The Code of Practice on HIV/AIDS and other Life-Threatening ...
The Code of Practice on HIV/AIDS and other Life-Threatening ...
The Code of Practice on HIV/AIDS and other Life-Threatening ...
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<str<strong>on</strong>g>Code</str<strong>on</strong>g> <str<strong>on</strong>g>of</str<strong>on</strong>g> <str<strong>on</strong>g>Practice</str<strong>on</strong>g> <strong>on</strong><br />
<strong>HIV</strong>/<strong>AIDS</strong> <strong>and</strong> Other<br />
<strong>Life</strong> <strong>Threatening</strong> Illnesses<br />
for the Public Sector<br />
Ministry <str<strong>on</strong>g>of</str<strong>on</strong>g> Labour
Acknowledgement<br />
This <str<strong>on</strong>g>Code</str<strong>on</strong>g> <str<strong>on</strong>g>of</str<strong>on</strong>g> <str<strong>on</strong>g>Practice</str<strong>on</strong>g> <strong>on</strong> <strong>HIV</strong>/<strong>AIDS</strong> <strong>and</strong> Other <strong>Life</strong> <strong>Threatening</strong> Illnesses in<br />
the Public Sector was developed by the Ministry <str<strong>on</strong>g>of</str<strong>on</strong>g> Labour in collaborati<strong>on</strong><br />
with its <strong>HIV</strong>/<strong>AIDS</strong> Core Group.<br />
This group includes:<br />
• Labour Department<br />
• Barbados Vocati<strong>on</strong>al Training Board<br />
• Technical <strong>and</strong> Vocati<strong>on</strong>al Educati<strong>on</strong> <strong>and</strong> Training Council<br />
• Nati<strong>on</strong>al <strong>HIV</strong>/<strong>AIDS</strong> Commissi<strong>on</strong><br />
• Government Informati<strong>on</strong> Service<br />
• Barbados Employers’ C<strong>on</strong>federati<strong>on</strong><br />
• C<strong>on</strong>gress <str<strong>on</strong>g>of</str<strong>on</strong>g> Trade Uni<strong>on</strong>s <strong>and</strong> Staff Associati<strong>on</strong><br />
<str<strong>on</strong>g>of</str<strong>on</strong>g> Barbados<br />
• Barbados Small Business Associati<strong>on</strong><br />
• <strong>AIDS</strong> Society <str<strong>on</strong>g>of</str<strong>on</strong>g> Barbados Incorporated<br />
• Barbados Christian Council<br />
• Pinel<strong>and</strong>s Creative Workshop<br />
• CARE Barbados<br />
• Ministry <str<strong>on</strong>g>of</str<strong>on</strong>g> Civil Service<br />
I
Foreword<br />
Table <str<strong>on</strong>g>of</str<strong>on</strong>g> C<strong>on</strong>tents<br />
1. Purpose ...................................................................2<br />
This <str<strong>on</strong>g>Code</str<strong>on</strong>g> <str<strong>on</strong>g>of</str<strong>on</strong>g> <str<strong>on</strong>g>Practice</str<strong>on</strong>g> is intended as a guide for Public Sector<br />
Managers in helping them to promote the development <str<strong>on</strong>g>of</str<strong>on</strong>g><br />
a supportive, ethical <strong>and</strong> human rights work envir<strong>on</strong>ment<br />
that protects the fundamental rights <strong>and</strong> freedoms <str<strong>on</strong>g>of</str<strong>on</strong>g><br />
workers living with <strong>HIV</strong> <strong>and</strong> <strong>other</strong> life threatening illnesses.<br />
It calls for a c<strong>on</strong>sistent approach in dealing with public<br />
sector employees living with these illnesses.<br />
<str<strong>on</strong>g>The</str<strong>on</strong>g> Ministry <str<strong>on</strong>g>of</str<strong>on</strong>g> Labour wishes that the guide be made<br />
available to all public sector employees so that they may be<br />
made aware <str<strong>on</strong>g>of</str<strong>on</strong>g> their rights <strong>and</strong> how they should be treated<br />
