HIV Testing. 7.1.1. No employer may require an employee, or an applicant for employment, to undertake an HIV test in order to ascertain that employee’s HIV status. As provided for in the Employment Equity Act, employers may approach the Labour Court to obtain authorisation for testing.
7.1.2. Whether s 7(2) of the Employment Equity Act prevents an employer-provided health service supplying a test to an employee who requests a test, depends on whether the Labour Courts would accept that an employee can knowingly agree to waive the protection in the section. This issue has not yet been decided by the courts. 1[1]
7.1.3. In implementing the sections below, it is recommended that parties take note of the position set out in item
7.1.4. Authorised testing Employers must approach the Labour Court for authorisation in, amongst others, the following circumstances:
(i) during an application for employment;
(ii) as a condition of employment;
(iii) during procedures related to termination of employment;
(iv) as an eligibility requirement for training or staff development programmes; and
(v) as an access requirement to obtain employee benefits.
HIV Testing. CONTRACTOR shall provide testing for HIV infection under the following conditions:
5.31.4.1. Upon request by the inmate;
5.31.4.2. When there is evidence that an inmate, while at the Facility, has engaged in high-risk behavior, as established in Section 945.35, F.S., for transmitting or contracting HIV;
5.31.4.3. If the inmate has a positive tuberculosis skin test or active TB; or
5.31.4.4. Any other condition deemed medically necessary by the appropriate medical practitioner.
HIV Testing. Ensures HIV testing to individuals whose status is HIV-negative or unknown but at increased vulnerability to HIV (e.g. priority populations) by leveraging or referring to existing HIV testing.
HIV Testing. No employer may require an employee, or an applicant for employment, to undertake an HIV test in order to ascertain that employee’s HIV status. As provided for in the Employment Equity Act, employers may approach the Labour Court to obtain authorisation for testing.
HIV Testing. County shall provide HIV Testing to individuals at elevated risk, as described below. Individuals who test positive for HIV will be offered all of the EISO Services described in 2.2.3.2 through 2.2.3.5; contacts who test negative will be educated about PrEP, and as appropriate, referred into PrEP navigation and other prevention services.
HIV Testing. 7.1.1 No employer may require an employee, or an applicant for employment, to undertake an HIV test in order to ascertain that employee’s HIV status. As provided for in the Employment Equity Act, employers may approach the Labour Court to obtain authorisation for testing.
7.1.2 Whether Clause 7(2) of the Employment Equity Act prevents an employer – provided health service supplying a test to an employee who requests a test, depends on whether the Labour Courts would accept that an employee can knowingly agree to waive the protection in the clause. This issue has not yet been decided by the courts. The Employment Equity Act does not make it a criminal for an employer to conduct a test in violation of Clause 7(2). However an employee who alleges that his or her right not to be tested has been violated may refer a dispute to the CCMA for conciliation, and if this does not resolve the dispute, to the Labour Court for determination.
7.1.3 In implementing the clauses below, it is recommended that parties take note of the position set out in item 7.1.2.
7.1.4 Authorised testing Employers must approach the Labour Court for authorisation in, amongst others, the following circumstances:
(i) during an application for employment;
(ii) as a condition of employment;
(iii) during procedures related to termination of employment;
(iv) as an eligibility requirement for training or staff development programs; and
(v) as an access requirement to obtain employee benefits.
HIV Testing. If a Bargaining Unit member sustains a significant exposure, such as a puncture wound, or splash, a medical workup shall be completed for the member, and if it is determined that HIV antibody testing is appropriate the following guidelines will be followed: HIV antibody testing shall be performed at the following intervals: Within seventy-two (72) hours of the incident Three (3) months after the incident Six (6) months after the incident
HIV Testing. If a Bargaining Unit member has sustained a significant exposure, (puncture wound or splash), to the blood or body fluids of another, a medical workup shall be completed for the member. If, after said workup, it is determined that HIV antibody testing is appropriate for the member by a physician, the following testing guidelines shall be followed: HIV antibody testing shall be performed at each of the following time intervals: Within seventy two (72) hours of the incident. Three (3) months after the incident. Six (6) months after the incident. Testing results shall be strictly confidential. The Bargaining Unit member shall also be given the option of anonymous testing and may be referred to an Ohio Department of Health Counseling and Testing Site.
HIV Testing. 2.11.4. The Contractor must have a mechanism in place to allow Enrollees with special health care needs to have direct access to a specialist as appropriate for the Enrollee’s condition and identified needs, such as a standing referral to a specialty Provider.
HIV Testing. An HIV test is routinely included in your initial prenatal labs. Studies have shown that for pregnant woman who test positive during pregnancy and were treated with anti-AIDS drugs, the transmission of the virus to their infants was significantly reduced. If you do not want to be tested for HIV, you will need to inform us at your first visit.
