歧视

测试与隐私（跳至章节)

其他与艾滋病毒相关的法律（跳至章节)

HIV/AIDS | Discrimination | Vermont

Does Vermont have laws protecting people with HIV from discrimination?

Yes. Vermont has enacted anti-discrimination laws protecting people with HIV from discrimination in employment, housing, and public accommodations.

Who is protected under the anti-discrimination laws?

  • 患有艾滋病或艾滋病毒阳性的人，即使他们无症状且没有外在或明显的疾病迹象。
  • People who have a record of or who are regarded or perceived as having HIV.
  • Under federal law, but not Vermont law, a person who does not have HIV, but who “associates” with a person with HIV—such as friends, lovers, spouses, roommates, business associates, advocates, and caregivers of a person with HIV.

哪些法律保护艾滋病毒感染者免受就业歧视？

There are two general sources of law that protect people with HIV and AIDS from discrimination in employment. First, Vermont has a specific law prohibiting an employer from discriminating on the basis of a person’s HIV-positive test result (Vt. Stat. Ann. tit. 21, § 495 (a) (6)-(7)). This law also prohibits any employer from requiring an HIV test as a condition of employment.

More generally, people with HIV are protected under the federal Americans with Disabilities Act (ADA) and the Vermont Fair Employment Practices law, both of which prohibit discrimination on the basis of a person’s disability. For purposes of these laws, the word “disability” refers to a wide range of health conditions. The ADA covers employers with 15 or more employees. The Vermont law covers employers with one or more persons performing services in the state (Vt. Stat. Ann. tit. 21, § 495d (1)).

The Rehabilitation Act of 1973 prohibits discrimination on the basis of disability in programs conducted by federal agencies, in programs receiving federal financial assistance, in federal employment, and in the employment practices of federal contractors.

For more information about employment discrimination in Vermont, visit Discrimination | Employment | Vermont 

这些反歧视法禁止什么？

An employer may not take adverse action against an applicant or employee simply on the basis that the person has a disability such as HIV or AIDS. This means that an employer may not terminate, refuse to hire, rehire, promote, or otherwise discriminate in the terms or conditions of employment, based on the fact that a person is HIV-positive or has AIDS.

这里的重点是艾滋病患者或艾滋病毒感染者是否与类似情况下的其他申请人或员工受到不同的待遇。
以下是非法歧视的例子：

  • 雇主不得因担心艾滋病毒感染者会传染给其他员工或顾客而拒绝雇用该感染者。
  • 雇主不得基于某人将来可能生病而无法胜任工作的可能性或概率而拒绝雇用或做出雇用决定。
  • 雇主不能因为这会增加健康或工人赔偿保险费而拒绝雇用某人。

What may an employer ask about an employee’s health?

Under the ADA, prior to employment, an employer cannot ask questions that are aimed at determining whether an employee has a disability. Examples of prohibited pre-employment questions are:

  • 您曾经住院或接受过医生的护理吗？
  • 您是否曾经领取过工伤赔偿或残疾福利？
  • 你吃什么药？

After a conditional offer of employment, an employer may require a physical examination or medical history. The job offer, however, may not be withdrawn unless the results demonstrate that the person cannot perform the essential functions of the job with or without reasonable accommodation. The same medical inquiries must be made of each person in the same job category. In addition, these physical examination and medical history records must be segregated from personnel records, and there are strict confidentiality protections.

After employment has begun, an employer may only require a physical examination if it is job-related and consistent with business necessity.

How have the courts addressed fears that healthcare employees who perform invasive procedures, such as surgeons, will transmit HIV to patients?

The risk of HIV transmission from a healthcare worker to a patient is considered so small that it approaches zero. Nevertheless, in cases where hospitals have sought to restrict or terminate the privileges of HIV-positive healthcare workers who perform invasive procedures, courts have reacted with tremendous fear and have insisted on an impossible “zero risk” standard. As a result, the small number of courts that have addressed this issue under the ADA have upheld such terminations.