by both the management <strong>and</strong> their colleagues within<br />
the organisati<strong>on</strong>.<br />
<str<strong>on</strong>g>The</str<strong>on</strong>g> <str<strong>on</strong>g>Code</str<strong>on</strong>g> <str<strong>on</strong>g>of</str<strong>on</strong>g> <str<strong>on</strong>g>Practice</str<strong>on</strong>g> signifies a commitment by the<br />
Government <str<strong>on</strong>g>of</str<strong>on</strong>g> Barbados to treat its employees within<br />
the Public Sector in a fair <strong>and</strong> n<strong>on</strong>-discriminatory<br />
manner regardless <str<strong>on</strong>g>of</str<strong>on</strong>g> their <strong>HIV</strong> status or any <strong>other</strong> life<br />
threatening illness.<br />
2. Scope ...................................................................2<br />
3. Implementati<strong>on</strong>...........................................................2<br />
4. Definiti<strong>on</strong> <str<strong>on</strong>g>of</str<strong>on</strong>g> Terms......................................................4<br />
5. Critical Policy Issues....................................................6<br />
5.1. N<strong>on</strong>-DIscriminati<strong>on</strong> ..........................................6<br />
5.2. Desire to Work..................................................6<br />
5.3. Ability to Work..................................................6<br />
5.4. Evaluati<strong>on</strong> <str<strong>on</strong>g>of</str<strong>on</strong>g> Fitness to Work..........................7<br />
5.5. Reas<strong>on</strong>able Accommodati<strong>on</strong>..........................7<br />
5.6. Educati<strong>on</strong> <strong>and</strong> Sensitizati<strong>on</strong> <str<strong>on</strong>g>of</str<strong>on</strong>g><br />
Employees.........................................................8<br />
5.7. Support Programmes......................................8<br />
5.8. Safety <strong>and</strong> Health in the Workplace ..............9<br />
5.9. C<strong>on</strong>fidentiality...................................................9<br />
ARNI B. WALTERS<br />
Minister <str<strong>on</strong>g>of</str<strong>on</strong>g> Labour <strong>and</strong> Immigrati<strong>on</strong><br />
5.10. Stigma <strong>and</strong> Discriminati<strong>on</strong>..............................9<br />
5.11. Resp<strong>on</strong>sibility <str<strong>on</strong>g>of</str<strong>on</strong>g> Employees........................ 10<br />
6. M<strong>on</strong>itoring <strong>and</strong> Evaluati<strong>on</strong>........................................11<br />
7. Disseminati<strong>on</strong>.............................................................11<br />
8. Support Services ........................................................12<br />
II<br />
1
1. Purpose<br />
<str<strong>on</strong>g>The</str<strong>on</strong>g> purpose <str<strong>on</strong>g>of</str<strong>on</strong>g> this code is to:-<br />
• promote the development <str<strong>on</strong>g>of</str<strong>on</strong>g> a supportive, ethical <strong>and</strong><br />
human rights work envir<strong>on</strong>ment that protects the<br />
fundamental rights <strong>and</strong> freedoms <str<strong>on</strong>g>of</str<strong>on</strong>g> workers living with<br />
<strong>HIV</strong> <strong>and</strong> <strong>other</strong> life-threatening illnesses;<br />
• provide guidelines for the public sector in its effective<br />
management <str<strong>on</strong>g>of</str<strong>on</strong>g> <strong>HIV</strong>/<strong>AIDS</strong> <strong>and</strong> <strong>other</strong> life threatening<br />
illnesses;<br />
• ensure a c<strong>on</strong>sistent approach in dealing with public<br />
