Pryor, Reeder, and McManus cite in their article entitled “ Fear and Loathing in the Workplace”, employers will also have to contend with the reaction of an employee's coworkers. Ignorance, misinformation and outright bigotry are plentiful in any discussion of HIV/AIDS, regardless of income, race and in many cases, educational achievement. The issues that face a worker who has learned that they have tested positive for HIV/AIDS are numerous and complex. One immediate fear may be that self-disclosure of the illness will jeopardize current and future employment. A PWA must also consider if disclosure will not only place her or his employment in danger, but that disclosure will expedite the loss of medical benefits. In an article named “ AIDS and HIV Infection in the Workplace”, L.A. Cone states that harassment at the hands of coworkers is yet another consequence to consider if and when a person decides to make others aware of their medical status. One may be neither gay nor lesbian or a person who is an IV drug user, but misinformation, fear and values may color a coworkers ability to believe otherwise. Cone continues to observe that although a person with HIV may show no symptoms and still be performing all job tasks in a satisfactory fashion, she or he may still be perceived as having an impairment that employers and employees alike wrongly believe. As a result this perception will make it impossible to fulfill one's job responsibilities . Finally, an employee with HIV/AIDS must contend with the fact that she or he may be looked upon as an object of fear and scorn. Coworkers may wrongly believe that others are in serious danger of being infected by their colleague. Unfortunately, this only creates unwarranted concern and hysteria, yet another significant and very real stress factor in the life of a PWA. In order to effectively deal with the negative consequences that a PWA may experience from workplace disclosure of her or his illness, a comprehensive analysis must be conducted to further explore the issues that both employees and employers will inevitably encounter. Due to the historical role of the courts and the increasingly activist role of the federal government in addressing issues pertinent to people with disabilities, the efficacy and efficiency of the existing legislative framework and the still limited judicial role are the logical places to begin this analysis.