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    HIV AIDS Workplace Policy

    Uploaded by

    Mareices Dominique
    This document outlines an HIV/AIDS workplace policy and program for a company. It establishes an implementing structure managed by a health and safety committee. It provides basic information on HIV/AIDS, outlines guidelines for prevention, non-discrimination, confidentiality, and accommodation. The roles of employers include education, non-discrimination, and ensuring confidentiality, while employees are responsible for non-discriminatory actions and complying with prevention measures. A safety committee will monitor the policy.

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    © All Rights Reserved
    Download as DOC, PDF, TXT or read online from Scribd

    HIV AIDS Workplace Policy

    Uploaded by

    Mareices Dominique
    150 views4 pages
    This document outlines an HIV/AIDS workplace policy and program for a company. It establishes an implementing structure managed by a health and safety committee. It provides basic information on HIV/AIDS, outlines guidelines for prevention, non-discrimination, confidentiality, and accommodation. The roles of employers include education, non-discrimination, and ensuring confidentiality, while employees are responsible for non-discriminatory actions and complying with prevention measures. A safety committee will monitor the policy.

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    HIV Awareness

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    This document outlines an HIV/AIDS workplace policy and program for a company. It establishes an implementing structure managed by a health and safety committee. It provides basic information on HIV/AIDS, outlines guidelines for prevention, non-discrimination, confidentiality, and accommodation. The roles of employers include education, non-discrimination, and ensuring confidentiality, while employees are responsible for non-discriminatory actions and complying with prevention measures. A safety committee will monitor the policy.

    Copyright:

    © All Rights Reserved
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    150 views4 pages

    HIV AIDS Workplace Policy

    Uploaded by

    Mareices Dominique
    This document outlines an HIV/AIDS workplace policy and program for a company. It establishes an implementing structure managed by a health and safety committee. It provides basic information on HIV/AIDS, outlines guidelines for prevention, non-discrimination, confidentiality, and accommodation. The roles of employers include education, non-discrimination, and ensuring confidentiality, while employees are responsible for non-discriminatory actions and complying with prevention measures. A safety committee will monitor the policy.

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    © All Rights Reserved
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    of 4

    HIV/AIDS WORKPLACE POLICY AND PROGRAM

    In conformity with Republic Act No. 8504 otherwise known as the Philippine
    AIDS Prevention and Control Act of 1998 which recognizes workplace-based
    programs as a potent tool in addressing HIV/AIDS as an international pandemic
    problem, this company policy is hereby issued for the information and guidance of
    the employees in the diagnosis, treatment and prevention of HIV/AIDS in the
    workplace.

    This policy is also aimed at addressing the stigma attached to HIV/AIDS and
    ensures that the workers’ right against discrimination and confidentiality is
    maintained.

    I. IMPLEMENTING STRUCTURE

    The Beauty and Butter HIV/AIDS Program shall be managed by its health and
    safety committee consists of representatives from the different divisions and
    departments.

    II. BASIC INFORMATION ON HIV/AIDS

    What is HIV/AIDS?

    It is a disease caused by a virus called HIV (Human Immunodeficiency Virus).


    This virus slowly weakens a person’s ability to fight off other diseases by attaching
    itself to and destroying important cells that control and support the human immune
    system.

    How HIV/AIDS is transmitted?

     Unprotected sex with an HIV infected person;


     From an infected mother to her child ( during pregnancy, at birth through
    breast feeding);
     Intravenous drug use with contaminated needles;
     Transfusion with infected blood and blood products; and
     Unsafe, unprotected contact with infected blood and bleeding wounds of an
    infected person.

    Is there a cure?

    No. However, there are antiretroviral drug combinations that are available
    when properly used, result in prolonged survival of people with HIV. Holistic care of
    people living with HIV-AIDS and comprehensive treatment of opportunistic infections
    also dramatically improve quality of life.