The employment provisions in the ADA provide that an employee is not qualified to perform the job if he or she poses a “direct threat to the health or safety of others.” To determine whether an employee poses a “direct threat,” a court analyzes:

  • The nature, duration, and severity of the risk;
  • 风险的概率；以及
  • 是否可以通过合理的安排消除风险。

However, in the case of HIV-positive healthcare workers, courts have ignored the extremely remote probability of the risk and focused on the nature, duration, and severity of the risk. The following excerpt from a recent case is typical of the courts’ approach:

“We hold that Dr. Doe does pose a significant risk to the health and safety of his patients that cannot be eliminated by reasonable accommodation. Although there may presently be no documented case of surgeon-to-patient transmission, such transmission clearly is possible. And, the risk of percutaneous injury can never be eliminated through reasonable accommodation… Thus, even if Dr. Doe takes extra precautions… some measure of risk will always exist…” (Doe v. University of Maryland Medical System Corporation, 50 F.3d 1261 (4日 Circ. 1995)).

It is important to note that only a small number of courts have addressed the rights of HIV-positive healthcare workers. The AIDS Law Project believes that these cases have been incorrectly decided and are inconsistent with the intent of Congress in passing the ADA. Because of the unsettled nature of the law in this area, a healthcare worker who is confronted with potential employment discrimination should consult a lawyer or public health advocate.

评估雇主的歧视

虽然咨询律师可能会有所帮助，但以下步骤可以帮助您开始考虑和评估潜在的就业歧视问题。

  1. 考虑一下不公平和非法歧视之间的区别。劳动法的底线是，员工可以因为正当理由、不正当理由或根本没有理由而被解雇。一个人可以因为很多原因被合法解雇，包括“性格不匹配”。他们不能因为以下原因被解雇： 歧视性的 法律明确禁止的原因。
  2. 为了证明歧视索赔（即，您因歧视而不是某些正当理由而被解雇、降职等），您必须能够证明以下内容：
  • 雇主知道或得知您是艾滋病毒阳性或患有艾滋病；
  • 无论是否有合理的便利条件，您都具备履行该工作基本职责的资格；并且
  • Adverse action was taken against you because of your HIV or AIDS status and the pretextual reason given by
    the employer for the adverse action is false.
  1. 如果您的雇主知道您感染了艾滋病毒或艾滋病，请明确说明谁知道、他们是如何知道的以及他们何时发现的。如果您没有告诉雇主，雇主还有其他途径知道或怀疑您的艾滋病毒状况吗？
  2. 考虑一下您认为自己因艾滋病毒感染状况而受到区别对待的原因，包括以下方面：
  • 处于类似情况的其他员工是否受到了不同的待遇或相同的待遇？
  • 您的雇主是否遵守了其人事政策？
  • 雇主得知您的艾滋病毒状况后不久就开始对您进行不利的待遇了吗？
  • 您是否曾因病缺勤过一段时间，并且返回工作岗位后是否开始受到不良治疗？
  • 你的雇主对此事的描述是怎样的？你该如何证明雇主的说法是错误的？
  1. Do you have any difficulty fulfilling the duties of your job because of any HIV-related health or medical issue? Does your condition prevent full-time work, or require time off for medical appointments, lighter duties, or a less stressful position? You might want to try brainstorming to create a reasonable accommodation that you can propose to your
    以下是需要考虑的几点：
  • 该公司如何运作？实际的住宿安排如何？
  • 站在主管的角度想想，对于你提出的合理安排，主管可能会提出哪些异议？例如，如果你需要在某个时间离开去看医生，谁来接替你的工作？

What Vermont laws prohibit discrimination in housing?

It is illegal under both Vermont law (Vt. Stat. Ann. tit. 9, § 4503), and the National Fair Housing Amendments of 1989, to discriminate in the sale or rental of housing on the basis of HIV status.

A person cannot be evicted from an apartment because of his or her HIV or AIDS status, or because he or she is regarded as having HIV or AIDS.

For more information about housing discrimination in Vermont, see: Discrimination | Housing | Vermont

这些法律有例外吗？

An exception exists under Vermont law for rentals in buildings that consist of three or fewer units, where the owner or a member of the owner’s immediate family resides in one of the units (Vt. Stat. Ann. tit. 9, § 4504). In addition, the Fair Housing Act exempts, in some circumstances, ownership-occupied buildings with no more than four units, single-family housing sold or rented without the use of a broker, and housing operated by organizations and private clubs that limit occupancy to members.

Do Vermont laws protect against discrimination by health care providers, businesses, and other public places?

