Professional Documents
Culture Documents
law ArticlesHuman Rights Perspective On Hiv/Aids Vis�Vis Right To Employment Of
Persons Living With Hiv/Aids
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Introduction
============
Despite the passage of a quartercentury since the AIDS/HIV infection was
diagnosed, the stigma that surrounds it has not subsided. The number of persons who
have become victims of this affliction has swelled to such staggering sums, that
its enormous proportions have caused a global effort to be made to combat it.
The difficulty States, communities and individuals face in confronting the HIV
epidemic lies in the fundamental but difficult issues it raises; issues of sex,
sexuality, diversity, 'nonconformist' behaviour, inequality of all kinds in all
spheres, issues that we as a society have been uncomfortable dealing with and
discussing for a long time. This is an epidemic that knows no borders of geography,
class, caste, gender and sexuality.
The worse kind of discrimination face by Persons Living With HIV/AIDS (PLWHA) has
been in the area of employment. Discrimination can be broadly defined as the
treatment of one person less favourably than the other in the same or comparable
circumstances on the basis of a characteristic that is not immediately relevant to
the situation. There is no concrete legal remedy available to PLWHA in case their
right to employment is violated in the private sphere.
The Indian Scenario
===================
India's socioeconomic status, traditional social ills, cultural myths on sex and
sexuality and a huge population of marginalised people make it extremely vulnerable
to the HIV/AIDS epidemic. In fact, the epidemic has become one of the most serious
challenges faced by the country since Independence.
Since the first case was reported in 1986 in Chennai, the capital of the South
Indian State of Tamil Nadu, HIV has spread rapidly from urban to rural areas and
from highrisk groups to the general population. In a country of over one billion
people living with HIV/AIDS (NACO, 2004). This is less than one percent of the
country's population. Still, India has the second highest number of people living
with HIV/AIDS in the world after South Africa. India accounts for almost 10 per
cent of the 40 million people living with HIV/AIDS globally and over 60% of the 7.4
million Persons Living With HIV/AIDS (PLWHA) in the Asia and Pacific region. Given
the large population base, a rise of just a few percentage points in the HIV
prevalence rates can push up the number of those living with HIV/AIDS to several
millions.
The second decade of the epidemic is marked by visible heterogeneity. Tracking the
epidemic and implementing effective programs is compounded by the fact that there
is no one epidemic in India. Rather, there are several localised subepidemics
reflecting the diversity in sociocultural patterns and multiple vulnerabilities
present in the country.
Though the country overall has a low prevalence rate, it has reported concentrated
epidemics among vulnerable population such as sex workers. There are already
localised epidemics within vulnerable groups in, and the virus has been found to
spread among the general population in six states in India. young people in India
are among those most vulnerable to HIV. Over 35% of all reported HIV/AIDS cases in
India occur among young people in the age group of 15 to 24 years.
19861992, Denial of the Threat of HIV: This was a period that saw the beginning of
a largely researchbased programme. Surveillance activities were launched in 55
cities in three states. The programme activities were left to the states without
strong central guidance.
199297, Backed by World Bank funding and strong WHO GPA (Global Programme on AIDS)
support, this phase saw the creation of the National AIDS Control Organisation
(NACO). Achievements included higher levels of awareness creation, establishment of
state level structures for programme implementation and improvements in blood
safety. The launch of successful individual projects such as the innovative
intervention in Sonagachi amongst commercial sex workers and breakthroughs in
reaching out to college youth through "University Talks AIDS (UTA)" were amongst
its achievements. The scope of these efforts remained however on a limited scale.
An emphasis on bloodsafety and strengthening of infrastructure yielded some gains,
but the approach remained primarily medical with HIV seen largely as a health
issue.
1998 onwards, Building on the experience of the first phase, there was a twofold
drive to focus on coverage amongst high risk groups like sex workers, truck drivers
and injecting drug users and to make the programme multisectoral. It has resulted
in a strongly decentralized programme with the responsibility of implementation
vested with the states. Flexible State AIDS Societies were formed with stronger
mechanisms for state level programme management. An innovative approach for
providing technical support to state programmes was launched by establishing a
network of 12 Technical Resource Groups (TRGs), each covering different thematic
areas of the epidemic. Each of them is mandated to provide technical support to
states.