sector employees living with <strong>HIV</strong> <strong>and</strong> <strong>other</strong> life<br />
threatening illnesses.<br />
(b)<br />
(c)<br />
living with <strong>HIV</strong> <strong>and</strong> <strong>other</strong> life threatening illnesses;<br />
ensure that all workers are made aware <str<strong>on</strong>g>of</str<strong>on</strong>g> the policy<br />
<strong>and</strong> be given a pers<strong>on</strong>al copy <str<strong>on</strong>g>of</str<strong>on</strong>g> the document;<br />
display the policy in a prominent locati<strong>on</strong> <strong>and</strong> ensure<br />
it is accessible at all times.<br />
Critically, the right to privacy must be protected.<br />
C<strong>on</strong>sequently, the <str<strong>on</strong>g>of</str<strong>on</strong>g>ficer resp<strong>on</strong>sible for human resource<br />
management informati<strong>on</strong> system <strong>and</strong> <strong>HIV</strong>/<strong>AIDS</strong> issues<br />
in particular, should be trained in the principles <strong>and</strong><br />
applicati<strong>on</strong> <str<strong>on</strong>g>of</str<strong>on</strong>g> pers<strong>on</strong>al data collecti<strong>on</strong> <strong>and</strong> be fully aware <str<strong>on</strong>g>of</str<strong>on</strong>g><br />
the legislative framework that governs data management.<br />
2. Scope<br />
<str<strong>on</strong>g>The</str<strong>on</strong>g> code will apply to all workers in the public sector,<br />
including former <strong>and</strong> prospective workers, since the<br />
pers<strong>on</strong>al data <str<strong>on</strong>g>of</str<strong>on</strong>g> these workers are, or will be, records <str<strong>on</strong>g>of</str<strong>on</strong>g><br />
the public service.<br />
3. Implementati<strong>on</strong><br />
All Ministries, Departments <strong>and</strong> State Agencies will be<br />
required to put mechanisms <strong>and</strong> processes in place in<br />
order to implement the <str<strong>on</strong>g>Code</str<strong>on</strong>g> efficiently <strong>and</strong> effectively.<br />
Moreover, Permanent Secretaries, Heads <str<strong>on</strong>g>of</str<strong>on</strong>g> Departments,<br />
Chief Executive Officers <strong>and</strong> Managers will be resp<strong>on</strong>sible<br />
for the maintenance <str<strong>on</strong>g>of</str<strong>on</strong>g> all pers<strong>on</strong>al data, including medical<br />
informati<strong>on</strong> <strong>on</strong> the employees. In additi<strong>on</strong>, they will be<br />
required to:-<br />
(a) promote the development <str<strong>on</strong>g>of</str<strong>on</strong>g> a supportive, ethical<br />
<strong>and</strong> human rights work envir<strong>on</strong>ment that protects<br />
the fundamental rights <strong>and</strong> freedoms <str<strong>on</strong>g>of</str<strong>on</strong>g> workers<br />
2 3
4. Definiti<strong>on</strong> <str<strong>on</strong>g>of</str<strong>on</strong>g> Terms<br />
(a)<br />
(b)<br />
(c)<br />
(d)<br />
(e)<br />
(f)<br />
(g)<br />
(h)<br />
(i)<br />
<strong>AIDS</strong> – Acquired Immunodeficiency Syndrome – a<br />
disease caused by infecti<strong>on</strong> with <strong>HIV</strong> that seriously<br />
damages a pers<strong>on</strong>’s immune system leaving it at<br />
high risk to infecti<strong>on</strong>.<br />
C<strong>on</strong>fidentiality – the right <str<strong>on</strong>g>of</str<strong>on</strong>g> every pers<strong>on</strong> to have their<br />
health <strong>and</strong> pers<strong>on</strong>nel informati<strong>on</strong> kept private.<br />
Discriminati<strong>on</strong> – unfair or unjust treatment meted out<br />
to a pers<strong>on</strong> because he/she bel<strong>on</strong>gs to a particular<br />
