ML20058N562
| ML20058N562 | |
| Person / Time | |
|---|---|
| Issue date: | 12/22/1993 |
| From: | NRC |
| To: | |
| References | |
| NUREG-BR-0129, NUREG-BR-0129-R01, NUREG-BR-129, NUREG-BR-129-R1, NUDOCS 9312220124 | |
| Download: ML20058N562 (2) | |
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i
gu C. l.c.o r Adminhtration 1
ill%m!ceted employees may request sick or annuallear-i I
' or leave uithout pay to pursue medical care or to recuperate o
i from the ill effects of their medical condition In ad(htion, j
infceted employees may be eligible to apply as a recipient 4
'{
for leave transfer in which fellow employees donate part of
- j their leave to the infected employee.
i D. Changes in %rk Assignment NRC will consider job restructuring, detail. reassignment, i
fleuble schedulmg or other changes in position for lil%in-fected employees in the same manner as would apply for
. I i
other employees whose medical conditions impact on job performance. I n considenng such actions NRC w111 observe estabbshed pohcies govermng qualification requirements, internal placement. and other staffing requirements.
j E. Empimee Conduct There may be situations where fe!!ow employees express teluctance or threaten refusal to work with HIV-infected employees Such reluctance is often b;ised on misinforma-tsun or lack of mformation about the transmission of AIDS i
N.
There is no known risk of transmission of AIDS through normal wurkplace contacts, accordmg to leading medical j
research. Newrtheless.NRC recognizes that the presence 1
of such fears,if not addressedin an appropriate and timely manner, can be disruptive to an orgamzation. NRC will try to deal effectively vith such situations through information, i
counselmg. and other means. llowever,in situations where such measures do not solve the problem and where man-agement determines that an employee's unwarranted threat or refusal to work with an HI% infected employee is impeding or disrupting the organization's wrk, further measures up to and including possible disciphnary action agamst the employee (s) threatening such refusal may need to be considered.
In other situations, management may be faced with an
]Il% infected employee who is having serious performance or cor ' tet problems. Management should deal with these ptoblems through appropnate counseling, remedial, and if necessary, disciphnary measures. In pursumg appropriate acuan in these situationi, management should be sensitive to the possible contnbution of anxiety over the illness to work behavior and to the requirements of existmg Federal i
and NRC perwnnel pohcies, includmg any obligations NRC may have lo consider accommodation of the HI%in-fccted empkyee.
I l'.
Insurance HI% infected employees can contmue their coverates un-der the Fedend Employees Heahh Benefits (FEHl3) Pro-gra m and/or the Federal Employce's Group I;fe Insurance (FEGl.1) Program in the same manner as other employees.
i
. I Their continued participation in either or both of these pro-i grams would not be jeopardized sotely because of their medical cond:non.
i s
y u
y
1 Jth benef:ts piam cannot ew ?ude covergge for med-
'T he he:
tc;diy acccuary beauh care ;-rwes beed on an mdivktu-
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us ht Wh c::ta or on a re-eueme cor.d: tion 9mthCy, ti ~ 11 ( 61.1 Propam n.ay j
.thedcathhtncho paphic en 5 not he cantelled soidy hee. case of the nuhudaars current i
ma i
heahb status. !!awever. any employer who 6 leave +ithout-pay (IAVOP) status for 12 conunuous
-r months faces the sututory lossof FEHiland FEGl.1 cover-ages but has the pnvdege of conversion to private puhetes wnhout a physical exammation.
l l
Employees u ho are seeking to canect preva ms Jcchnations and/or oblam adthiional leveh of IEGl.I coverage must prove to the satisfaction of the Omec of Federal Em-playces' Group lafe Insurance that they are m reasonably good health Any employce exhibitmg syrnptoms of any se.
rious b!c-threatemng i!! ness would necessanN be denied i
the request for addiuonal coverage.
'l G. Disability Retiicment l
H!% infected employees may be eligible for disability re-tirement if therr medscal condition warrants and if they 4
have the requisite years of Federal scrnx to quahfy. OPM w:llconndet applications for disabihty reurement from em-ploycos with.\\lDS in the same manner as for other em-ployees, focusmg on the ex!cnt of the employce's incapace tation and abihty to perform his or her assigned dunes OPM makes every effort toexpedite any app!icanons wherc the employee's diness :s m an advimced stage and is hfe threatening.
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