Other HIV Laws | Connecticut

Persons with disabilities, such as HIV/AIDS, may experience health-related problems that make it difficult to meet some job requirements or duties.  For example, a person may be exhausted or fatigued and find it difficult to work a full-time schedule.

In certain circumstances, the employer has an obligation to modify or adjust job requirements or workplace policies in order to enable a person with a disability, such as HIV or AIDS, to perform the job duties.  Under the ADA and the Connecticut Fair Employment Practices Act, this is known as a “reasonable accommodation.”

Men kèk egzanp aranjman rezonab:

• Modifye oswa chanje tach oswa responsablite travay;
• Etabli yon orè travay a tan pasyèl oswa modifye;
• Pèmèt konje pandan lè travay regilye yo pou randevou medikal;
• Reasignasyon yon anplwaye nan yon travay ki vid; oubyen
• Fè modifikasyon nan plan fizik yon sit travay oubyen achte aparèy tankou yon anplifikatè telefòn pou pèmèt, pa egzanp, yon moun ki gen pwoblèm tande fè travay la.

Pa gen yon seri aranjman fiks yon anplwaye ka mande. Kalite aranjman yon anplwaye ap depann de bezwen patikilye sitiyasyon chak anplwaye.

It is, with rare exception, the employee’s responsibility to initiate the request for an accommodation.  In addition, an employer may request that an employee provide some information about the nature of the disability.  Employees with concerns about disclosing HIV/AIDS status to a supervisor should contact GLAD Answers at (800) 455-GLAD (4523) in order to strategize about ways to address any such requests.

No, an employer is not obligated to grant each and every request for an accommodation; an employer does not have to grant a reasonable accommodation that will create an “undue burden” (i.e., significant difficulty or expense for the employer’s operation).  In addition, the employer does not have to provide a reasonable accommodation if the employee cannot perform the job function even with the reasonable accommodation.

Lè tribinal yo ap detèmine si yon aranjman yo mande kreye yon chay oswa yon difikilte san nesesite pou yon anplwayè, yo egzamine yon kantite faktè, tankou:

• Gwosè, bidjè ak kontrent finansye patwon-an;
• Pri pou aplike aranjman yo mande a; epi
• Kijan akomodasyon an afekte oswa deranje biznis patwon-an.

Ankò, yo egzamine chak sitiyasyon ka pa ka.

An employer only has an obligation to grant the reasonable accommodation if, as a result of the accommodation, the employee is then qualified to perform the essential job duties.  An employer does not have to hire or retain an employee who cannot perform the essential functions of the job, even with a reasonable accommodation.

Under Connecticut law (Conn. Gen. Stat. sec. 21a-65) specific provision is made for needle and syringe exchange programs in the health departments of the three cities with the highest number of AIDS cases among intravenous drug users.  These programs shall provide free and anonymous exchange of up to thirty needles and syringes per exchange and offer education about the transmission and prevention of HIV and offer assistance in obtaining drug treatment services.

Wi. Lalwa Connecticut pèmèt yon famasi, yon etablisman swen sante, oswa yon pwogram echanj zegwi vann dis sereng oswa mwens bay yon moun san yon preskripsyon (Conn. Gen. Stat. sec. 21a-65 (b)).