International Human Rights Instruments
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International human rights law relating to health and HIV/AIDS includes Article
25(1) of the Universal Declaration of Human Rights (UDHR), the 1966 International
Covenant on Economic, Social, and Cultural Rights (ICESCR), and its partner
covenant, the International Covenant on Civil and Political Rights (ICCPR).
1. ICCPR & ICESCR
=================
The International Covenant on Civil and Political Rights, the International
Covenant on Economic, Social and Cultural Rights are two covenants that protects a
range of economic, social, and cultural rights without discrimination based on
creed, political affiliation, gender, or race. Nondiscrimination is a basic tenet
of the human rights movement, enshrined in these two covenants, and countless other
human rights treaties and declarations. This principle of nondiscrimination has
begun to be applied at the national level with regard to individuals infected with
HIV. Some nations have adopted legislation aimed at protecting people with HIV/AIDS
from discrimination. This action is essential. The stigma associated with HIV/AIDS
deprives people of their dignity and communities of productive members. Equally as
detrimental, it provides an incentive to avoid testing, especially in circumstances
when treatment options are limited or nonexistent. With legal protection, people
will feel secure in their rights and dignity�and be more willing to seek testing
and treatment.
2. UDHR Universal Declaration of Human Rights, resolution adopted unanimously in
December 1948 by the General Assembly of the United Nations. The objective of the
30Article declaration is to promote and encourage respect for human rights and
fundamental freedoms. The declaration proclaims the personal, civil, political,
economic, social, and cultural rights of humans, which are limited only by
recognition for the rights and freedoms of others and the requirements of morality,
public order, and general welfare.
The principle of nondiscrimination is fundamental to human rights law and is of
particular significance to both displaced people and those living with HIV/AIDS who
frequently suffer from high levels of stigma and discrimination.
This is reflected in Article 1 of the UDHR, the Preamble to the UN Charter, and
Article 2(2) which states that these rights apply without discrimination of any
kind as to �race, colour, sex, language, religion, political or other opinion,
national or social origin, property, birth or other status�. Certain provisions
relating to right to work of a person suffering from HIV/AIDS as mentioned in UDHR
are as follows:
i) Right to life, liberty and security of person
ii) No person must be subject to forced testing and/or treatment or otherwise cruel
or degrading treatment .
iii) Everyone, including persons living with a positive 'HIV' diagnosis has the
right to work and participate in the cultural life of the community, to enjoy the
arts and to share in scientific advancement and its benefits .
iv) All, including persons living with a positive 'HIV' diagnosis, are equal before
the law and are entitled without any discrimination to equal protection by the law
.
v) People living with a positive 'HIV' diagnosis have furthermore the rights as
outlined in Art. 25(1) UDHR especially the right to adequate standard of living,
assistance, medical care and necessary social services, and the right to security
in the event of unemployment according to their needs and their treatment choices.
3. UNAIDS The UNAIDS Guidelines, 1996 recognize the existence of vulnerable
populations in developing countries and recommend that appropriate safeguards be
incorporated in research protocols. The Guidelines further address multisectoral
responsibilities and accountability, including improving the roles of the
Government and Private sector. In addition they stress the duty of the states to
engage in law reform and identify legal obstacles so as to form an effective
strategy of HIV/AIDS prevention and care.
Regarding antidiscrimination, States should enact or strengthen anti
discrimination and other protective laws that protect people living with HIV/AIDS
from discrimination in both the public and private sectors, ensure privacy,
confidentiality and ethics in research involving human subjects, emphasis education
and conciliation and provide for speedy and effective administrative and civil
remedies.
National Human Rights Instruments
1. The Constitution Of India
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Article 14 of the Constitution of India guarantees equality to all persons within
the territory of India. Equality implies an essential sameness or likeness. On the
basis of this sameness, people should possess the same privileges and should enjoy
equal rights, along with the accompanying responsibilities. In principle,
discrimination is antithetical to equality. The guiding principle of Art 14 is that
all persons and things similarly circumstanced shall be treated alike both in
privileges conferred and liabilities imposed.
Article 16 prohibits discrimination in public employment on grounds of religion,
caste, creed, sex, colour etc.
