Food Safety Manager Certification Practice Test 2026 – Complete Study Resource

When a new employee discloses that they are infected with HIV, the appropriate response is to consider them a disabled person and proceed with hiring. This response aligns with the principles of the Americans with Disabilities Act (ADA), which protects individuals with disabilities from discrimination in the workplace. HIV is recognized as a condition that can qualify as a disability, and individuals should not be judged or discriminated against based on their health status.

It is essential to focus on the individual's qualifications for the job rather than their medical condition. Employers are also required to provide reasonable accommodations for employees with disabilities, as long as those accommodations do not cause undue hardship to the business. This approach fosters an inclusive workplace and ensures that individuals with HIV can pursue their careers without fear of discrimination.

Considering the other options, terminating employment, reporting to health authorities, or dismissing an application solely based on HIV status would not only be discriminatory but could also result in legal repercussions for the employer. Understanding and adhering to these principles is crucial for both ethical practices and compliance with employment laws.