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(1) Any person, corporation or employer which employs over three (3) employees within the City of Philadelphia is hereby required to provide to those employees education regarding the ways HIV is and is not transmitted, and regarding the rights of employees who have been infected or who may be thought to have been infected with HIV.
(2) Such persons, corporations and employers shall afford their employees the following rights, and assure widespread knowledge of their existence through an education program designed to reach every employee:
(a) Employment policies shall be based on the scientific and epidemiological evidence that people with AIDS or HIV infection do not pose a risk of transmission of the virus to co-workers through ordinary workplace contact.
(b) Employment policies shall, at a minimum, comply with Federal, State and local laws and regulations regarding discrimination, and shall emphasize that discrimination against employees and co-workers infected with HIV is illegal.
(c) People with AIDS and HIV infection are entitled to the same rights and opportunities as people with other serious or life-threatening illnesses.
(d) Management and union policies shall be non-discriminatory with respect to the employment rights of persons infected with or thought to be infected with HIV.
(e) Confidentiality rights regarding the medical information of persons infected with HIV shall be respected and maintained in the same way as they are respected and maintained for those employees not infected with HIV.
(f) Management shall confirm the right of employees infected with HIV to continue working as long as those employees are able to perform their jobs satisfactorily and as long as those employees' continued employment presents no health or safety threat to those employees or to others in the workplace.
(g) Management shall immediately address and resolve in accordance with the terms of this Chapter, incidents of disruption of the workplace and harassment or rejection by co-workers of employees infected or thought to be infected with HIV and shall monitor the workplace to see that any such incidents do not occur.
(h) Employers shall not require HIV antibody tests of job applicants or existing employees in any situation where the employer cannot show by a preponderance of evidence that such a test is not discriminatory and is connected with a legitimate employment-related purpose.
(i) In those special occupational settings where there may be a significant risk of exposure to HIV, for example, in health care, where workers may be exposed to blood or blood products, employers shall provide specific, ongoing education and training, as well as the necessary equipment and facilities to reinforce appropriate infection control procedures and ensure that they are implemented.