2. National Human Rights Commission
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One of the main reasons for the establishment of NHRC was because India is a party
to the International Covenant on Civil and Political Rights and International
Covenant on Economic, Social and Cultural Rights. The human rights embodied in the
aforesaid Covenants stand substantially protected by the Constitution.
The Commission has taken up a number of individual cases relating to discrimination
faced by persons affected or infected by HIV/AIDS with regard to employment, access
to medical treatment facilities and education. Further, the Commission has mounted
a multimedia campaign to disseminate information on the Human rights and HIV/AIDS
to various target groups.
3. National Aids Control Organisation
======================================
The national response to AIDS epidemic was seen in the beginning itself when the
first case was reported in India in 1986. The Government constituted a highpower
committee in 1986 under the Ministry of Health and Family Welfare. Subsequently, a
National AIDS Control Programme was launched in 1987.
In India, the National AIDS Control Organisation (NACO) carries out the country's
National AIDS Programme, which includes formulation of policy and implementation of
prevention and control programmes. Besides NACO, the country also has a National
AIDS Control Board, which is chaired by the Union Health Secretary. The Board
reviews NACO policies, expedites sanctions, approve procurement and undertake and
award contracts to private agencies. The other major functions of the Board are
approval of annual operational plan budget, reallocation of funds between programme
components, formation of the programme managerial teams and appointment of senior
programme staff.
4. The National Aids Prevention And Control Policy, 2002
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The NAPCP articulates the governments understanding of the HIV/AIDS epidemic. It
states that for an effective response, development and human rights need to be
addressed through a multisectoral collaboration. The NAPCP prioritises human
rights protection as an objective and not merely a strategy. Other objectives
include reduction of the impact of the epidemic, bringing about a zero transmission
rate by 2007, bringing about an enabling socioeconomic environment for prevention
and control, decentralisation of the programme and working towards a horizontal
integration of the HIV/AIDS response with other national programmes relating to
health. The implementation of the policy is through the involvement of different
departments of the government, decentralisation and collaboration with NGOs
especially for the purpose of targeted interventions.
5. State Aids Control Societies:
For the implementation and management of HIV/AIDS programmes in states, State AIDS
Cells were created in 32 States and UTs of the country. However over a period of
time, it was realised that due to many cumbersome administrative and financial
procedures, there was delay in release of funds sanctioned by the Government of
India. This delayed the implementation of programmes at different levels. To remove
the bottlenecks at the State level, Ministry of Health and Family Welfare advised
the State Governments/Union Territories to constitute a registered society under
the chairmanship of the Secretary Health. The society is broadbased with members
representing various ministries like Social Welfare, Education, Industry, Transport
and Finance and NGOs. On an experimental basis, the Tamil Nadu State AIDS Control
Society was created followed by a similar society in Pondicherry. Successful
functioning of these societies led to the Government of India advising other states
to follow this pattern for implementation of the National AIDS Control Programme.
6. Non Government Actors
The Lawyers Collective (HIV/AIDS Unit) an NGO in India, with the help of European
Commission, has set up this unit to provide legal aid and allied services for
people affected by HIV/AIDS and people working in HIV/AIDS. The Lawyers Collective
is one of the most prominent Organizations that has been fighting for the rights of
PLWHA and has been successful in its legal battles to enforce the same. They have
also made valuable contributions in ensuring that people have access to accurate
information about HIV to protect themselves.
Right To Employment Of People Living With Hiv/Aids
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Preface
=========
Employment is now emerging as a focal point of debate in the HIV/AIDS context,
especially since it has become clear that the large number of persons living with
HIV/AIDS in India are those who are employed or of employable age. It, therefore,
becomes imperative for employers and companies to evolve policies that address this
issue. With Indian economic policy veering toward liberalisation in the last
decade, the private sector is rapidly creating the largest employment base.
In the context of employment, PLWHAs are often denied jobs at the time of
recruitment on account of their HIV status. HIVpositive employees are
discriminated against by their coworkers and employers and are frequently
terminated from employment altogether. Often, discrimination is subtler and HIV
positive employees are gradually demoted or are kept on the payrolls but asked not
to report to the work place. One study on HIVrelated discrimination in India
revealed that discrimination by employers largely takes the form of denial of the
HIV epidemic altogether. Hence, not only do companies terminate HIVpositive
employees as a matter of course, they also regularly deny compassionate employment
and other benefits such as provident fund and gratuity to survivors of deceased
HIVpositive employees.
