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# JAN’S ACCOMMODATION FACT SHEET SERIES

**Job Accommodations for People**

**with HIV/AIDS**

HIV is the human immunodeficiency virus. It is the virus that can lead to acquired immune deficiency syndrome, or AIDS. AIDS is the late stage of HIV infection, when a person’s immune system is severely damaged and has difficulty fighting diseases and certain cancers.

Individuals with HIV or AIDS may experience weight loss, difficulty with activities of daily living, vision impairment, photosensitivity, fatigue and weakness, cognitive impairment, respiratory impairment, skin infections, fever, stress intolerance, and other individual limitations. 

The following is a quick overview of some of the job accommodations that might be useful for employees with HIV/AIDS. For a more in depth discussion, access JAN's publications at http://askjan.org/media/atoz.htm.  To discuss an accommodation situation with a consultant, contact JAN directly.

**Weight Loss Management:**

· Provide ergonomic chair with extra padding, arm supports, and equipment to alternate working positions (e.g., sitting & standing) to prevent sores from forming

· Provide access to refrigerator to store food supplements or medications

**Activities of Daily Living:**

· Allow use of a personal attendant at work

· Allow use of a service animal at work

· Make sure the facility is accessible

· Move workstation closer to the restroom

· Allow longer breaks

· Refer to appropriate community services 

**Vision Impairment**: For those who benefit from magnification and other modifications

*Reading information from computer screen*

· Provide equipment such as external screen magnifier, screen magnification software, larger sized monitor, anti-glare or anti-radiation computer screen guard, special computer glasses to reduce glare, and high resolution monitor 

· Change font size or contrast in existing software application

· Allow frequent breaks to rest eyes when fatigue is a factor

· Provide additional training

For a more detailed description of accommodation ideas for vision impairments, including ideas to accommodate individuals who do not benefit from magnification, see “Employees with Vision Impairments” at: http://askjan.org/media/Sight.html

**Photosensitivity:**

· Provide lower wattage overhead lights, task lighting, broad spectrum lighting, flicker free lighting, and optical wear (protective eye glasses)

· Move work station to another area 

· Place blinds on windows

· Provide cubicle shield to block overhead light 

**Fatigue/Weakness:**

· Reduce or eliminate physical exertion and workplace stress 

· Schedule periodic rest breaks away from the workstation

· Allow a flexible work schedule and flexible use of leave time

· Allow work from home

· Implement ergonomic workstation design

· Provide a scooter or other mobility aid if walking cannot be reduced

**Cognitive Impairment:**

· Provide written job instructions when possible

· Prioritize job assignments 

· Allow flexible work hours 

· Allow periodic rest breaks to reorient 

· Provide memory aids, such as schedulers or organizers

· Minimize distractions 

· Allow a self-paced workload 

· Reduce job stress 

· Provide more structure 

**Respiratory Impairment:**

· Provide good ventilation

· Provide a clean work environment free from dust, smoke, odor, and fumes (air purifier, appropriate ventilation, working windows, etc.)

· Avoid temperature extremes

· Educate coworkers to wash hands frequently and to stay at home if sick

· Provide additional rest breaks to get fresh air or to take medication

**Skin Infections:**

· Avoid infectious agents and chemicals

· Avoid invasive procedures (activities that could be harmful to person due to a skin condition)

**Fever:**

· Allow flexible work hours

· Allow work at home

**Stress Intolerance:**

· Identify stressors and reduce stress

· Educate coworkers, but keep person and his/her condition confidential

· Offer peer counseling, telephone calls to emotional supports, an open door policy to supervisor, negotiating time for accommodations, and time off for counseling or therapy

· Provide praise and positive reinforcement 

**Other Medical Considerations:**

· Provide flexible work schedule

· Allow time off from work to seek medical care

· Consider reassignment

**Resources Specifically for People with HIV/AIDS**

**Centers for Disease Control and Prevention (CDC)**1600 Clifton Road, N.E.

Atlanta, GA 30333Toll Free: (800)232-4636

TTY: (888)232-6348

cdcinfo@cdc.gov

http://www.cdc.gov/hiv/default.htm

**National Association of People with AIDS (NAPWA)**8401 Colesville Road, Suite 505 

Silver Spring, MD 20910

Toll Free: (866)846-9366Direct: (240)247-0880

http://www.napwa.org

**National Minority AIDS Council (NMAC)**1931 13th Street, NWWashington, DC 20009-4432Direct: (202)483-6622

info@nmac.orghttp://www.nmac.org

**The Well Project**

Toll Free: (888)616-WELL (9355)

info@thewellproject.org

http://www.thewellproject.org

Updated 3/25/11.

This document was developed by the Job Accommodation Network, funded by a contract agreement from the U.S. Department of Labor, Office of Disability Employment Policy (DOL079RP20426). The opinions expressed herein do not necessarily reflect the position or policy of the U.S. Department of Labor. Nor does mention of trade names, commercial products, or organizations imply endorsement by the U.S. Department of Labor.

Fact Sheet Series

Job Accommodations for People with HIV/AIDS