Yes.  Under Vermont law (Vt. Stat. Ann. tit. 9, § 4502) and the ADA, it is unlawful to exclude a person with HIV from a public place (what the law refers to as a “public accommodation”) or to provide unequal or restricted services to a person with HIV in a public place. Under both statutes, the term “public accommodation” includes any establishment or business that offers services to the public.

因此，艾滋病毒感染者在几乎所有公共场所或企业都受到保护，免受歧视，包括酒吧、餐馆、酒店、商店、学校、职业或其他教育项目、出租车、公共汽车、飞机和其他交通工具、健身俱乐部、医院以及医疗和牙科诊所，只要这些设施通常向公众开放。

For more information about public accommodations discrimination in Vermont, see Discrimination | Public Accommodations | Vermont

Does Vermont have public accommodation laws that specifically pertain to schools?

Yes. In addition to the general prohibition against discrimination in places of public accommodation, Vermont has a specific law that prohibits a school district or educational institution from discriminating against any applicant or student based on HIV status (Vt. Stat. Ann. tit. 18, § 1127). In addition, school districts and educational institutions may not request or require that an applicant or student take an HIV test.  A student or applicant who is harmed by a violation of this statute may bring a lawsuit in Superior Court for injunctive relief and damages.

Does Vermont have public accommodations laws that specifically pertain to health care?

Yes. Vermont also has a specific law prohibiting discrimination by healthcare providers or facilities against people with HIV. In addition, healthcare providers and facilities may not require an HIV test as a “condition for receiving unrelated treatment or service” (Vt. Stat. Ann. tit. 18, § 1128). An individual may bring a lawsuit in Superior Court for injunctive relief and damages based on violations of this statute.

Is discrimination by healthcare professionals against people with HIV still a problem?

Believe it or not, people with HIV still face discrimination by hospitals, doctors, dentists, and other health care providers. This discrimination can take the form of an outright refusal to provide medical services or an illegal referral because of a patient’s HIV status.

What types of arguments are made by doctors who discriminate against people with HIV and are they legitimate?

医生通常试图用以下两个论点之一来证明对艾滋病毒感染者的歧视是合理的：

  1. “治疗艾滋病毒感染者是危险的”（一些医生出于对艾滋病毒传播的非理性恐惧而拒绝治疗艾滋病毒感染者）；
  2. “治疗艾滋病毒感染者需要特殊的专业知识”（一些医生错误地认为全科医生没有资格为艾滋病毒感染者提供护理，因此将患者转诊给其他医疗服务提供者）。

Both an outright refusal to provide medical treatment and unnecessary referrals on the basis of a person’s disability are unlawful under the ADA and Vermont law.

法院和医学专家对这些论点作何反应？

  1. “治疗艾滋病毒感染者是危险的”

Doctors and dentists may claim that a refusal to treat a patient with HIV is legitimate because they fear they might contract HIV themselves through needle sticks or other exposures to blood. However, studies of healthcare workers have concluded that the risk of contracting HIV from occupational exposure is minuscule, especially with the use of universal precautions.

因此，1998年，美国最高法院就此案作出裁决 布拉格登诉阿博特案 that healthcare providers cannot refuse to treat people with HIV based on concerns or fears about HIV transmission (524 U.S. 624 (1998)).

In addition to the legal perspective, both the American Medical Association and the American Dental Association, and many other professional healthcare organizations, have issued policies that it is unethical to refuse treatment to a person with HIV.

  1. “治疗艾滋病毒感染者需要特殊的专业知识”

在这些情况下，歧视索赔的是非曲直取决于基于客观医学证据，患者所需的服务或治疗是否需要转诊给专科医生，或者是否属于服务提供者的服务和能力范围。

在 美国诉莫万特案，一家联邦审判法院驳回了一名牙医的诉求，该牙医声称艾滋病毒感染者需要专科医生进行常规牙科护理（898 F. Supp. 1157 (ED La 1995)）。法院采纳了专家的证词，即除了普通牙医所具备的技能外，无需任何其他特殊培训或专业知识即可为艾滋病毒感染者提供牙科治疗。法院特别驳回了该牙医的论点，即他不具备资格，因为他没有及时掌握治疗艾滋病毒感染者所需的文献和培训。虽然此案发生在牙科护理的背景下，但它也适用于其他医疗环境。

What are the specific provisions of the ADA that prohibit discrimination by healthcare providers?