Issues Involved & Problems Faced By PLWHA
===========================================
The legal and ethical issues relevant to the context of the workplace and to these
interventions are unclear and untested. But some of the common issues are:
# Can an employer, for example, legitimately require HIV testing of a prospective
or current employee?
#Does an employer have the right to personal information that the employee may not
want to disclose?
# Does the employee have any legitimate control over the disclosure of medical
results?
# The Constitution of India protects the State employees affected with HIV/AIDS but
can such protection be guaranteed in the Private Sector as well?
Mandatory Testing In the Private Sector:
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In the private sector there is no legal restriction preventing employers from
putting prospective as well as existing employees through HIV/AIDS screening as
part of the assessment of fitness to work and to refuse employment if the test is
positive. A refusal either to take the test or to allow the results to be given to
the employer may result in the applicant/prospective employee not being offered a
job and having no form of legal redress.
Fitness for the job is a major criterion and as such people living with HIV may
find employment difficult to obtain. They also have little protection against
dismissal. In general then, those who have developed HIV will be subject to the
provisions relating to dismissal on grounds of ill health. Dismissal for reasons of
sickness will depend on the circumstances of the case. For example, the length and
regularity of absence from work, the need to replace the employee because of the
position held within the organisation and the extent to which the employee's
absence has a negative impact upon the business of the employer/organisation. Some
protection may, however, be sought under Labour Laws relating to dismissal.
At the same time, mandatory testing is often justified by the argument that once an
employee tests positive, special care and support could be provided for her/him.
With respect to testing, it is stated that "HIV screening in the workplace or for
purposes of employment should not be undertaken. HIV screening should not be
required for employees, candidates for employment or others to enter or reside in
another country".
With a view to anticipating loss of workers due to HIV/AIDS, many companies would
like to know the proportion of the workforce they are likely to lose through AIDS.
However, increasingly, employers are beginning to recognize the tremendous negative
impact of preemployment and on the job HIV screening. Testing the existing
workforce is not only unethical, but leads to great hostility and is incompatible
with effective HIV/AIDS prevention and care programmes at the workplace. Companies
are beginning to find that, by abandoning testing requirements, a conducive climate
can be created for workplace prevention programmes. A steadily increasing number of
employers in the worst affected countries are reaching the conclusion that
prevention is much more cost effective than HIV screening in the long term, and
that respect for the rights of workers is a powerful tool in its own right.
Testing in the Armed Forces Although HIV testing as a prerequisite for employment
is not permissible in any other sector the policy makes an exception for armed
forces, where before employment, HIV screening may be carried out? Voluntarily with
pretest and posttest counseling and the results may be kept confidential. This
policy of permitting mandatory but informed testing is a contradiction in terms. A
person who after pretest counseling decides not to take the test may be eliminated
as a candidate for employment.
Issue of Confidentiality:
Duty to maintain confidentiality has its origin in the Hippocratic Oath, which is
an ethical code. The Hippocratic oath says, Whatever, in connection with my
professional practice, or not in connection with it, I see or hear, in the life of
men, which ought not to be spoken of about, I will not divulge, as reckoning this
all such should be kept secret.
Every person has the right to privacy, which is the right to determine for
themselves when, how and to what extent information about them is communicated to
others. This issue of confidentiality at the workplace was dealt in the case of MX
v. ZY which will be discussed in detail ahead.
Discrimination in the Private Sector\
0000
Articles 14 and 16 of the Constitution of India guarantee the right to equality and
provide against discrimination in employment respectively. However, these rights
are available against the state and not against private employers. As such, little
can be done within the present legal regime to prevent discrimination in the
private sector. An anti discrimination legislation is required to prevent such
discrimination which does not exist in India till date.
There is no specific employment law that provides protection from discrimination to
people living with HIV/AIDS. Owing to a progressive judicial pronouncement by the
High Court of Bombay MX v ZY employees of the public sector cannot be denied
recruitment merely because of their HIV positive status if they are otherwise
qualified and do not pose a substantial risk to others. Moreover they cannot be
discriminated on account of their HIV positive status.