    III. COVERAGE

    1
    This Program shall apply to all employees regardless of their employment
    status.

    IV. GUIDELINES

    A. Preventive Strategies

    1. Conduct of HIV-AIDS Education.-


    a. Who will conduct?
    The Medical Clinic of Beauty and Butter in coordination with the
    Health and Safety Committee shall conduct HIV-AIDS education to all
    employees for free. This shall also form part of the orientation of
    newly hired employees. The standardized information package
    developed by the Department of Labor and Employment (DOLE) may
    be used for this purpose.

    b. How will it be conducted?


    The HIV-AIDS education will be conducted through distribution and
    posting of IEC materials, lectures, counseling and training and
    information on adherence to standard or universal precautions in the
    workplace

    2. Screening, Diagnosis, Treatment and Referral to Health Care Services

    a. Screening for HIV as a prerequisite to employment is not


    mandatory.

    b. The company shall encourage positive health seeking behavior


    through Voluntary Counseling and Testing.

    c. The company shall establish a referral system and provide access


    to diagnostic and treatment services for its workers. Referral to
    Social Hygiene Clinics of LGU for HIV screening shall be facilitated
    by the company’s medical clinic staff.

    d. The company shall likewise facilitate access to livelihood


    assistance for the affected employee and his/her families, being
    offered by other government agencies.

    B. SOCIAL POLICY

    1. Non-discriminatory Policy and Practices

    a. Discrimination in any form from pre-employment to post-


    employment, including hiring, promotion or assignment, termination of

    2
    employment based on the actual, perceived or suspected HIV status
    of an individual is prohibited.

    b. Workplace management of sick employees shall not differ from that of


    any other illness.

    c. Discriminatory act done by an officer or an employee against their


    co-officer or co-employee shall likewise be penalized.

    2. Confidentiality/Non-Disclosure Policy

    a. Access to personal data relating to a worker’s HIV status shall be


    bound by the rules of confidentiality consistent with provisions of R.A.
    8504 and the ILO Code of Practice.

    b. Job applicants and workers shall not be compelled to disclose their


    HIV/AIDS status and other related medical information.

    c. Co-employees shall not be obliged to reveal any personal


    information relating to the HIV/AIDS status of fellow workers.

    3. Work-Accommodation and Arrangement

    a. The company shall take measures to reasonably accommodate


    employees with AIDS related illnesses.

    b. Agreements made between the company and employee’s


    representatives shall reflect measures that will support workers with
    HIV/AIDS through flexible leave arrangements, rescheduling of
    working time and arrangement for return to work.

    IV. ROLES AND RESPONSIBILITIES OF EMPLOYERS AND EMPLOYEES

    A. Employer’s Responsibilities

    1. The Company, together with employees/ labor organizations,


    company focal personnel for human resources, safety and health
    personnel shall develop, implement, monitor and evaluate the
    workplace policy and program on HIV/AIDS.

    1. Provide information, education and training on HIV/AIDS for its


    workforce.

    3. Ensure non-discriminatory practices in the workplace and that the


    policy and program adheres to existing legislations and guidelines .

    4. Ensure confidentiality of the health status of its employees and the


    access to medical records is limited to authorized personnel.

    5. The Company, through its Human Resources Department, shall see to


    it that their company policy and program is adequately funded and
    made known to all employees.

    3
    6. The Health and Safety Committee, together with employees/ labor
    organizations shall jointly review the policy and program and continue
    to improve these by networking with government and organizations
    promoting HIV prevention.

    B. Employees’ Responsibilities

    1. The employee’s organization shall undertake an active role in educating


    and training their members on HIV prevention and control. Promote
    and practice a healthy lifestyle with emphasis on avoiding high risk
    behavior and other risk factors that expose workers to increased risk
    of HIV infection.

    2. Employees shall practice non-discriminatory acts against co-


    employees.

    2. Employees and their organization shall not have access to personnel


    data relating to a worker’s HIV status.

    4. Employees shall comply with universal precaution and preventive


    measures.

    V. IMPLEMENTATION AND MONITORING

    The Safety and Health Committee or its counterpart shall periodically monitor
    and evaluate the implementation of this Policy and Program.

    VI. EFFECTIVITY

    This Policy shall take place effective immediately and shall be made known to
    every employee.

    ___________________________ _______________________________

    Owner/Manager Employees’ Representative

    DATE: _________________

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