Under Title III of the ADA (42 U.S.C. §§12181-12188), it is illegal for a healthcare provider to:

  1. Deny an HIV-positive patient the “full and equal enjoyment” of medical services or deny an HIV-positive patient the “opportunity to benefit” from medical services in the same manner as other patients.
  2. 建立接受医疗服务的“资格标准”，往往会筛选出艾滋病毒检测呈阳性的患者。
  3. 为艾滋病病毒阳性患者提供“不同或单独”的服务，或未能在“最综合的环境中”为患者提供服务。
  4. 拒绝向已知与艾滋病毒感染者有“关系”或“交往”的人（如配偶、伴侣、子女或朋友）提供平等的医疗服务。

What specific healthcare practices constitute illegal discrimination against people with HIV?

将上述 ADA 的具体规定应用于医疗保健实践，以下做法是违法的：

  • A healthcare provider cannot decline to treat a person with HIV based on a perceived risk of HIV transmission or because the physician simply does not feel comfortable treating a person with HIV.
  • A healthcare provider cannot agree to treat a patient only in a treatment setting outside the physician’s regular office, such as a special hospital clinic, simply because the person is HIV-positive.
  • A healthcare provider cannot refer an HIV-positive patient to another clinic or specialist unless the required treatment is outside the scope of the physician’s usual practice or specialty. The ADA requires that referrals of HIV-positive patients be made on the same basis as referrals of other patients. It is, however, permissible to refer a patient to specialized care if the patient has HIV-related medical conditions which are outside the realm of competence or scope of services of the provider.
  • A healthcare provider cannot increase the cost of services to an HIV-positive patient in order to use additional precautions beyond the mandated OSHA and CDC infection control procedures. Under certain circumstances, it may even be an ADA violation to use unnecessary additional precautions that tend to stigmatize a patient simply on the basis of HIV status.
  • A healthcare provider cannot limit the scheduled times for treating HIV-positive patients, such as insisting that an HIV-positive patient come in at the end of the day.

根据联邦法律，针对歧视有哪些潜在的补救措施？

To pursue a claim under the Americans with Disabilities Act for employment discrimination, the employer must have at least 15 employees.  A person must file a claim with the Equal Employment Opportunity Commission (EEOC) within 180 days of the date of the discriminatory act. A person may remove an ADA claim from the EEOC and file a lawsuit in state or federal court.

To pursue a claim under the Americans with Disabilities Act for discrimination in a place of public accommodation, a person may, without first going to an administrative agency, file a claim in state or federal court for injunctive relief only (i.e., seeking a court order that the discriminatory conduct cease).  Money damages are not available for violation of Title III of the ADA unless they are sought by the United States Department of Justice.  However, a person may recover money damages under the Federal Rehabilitation Act in cases against entities that receive federal funding.

为了根据《康复法》提出索赔，个人可以向联邦卫生与公众服务部地区办事处提出行政投诉和/或直接向法院提起诉讼。

根据《国家公平住房法》，如需就住房歧视提起索赔，个人可在违规行为发生后一年内向美国住房和城市发展部 (HUD) 提出投诉。个人也可在违规行为发生后两年内提起诉讼。无论个人是否已向 HUD 提出投诉，均可提起诉讼。

资源

For more information about the employment complaint process visit:

For information about filing a discrimination complaint under the ADA, visit ADA.gov: 提出投诉

案件与辩护

To see HIV/AIDS cases or advocacy which GLAD has been directly involved with in Vermont, go to: 案件和辩护 – GLAD and under “By Issue” select “HIV/AIDS” and under “By Location” select “Vermont.”

新闻与新闻稿

To see news and press releases about HIV/AIDS in Vermont, go to 新闻与新闻稿 – GLAD and under “By Issue” select “HIV/AIDS” and under “By Location” select “Vermont.”

HIV/AIDS | Testing & Privacy | Vermont

What laws in Vermont govern informed consent for HIV testing?

Vermont does not have a statute mandating specific and written informed consent for an HIV test. An HIV test may therefore be taken based on general medical consent.  Vermont, however, does have a specific law requiring that insurers who test applicants for HIV follow specific procedures, including obtaining HIV-specific written consent.

What procedures must an insurer follow when testing an applicant for HIV?

