A Toolkit for Workplace HIV Health & Wellness Programming in the ...

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GUIDELINES FOR WORKPLACE POLICY DEVELOPMENT Before you or your staff counterparts can effectively implement your workplace programme to prevent HIV or to mitigate its impact in your workplace and local environment, you will need to ensure that your plans include the ongoing development and assurance of a supportive and enabling work place environment. This should be an environment within which the employees believe that their employer or their line manager will support the rights of workers with HIV and AIDS and also recognise and address the concerns of HIV negative workers and clients in ways that best suit the workplace. Therefore, any HIV/AIDS workplace programme must always contain underpinning and cross-cutting components that addresses the implementation of Policies to guide your institutions actions in response to support and prevention of HIV in their environment. Investing in Workers’ Health and Well Being SECTION 3: TAKING ACTION – BUILDING A FOUNDATION FOR MAINSTREAMING Well Being Healthy Attitudes Healthy Practices Care & Support Prevention Trust Enabling Environment HOW CAN YOU ESTABLISH AN ENVIRONMENT OF TRUST? The BHTA have produced a set of institutional policy guidelines that subscribe to the National HIV/AIDS Policy mandated by the Ministry of Labour and follows the International Labour Organisation (ILO) guidelines. It also builds upon experiences of the Jamaica Hotel and Tourism Association (JHTA) policy development. 26 A Toolkit for Workplace HIV Health & Wellness Programming in the Tourism Sector
HOW DO POLICY GUIDELINES HELP? These HIV/AIDS institutional policies and guidelines help to ensure that there is an environment of trust built between employers and employees, that employers openly articulate and demonstrate that: • They are aware of the risks of HIV and recognize the need to ensure that they act to help employers remain HIV free • They recognise that there will be HIV positive workers in their workplace and that these workers have the same rights to employment, non-discrimination and access to promotion and information as other workers • The treatment needs and schedule of positive workers should taken into consideration and every effort made to ensure that workers can maintain effective treatment schedules amid their work schedules • All workers including HIV positive workers and their families have the right to confidential and tailored support services. WHAT DO THESE GUIDELINES SAY? Essentially, there are 10 Core components, which include; 1.1 Workplace Issue We recognise that HIV/AIDS is a workplace issue and should be treated like any other serious illness/condition in the workplace. 1.2 Non-discrimination No worker who is known or perceived to be HIV infected or affected is stigmatised or discriminated against. 1.3 Gender Equality Both women who are more likely to become infected and men who are usually the sexual decision makers need to understand how these issues impact the spread of HIV. 1.4 Safe and Healthy Work Environment To ensure that the work environment is healthy and safe in order to help prevent the transmission of HIV, universal precautions should be observed irrespective of the person’s presumed infection status. 1.5 Social Dialogue The successful implementation of this HIV/AIDS programme requires cooperation and trust among all parties – employees, employers, and other partners. 1.6 Non-screening for Purposes of Exclusion from Employment or Work Purposes HIV/AIDS screening should not be required of job applicants, nor should staff members be required to be tested for the purposes of continued employment. Any staff member suspected of being infected should be encouraged to discuss the matter with a peer counsellor or medical professional. SECTION 3: TAKING ACTION – BUILDING A FOUNDATION FOR MAINSTREAMING A Toolkit for Workplace HIV Health & Wellness Programming in the Tourism Sector 27
Page 1 and 2: !"#$$%&'(")$*"+$*&,%-./"012 0/-%(3"
Page 3 and 4: Table of Contents Acknowledgements
Page 5 and 6: Acronyms AIDInc. AIDS ARV BCC BEC B
Page 7 and 8: Introduction Welcome to the HIV & H
Page 9 and 10: WITHIN THE SPECIFIED H&S FRAMEWORK:
Page 11 and 12: The physical and mental stresses en
Page 13 and 14: Causes of poor physical health " Ch
Page 15 and 16: Focal Point This should be a key pe
Page 17 and 18: Section 2: Taking Action DESIGNING
Page 19 and 20: 3. Most importantly, partner if pos
Page 21 and 22: DECIDING ON WHICH ACTIVITIES WILL F
Page 23 and 24: Sample list of resource required fo
Page 25 and 26: THE NATIONAL HIV /AIDS SITUATION "
Page 27: KEY STEPS IN FOUNDATION BUILDING FO
Page 31 and 32: GUIDELINES FOR PLANNING REMEMBER TH
Page 33 and 34: Perspective 1: Preventing Negative
Page 35 and 36: 2. Prevention, Education and Behavi
Page 37 and 38: 9. Advocacy and Leadership " Busine
Page 39 and 40: D. Monthly Staff meetings ! HIV/AID
Page 41 and 42: VCT at hotel health fairs in partne
Page 43 and 44: A typical example of the main compo
Page 45 and 46: Schematic of the Government and Com
Page 47 and 48: Taking it to the streets It will be
Page 49 and 50: GLOSSARY OF TERMS YOU NEED TO KNOW

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