) will be treated like any other catastrophic illness. Any employee with this condition is covered by City benefits and policies relating to insurance, health and disability, non-discrimination, and equal work opportunity. The City of Mounds View recognizes that AIDS and HIV positive persons pose significant issues in the workplace. In an effort to maintain a healthful and safe work environment, guidelines and procedures have been established for handling issues that arise when an employee is affected by the disease. POLICY GUIDELINES The City of Mounds View will treat all medical information obtained from employees with AIDS or HIV Positive with confidentiality, and in compliance with the law. Consistent with the commitment to maintaining a safe and healthful work environment for all employees, the City of Mounds View, with respect to group health and life insurance benefits, shall treat AIDS and HIV Positive persons the same as other life-threatening illnesses, such as cancer and advanced heart disease. The City of Mounds View recognizes that employees who have AIDS or are HIV Positive, continue to be valued employees of the City. This policy is based on respect for the individual employee and that any employee suffering from a potentially terminal illness may want to maintain a normal lifestyle for as long as the employee maintains acceptable performance standards and the medical evidence indicates that there is not safety threat to the employee or to others.