An insurer in Vermont cannot require that a person reveal having taken HIV tests in the past. The insurer, however, can request that an applicant or insured take an HIV test.  In addition to obtaining HIV-specific written informed consent for an HIV test, the insurer must provide specific information to every applicant. This information includes:

  1. An explanation of the HIV test, and its relationship to AIDS;
  2. The limitations on the accuracy and meaning of the test results, and the importance of seeking counseling about the test results;
  3. The insurer’s purpose in seeking the test;
  4. An explanation that the individual is free to consult with a personal physician or counselor about HIV testing and may obtain an anonymous test before being tested by the insurer;
  5. An explanation that the person has the choice to receive the test results directly or through another person designated in writing; and
  6. A statement that the insurer may disclose the test results to others— such as its medical personnel— in order to make underwriting decisions.

An insurer may disclose to the Medical Information Bureau, a centralized insurance industry database, that an individual who tested HIV-positive received an abnormal blood test result, but may not specify HIV-positivity. In addition, an insurer may not disclose HIV-related information to any insurance broker or agent.

The information required to be provided to the applicant or insured must be read aloud to the insured as well as provided in writing (Vt. Stat. Ann. tit. 8, § 4724 (20) (B) (i)).

Are there circumstances under which Vermont law permits HIV testing, even against a person’s wishes?

Yes. Vermont law provides for HIV testing under one unique circumstance. A court may order that a person convicted of an offense involving a sexual act be tested for HIV and that the result be disclosed to the victim (Vt. Stat. Ann. tit. 13, § 3256. The term sexual act, defined in Vt. Stat. Ann. tit. 13, § 3251, means: 1) contact between penis and vulva, mouth and penis, mouth and vulva, or any intrusion of a body part or object into the genital or anal opening of another; and 2) which creates a risk of transmission of HIV as determined by the U.S. Centers for Disease Control). Records of any court proceedings are sealed.

In addition, the law provides that a defendant who has been charged with a sexual act offense but has not yet been convicted may offer to be tested for HIV and other sexually transmitted diseases. The test result may not be used as evidence at the defendant’s criminal trial, but if the defendant is ultimately convicted, the court may consider the offer for testing as a mitigating factor (Vt. Stat. Ann. tit. 13, § 3256 (f)).

What laws in Vermont protect the privacy of medical information, such as HIV?

Under general common law principles, physicians, health care providers, and institutions cannot disclose private medical information to others without the patient’s consent.

艾滋病毒感染者是否享有宪法赋予的隐私权？

Many courts have found that a person has a constitutional privacy right to the nondisclosure of HIV status. Courts have based this right on the Due Process Clause of the U.S. Constitution, which creates a privacy interest in avoiding disclosure of certain types of personal information.

只有当披露信息的人是国家或政府行为者（例如警察、监狱官员或州立医院的医生）时，才能主张宪法赋予的隐私权。

为了确定是否侵犯了隐私权，法院会权衡侵犯个人隐私的性质与政府制定披露政策或做法的合法理由。

Are there circumstances under which Vermont law permits the disclosure of HIV status, even against a person’s wishes?

Yes. Vermont law provides for disclosure of HIV status under specifically prescribed circumstances.

  1. Court Ordered Disclosure

Under Vermont law, a court may order that an individual disclose HIV-related testing or counseling information if it finds that the person seeking the information has “demonstrated a compelling need for it that cannot be accommodated by other means” (Vt. Stat. Ann. tit. 12, § 1705 (a)). In making such a determination, the court weighs the need for the disclosure of a person’s HIV status against the privacy interest at stake. In recognition of the importance of maintaining the privacy of HIV status, the Vermont Legislature has also directed courts in such cases to consider whether the public interest may be disserved by disclosure of HIV status that deters future testing and may lead to discrimination.

The law contains numerous procedural safeguards, including a requirement that the name of the test subject not be disclosed, the right of the test subject to participate in the court hearing, and a requirement that any court order specify who may have access to the HIV-related information and prohibitions on future disclosure.