Relevant Case Laws
# MX v. ZY
The petitioner, who was a loader in a public sector company, was removed from the
roster of casual labourer and his casual labour contract was cancelled, when he
tested HIV positive. He filed a writ in the High Court, which held that an HIV
positive person could not be denied recruitment to a job as long as he can perform
his duties and as long as he does not pose a significant risk to others.
"Epidemiological studies from throughout the world have demonstrated that the human
immuno deficiency virus (HIV) is transmitted only 3 ways:
# through sexual intercourse (including semen donation);
# through blood (principally blood transfusions and nonsterile injection
equipment; also includes organ or tissue transplant);
# from infected mother to infant (prenatal transmission).
There is no evidence to suggest that HIV transmission involves insects, food,
water, sneezing, coughing, toilets, urine, swimming pools, sweat, tears, sharing
eating and drinking utensils or other items such as protective clothing or
telephones. There is no evidence to suggest that HIV can be transmitted by casual
persontoperson contact in any setting. In the vast majority of occupations and
occupational settings, work does not involve a risk of acquiring or transmitting
HIV between workers, from worker to client, or from client to worker.
"In 1990, an international meeting on the subject of AIDS and the workplace, which was cosponsored
by UNESCO, WHO, ILO, the Council of Europe and the European Communities, among others,
adopted recommendations against mandatory testing in the workplace. These recommendations note
that "the recognised modes of HIV transmission make it clear that no risk of infection from
seropositive persons exists in the vast majority of occupational settings. HIV seropositivity does not
affect an individual�s fitness to work; there is no reason to refuse work to seropositive employees
who remain able to perform their job duties and any discrimination is unacceptable".
It was stated by the Counsel for the petitioner that in view of the stigma which is
attached to HIV infection, the persons infected with HIV may be reluctant to
approach the Court of Law wit h the fear that the disclosure of his HIV status may
expose him to social ostracisation and also discrimination is every walk of life.
Therefore, it was held that to protect such a petitioner from discrimination, he
could be allowed to prosecute his case under a pseudonym. It further held that
Medical test must pass the rigors of Article 14 and 21.
# Chhotulal Shambahi Salve v. State Of Gujarat
The petitioner in this case, was selected for the post of unarmed Police Constable
and his name figured in the select list. He appeared for the medical fitness test
but the Civil Surgeon, forwarded a letter dated 20th September, 1999, mentioning
that the petitioner is not medically fit as he was HIV Positive. Upon receipt of
this letter, the respondents deleted the name of the petitioner from the select
list and did not consider his case for appointment.
The action of the respondents in deleting the name of the petitioner from the
select list is illegal and violative of Articles 14 and 16 of the Constitution.
Besides the fact that the petitioner�s blood tested as HIV positive, he was
perfectly fit to carry on the duties of an unarmed police constable. The case of MX
v. ZY was relied on in giving a judgment for this case. The Apex court had
mentioned in that case that a person suffering from AIDS couldn�t be denied
Government job.
It was decided that the action of the respondents in deleting the name of the
petitioner from the select list is quashed and that the respondents are directed to
restore the petitioner in the select list.
# Mr. Badan Singh v. Union of India & Anr
The Petitioner was enrolled in the Border Security Force on June 1990. In March
1997 it was discovered by the Respondents that the Petitioner was suffering from
HIV Infection. He appeared before a Medical Board on April 1998 and was considered
unfit for further service. A Review Medical Board was also convened on his request
September 1998 which also arrived at the conclusion that the Petitioner was unfit
for further service.
The BSF Authorities, who had carried out the investigations against the Petitioner,
have never made any allegation of attributing any blame on the Petitioner for
alleged HIV Infection suffered by him. There appears to be an oblique accusation in
the writ petition that the HIV Infection has been contracted by the Petitioner as a
consequence or any of his personal acts. They were of the belief that HIV is the
consequence of an immoral act.
It had been prayed, in the writ petition that (i) the petitioner be reinstated with
continuity of service, or (ii) that he be provided alternative employment to enable
him to earn his livelihood and pension on attaining the age of superannuation and
or (iii) alternatively that he be granted all pensionary benefits as admissible to
persons with 100% medical disability attributable to service.
The Respondent, Border Security Force, has strenuously resisted the petition on
various grounds. Accusations were also made that the petitioner had contracted HIV
so as to earn a disability pension.
