Other HIV Laws | New Hampshire

Moun ki andikape, tankou VIH/SIDA, ka fè eksperyans pwoblèm sante ki fè li difisil pou yo satisfè kèk egzijans oswa devwa travay. Pa egzanp, yon moun ka fatige oswa fatige epi li ka jwenn li difisil pou l travay aplentan.

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.  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.

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’s Legal InfoLine in order to strategize about ways to address any such requests.

There is no fixed set of accommodations that an employee may request.  The nature of a requested accommodation will depend on the particular needs of an individual employee’s circumstances.

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.

Yes, under a New Hampshire law that went into effect on January 1, 2001, a person who is over 18 years of age may legally purchase a hypodermic syringe or needle at a pharmacy without a prescription from a physician.  A pharmacy may sell to any such person up to ten syringes or needles at any single purchase (RSA § 318:52-C).