  1. HIV and AIDS Reporting for Epidemiological Tracking

All states require that numerous health conditions be reported to state health officials in order to assess trends in the epidemiology of diseases and develop effective prevention strategies. Vermont law requires that a broad range of health care providers, hospitals, and managed care organizations report a diagnosis of HIV infection or AIDS to the Department of Health (Vt. Stat. Ann. tit. 18, §1001 (a)). The patient’s name is included in the report. Vermont law specifies that:

  • An individual must be informed prior to an HIV test that a positive test will require reporting of the individual’s name to the Department of Health and that there are testing sites that provide anonymous testing that are not required to report positive results.
  • The Department of Health is prohibited from disclosing a public health record identifying a person as having HIV or AIDS without the individual’s voluntary written authorization, including to other states, the federal government, or other Vermont state agencies.
  • Department of Health records identifying a person as having HIV or AIDS may not be used in a civil, criminal, or administrative legal proceeding, or for employment or insurance purposes.

案件与辩护

To see HIV/AIDS cases or advocacy which GLAD has been directly involved with in Vermont, go to: 案件和辩护 – GLAD and under “By Issue” click on “HIV/AIDS” and under “By Location” click on “Vermont”

新闻与新闻稿

To see news and press releases about HIV/AIDS in Vermont, go to: 新闻与新闻稿 – GLAD and under “By Issue” click on “HIV/AIDS” and under “By Location” click on “Vermont.”

HIV/AIDS | Other HIV-Related Laws | Vermont

雇主必须为残疾雇员提供“合理便利”是什么意思？

People with disabilities, such as those living with 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. This is known as “reasonable accommodation.”

合理便利的例子包括：

  • 修改或改变工作任务或职责；
  • 制定兼职或修改的工作时间表；
  • 允许在正常工作时间内请假去看医生；
  • 将员工重新分配到空缺职位；或
  • 对工作现场的物理布局进行修改或购置电话放大器等设备，以允许听力障碍人士完成工作。

一个人怎样才能获得合理的住宿？

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 the AIDS Law Project’s Legal InfoLine in order to strategize about ways to address any such requests.

员工可以申请的便利条件没有固定的设定。申请便利条件的性质将取决于每位员工的具体情况。

雇主是否必须批准合理住宿请求？

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.

什么情况下，对员工而言“合理的便利”会成为对雇主而言“过度负担”？

在确定所要求的便利是否给雇主造成过度负担或困难时，法院会审查许多因素，其中包括：

  • The employer’s size, budget, and financial constraints;
  • 实施所要求的住宿的费用；以及
  • 该调整如何影响或扰乱雇主的业务。

再次强调，我们会根据具体情况进行审查。

An employer only has an obligation to grant 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.

Do Vermont laws provide for access to clean needles for injection drug users to prevent HIV transmission?

Yes.  In light of the clear scientific evidence that programs offering access to clean needles: (1) decrease new HIV and hepatitis B and C infections; and (2) increase the number of injection drug users referred to substance abuse treatment, the Vermont Legislature in 1999 passed a law permitting community-based needle exchange programs (Vt. Stat. Ann. tit. 18, §§ 4475, 4476 & 4478).

Under this law, an AIDS service organization, substance abuse provider, or licensed health care provider or facility may apply to the department of health to operate a needle exchange program. Importantly, a person who possesses needles obtained through such a program is not in violation of the laws making it a crime to possess drug paraphernalia.

How does a person show that he or she lawfully obtained needles through an authorized exchange program?

Needle exchange programs provide identification cards for consumers who are enrolled in the program. Regulations of the department of health mandate that the cards shall not identify the consumer by name, but rather use a confidential identifier system (see Vermont Department of Health, Operating Guidelines for Organized Community-Based Needle Exchange Programs, July 2010).

Am I able to purchase a syringe over the counter at a pharmacy?

Yes. Vermont has no legal barrier to the purchase of a syringe at a pharmacy.

资源

For a list of HIV/AIDS organizations in Vermont where you can get support and information, visit AIDS and HIV Service Organizations in Vermont.

For information about Pre-Exposure Prophylaxis (PrEP) treatment, visit Planned Parenthood of Northern New England’s PrEP/PEP page.

案件与辩护

To see HIV/AIDS cases or advocacy in which GLAD has been directly involved in Vermont, go to 案件和辩护 – GLAD and under “By Issue” select “HIV/AIDS” and under “By Location” select “Vermont.”

新闻与新闻稿

To see news and press releases about HIV/AIDS in Vermont, go to 新闻与新闻稿 – GLAD and under “By Issue” select “HIV/AIDS” and under “By Location” select “Vermont.”