Unfortunately there still remains a severe social stigma against persons suffering
from HIV. It is difficult to conceive of a situation where any person would
consciously or wittingly run the risk of contracting AIDS. It is ludicrous to
contend that anyone would. Contract HIV so as to earn a disability pension.
It was decided that the Respondents are directed to pay to the Petitioner invalid
pension together with interest at the rate of six per cent (6%) per annum.
# X v. Bank of India
In June 1987 the petitioner had joined Golden Enterprise as a sweeper. He was given
sweeping work on contract basis at the State Bank of India. The petitioner
satisfactorily performed his duties for more than 9 years. In or about 1997 the
State Bank of India considered the case of the petitioner for recruitment for part
time hamal cum sweeper. The petitioner remained present for the interview along
with the concerned documents. His application was accepted and he was asked to
undergo medical investigations. The petitioner carried out the required medical
investigation such as Chest P.A. The petitioner also gave blood sample for ELISA
Enzyme Linked Immuno Sorbant Assay test at the J.J. Hospital and was diagnosed
that he is HIV asymptomatic. he was informed by his superior orally that his
application for the said job has been rejected on medical ground and he was not
required to come for his work from that day onwards. He was also told that he
should report only when he gets clear reports i.e. he is tested HIV negative.
Thereafter on 21.10.1997 the petitioner got tested which showed he was positive for
HIV 1 and 2 antibodies. The petitioner was also diagnosed asymptomatic by the
report dated 24.10.1997. According to the petitioner in November 1997 he was
informed by the officials orally that the bank does not allow recruitment of HIV
positive at the prerecruitment stage and therefore he would not be made permanent
sweeper. Thereafter the petitioner had been periodically approaching the respondent
to know about his case of recruitment. But he was never informed by the respondent
that he had to undergo further medical examination so that he can obtain a medical
fitness certificate which is prerequisite for recruitment. The petitioner was
never appraised of the real situation. In the meanwhile from 1998 the petitioner
started working as a casual labourer on daily wages from time to time. His
financial condition forced him to work as casual labourer. The petitioner had
realized that his rights had been violated but he was unaware of the course of
action to be taken. The petitioner sent letter dated 22.2.2002 to the respondent
calling upon the respondent to recruit him as permanent hamal cum sweeper with
effect from April 1997. The respondent by the said notice, was also called upon to
provide the petitioner with the copy of the bank
rules/policies/circulars/notifications/ documents that it has referred and relied
upon in rejecting the petitioner�s application for the said post. Thus in the
absence of a medical fitness certificate, a mandatory requirement for appointment,
the petitioner could not be given appointment in the bank. The respondent�s offer
of appointment to the petitioner, in view of the above has been withdrawn and
cancelled. In the circumstances the petitioner has approached this court seeking
direction to absorb him as hamal cum sweeper with the respondent bank. 5.
The counsel for the Petitioner has brought to our notice the judgment of the
Division Bench of this court reported in AIR 1997 Bombay 406 in the case of MX of
Bombay Indian Inhabitant vs. M/s. ZY and another. In the said judgment, this court
has, categorically held that HIV positive person cannot be denied employment only
on the ground that the person is HIV positive, even though otherwise fit. Justice
Tipnis speaking for the bench observed:
No person can be deprived of his right to livelihood except according to procedure
established by law. Obviously, such procedure established by law has to be just,
fair and reasonable. In other words, such procedure also must pass rigour of Art
14. The rule providing that a person must be medically fit before he is employed or
to be continued while in employment is, obviously, with the object of ensuring that
the peon is capable of or continues to be capable of performing his normal job
requirements and that he does not pose a threat or health hazard to the persons or
property at the work place.
The persons who are rendered incapable, due to ailment, to perform their normal job
functions or who pose a risk to other persons at the work place say like due to
having infected with some contagious disease which can be transmitted though the
normal activities at the work place can be reasonably and justifiably denied
employment or discontinued from the employment in as much as such classification
has an intelligible differentia which has clear nexus with the object to be
achieved , viz, to ensure the capacity of such persons to perform normal job
functions as also to safeguard the interests of other persons at the work place.
But the person who, though has some ailment, does not cease to be capable of
performing the normal job functions and who does not pose any threat to the
interests of other persons at the work place during his normal activities cannot be
included in the aforesaid class.
