HIV AIDS Workplace Policy Program

A Company Model
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 (Name of Company) 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.
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III. COVERAGE
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 (Name of company) 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, counselling 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
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a. Discrimination in any form from pre-employment to post-
employment, including hiring, promotion or assignment, termination of
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.
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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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A Company Model

HIV/AIDS WORKPLACE POLICY AND PROGRAM

The (Name of Company) HIV/AIDS Program shall be managed by its health

II. BASIC INFORMATION ON HIV/AIDS

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

How HIV/AIDS is transmitted?

 Unprotected sex with an HIV infected person;

This Program shall apply to all employees regardless of their employment

1. Conduct of HIV-AIDS Education.-

b. How will it be conducted?

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

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

b. The company shall encourage positive health seeking behavior

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

d. The company shall likewise facilitate access to livelihood

1. Non-discriminatory Policy and Practices

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

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

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

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

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

3. Work-Accommodation and Arrangement

a. The company shall take measures to reasonably accommodate

b. Agreements made between the company and employee’s

IV. ROLES AND RESPONSIBILITIES OF EMPLOYERS AND EMPLOYEES

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

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

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

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

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

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

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

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

4. Employees shall comply with universal precaution and preventive

V. IMPLEMENTATION AND MONITORING

Owner/Manager Employees’ Representative

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