There are a lot of myths and misconceptions about HIV and AIDS and this continued lack of awareness in society has often resulted to rampant discrimination and fear against people who suffer from this condition.
To help alleviate the plight of HIV and AIDS victims, last July 13, 2010, President Barack Obama ordered federal agencies to implement the National HIV/AIDS Strategy. One of the actions of this strategy is to remove employment barriers for people with HIV or who are perceived to have HIV.
As part of this task, the Equal Employment Opportunity Commission (EEOC),as the federal vanguard of employee’s rights to protection against discrimination has recently clinched victory for an employee in Baltimore who was fired because she had HIV.
Robin C. Adams, who worked as a concession manager for Marlow 6 Theater run by Innershore Enterprises, Inc. was allegedly fired when the company learned that she was HIV-positive. When the EEOC filed the case, the company agreed to resolve the case by entering into a consent decree. Under the decree, Innershore agreed to $20,000 to its former employee and provide mandatory training for its employees and managers on the provisions of the Americans with Disabilities Act (ADA).
Under the ADA, it is unlawful to discriminate against a qualified individual because of an actual disability or because he or she had a record of disability or was regarded as disabled.