Such inclusion in the said class merely on the ground of having an ailment is,
obviously, arbitrary and unreasonable. So tested the impugned rule which denies
employment to the HIV infected person merely on the ground of his HIV status
irrespective of his ability to perform the job requirements and prospective of the
fact that he does not pose any threat to others at the work place is clearly
arbitrary and unreasonable and infringes the wholesome requirement of Art 14 as
well as Art 21 of the Constitution of India. Accordingly, the circular in so far as
it directs that if the employee is found to be HIV positive by ELISA test, his
services will be terminated is unconstitutional, illegal and invalid.
# G v. New India Assurance Co. Ltd.
This petition was filed by the Petitioner widow whose husband was working with
Respondent Company, died while in employment. The Petitioner had applied to the
Respondent Company for employment on compassionate ground, which was rejected by
the Respondent Company. On medical examination she was found HIV positive. The
Petitioner has three minor children. The respondent Company�s Doctor had opined
that as the Petitioner was suffering from HIV positive, she was medically unfit.
Thereafter, the Company had sought an expert opinion of Dr. Gilada who had opined
that the Petitioner was medically fit to join the Company. He had categorically
stated that though the Petitioner carries Human Immunodeficiency Virus, she was
absolutely asymptomatic and her immunity was still intact. Dr. Gilada has also gave
necessary clinical data justifying that the Petitioner can perform her daily
routine work. However the respondent company refused to recruit her and avail of
her services.
The Court held that the approach of the Company was illegal and the petitioner
cannot be denied employment in law when she was entitled to employment on
compassionate ground as her husband died while in service. In Balbir Kaur and anr
v. Steel Authority of India Ltd and ors , Banerjee J., speaking for the Bench
observed that the socialistic pattern of society as envisaged in the Constitution
has to be attributed its full meaning. Law courts cannot be mute spectators where
relief is denied to the horrendous sufferings of an employee�s family on account of
death of the bread earner.
A person cannot be denied employment only on the ground that the person is HIV
positive, but otherwise fit. In the opinion of the High Court, HIV positive status
cannot be a ground for rejection for employment as it would be discriminatory and
violative of the principles laid down in Articles 14, 16 and 21 of the
Constitution. As a result the petition succeeded. The Respondent company was
directed to appoint the Petitioner on compassionate ground in her present post were
she was appointed for temporary period or any other suitable post within a period
of four weeks from date of judgment and be given all consequential benefits.
Suggestions
# To enact an antidiscrimination legislation that should apply equally to both the
public and private sectors and should prohibit work related discrimination. This
legislation should include prohibition of preemployment HIV testing, routine
health checkups with mandatory HIV testing, reasonable accommodation etc.
# Increasing private sector and community participation in the response to
HIV/AIDS, including building capacity and responsibility of civil society to
respond ethically and effectively.
# The Government may have done much towards prevention by spreading awareness about
HIV/AIDS, however not much has been done for those already suffering from it. The
Government should therefore introduce action positive discrimination in the form of
insurance and health care benefits and introduce medical insurance schemes to cover
HIV positive employees.
Conclusion
People Living With HIV/AIDS, their friends and relatives, their communities,
national and international policy and decision makers, health professionals, and
the public at large all, to varying degrees, understand the fundamental linkages
between HIV/AIDS and human rights. The importance of bringing HIV/AIDS policies and
programs in line with international human rights law is generally acknowledged but,
unfortunately, rarely carried out in reality. Policymakers, program managers, and
service providers must become more comfortable using human rights norms and
standards to guide and limit the actions taken by or on behalf of governments in
all matters affecting the response to HIV/AIDS. To control the HIV/AIDS pandemic
and mitigate its impact, require legal action not only within a country's own
borders but also in line with international human rights obligations through its
engagement in international assistance and cooperation. Sustained commitment is
critical to the future of the HIV/AIDS epidemics around the world.
However, no policy or laws can alone combat HIV/AIDS related discrimination. The
fear and prejudice that lies at the core of the HIV/AIDS discrimination needs to be
tackled at the community and national levels. A more enabling environment needs to
be created to increase the visibility of people with HIV/AIDS as a 'normal' part of
any society. In the future, the task is to confront the fear based messages and
biased social attitudes, in order to reduce the discrimination and stigma of people
who are living with HIV or AIDS.
sandeep