group.<br />
Employer – refers to the Government <str<strong>on</strong>g>of</str<strong>on</strong>g> Barbados<br />
as represented by the Permanent Secretary, Head <str<strong>on</strong>g>of</str<strong>on</strong>g><br />
Department, Chief Executive Officer or Manager.<br />
<strong>HIV</strong> – Human Immunodeficiency Virus weakens<br />
the body’s immune system <strong>and</strong> ultimately causes<br />
<strong>AIDS</strong>.<br />
<strong>Life</strong> <strong>Threatening</strong> Illnesses – any illness or c<strong>on</strong>diti<strong>on</strong><br />
which has the potential to result in the death <str<strong>on</strong>g>of</str<strong>on</strong>g> an<br />
individual is c<strong>on</strong>sidered a life threatening illness.<br />
Examples <str<strong>on</strong>g>of</str<strong>on</strong>g> life threatening illnesses are cancers,<br />
heart disease, hypertensi<strong>on</strong>, <strong>HIV</strong>/<strong>AIDS</strong>, multiple<br />
sclerosis, emphysema, diabetes <strong>and</strong> lupus, to name<br />
a few.<br />
Philosophy – principles related to how businesses<br />
deal with employees living with <strong>and</strong> affected by <strong>HIV</strong><br />
<strong>and</strong> <strong>AIDS</strong> <strong>and</strong> <strong>other</strong> life threatening illnesses.<br />
Public Sector – that entity which manages <strong>and</strong><br />
regulates the affairs <str<strong>on</strong>g>of</str<strong>on</strong>g> the country under the<br />
Government <str<strong>on</strong>g>of</str<strong>on</strong>g> Barbados.<br />
Reas<strong>on</strong>able Accommodati<strong>on</strong> – any changes in the<br />
work envir<strong>on</strong>ment or the way things are customarily<br />
(j)<br />
(k)<br />
(l)<br />
(m)<br />
d<strong>on</strong>e that enable <strong>other</strong>wise qualified/competent<br />
pers<strong>on</strong> living with <strong>HIV</strong> or any <strong>other</strong> life threatening<br />
illness to apply for a job, to perform the essential<br />
functi<strong>on</strong>s <str<strong>on</strong>g>of</str<strong>on</strong>g> a job, or to enjoy benefits <strong>and</strong> privileges<br />
<str<strong>on</strong>g>of</str<strong>on</strong>g> employment equal to those enjoyed by <strong>other</strong><br />
employees without disabilities.<br />
Stigma – a negative attitude, opini<strong>on</strong> or belief directed<br />
towards a pers<strong>on</strong> due to an ascribed attribute.<br />
Undue Hardship – financial or <strong>other</strong> c<strong>on</strong>straints<br />
imposed <strong>on</strong> the business due to the provisi<strong>on</strong> <str<strong>on</strong>g>of</str<strong>on</strong>g><br />
reas<strong>on</strong>able accommodati<strong>on</strong> for employees living<br />
with <strong>HIV</strong> or <strong>other</strong> life threatening illnesses.<br />
Universal Precauti<strong>on</strong>s – are a st<strong>and</strong>ard <str<strong>on</strong>g>of</str<strong>on</strong>g> infecti<strong>on</strong><br />
c<strong>on</strong>trol precauti<strong>on</strong>s that must be used at all times.<br />
<str<strong>on</strong>g>The</str<strong>on</strong>g>se precauti<strong>on</strong>s c<strong>on</strong>sist <str<strong>on</strong>g>of</str<strong>on</strong>g>:-<br />
• Careful h<strong>and</strong>ling <strong>and</strong> disposal <str<strong>on</strong>g>of</str<strong>on</strong>g> needles <strong>and</strong><br />
<strong>other</strong> sharp objects.<br />
• Use <str<strong>on</strong>g>of</str<strong>on</strong>g> disposable gloves when h<strong>and</strong>ling cuts or<br />
wounds.<br />
• Use <str<strong>on</strong>g>of</str<strong>on</strong>g> ‘freshly’ diluted bleach (1 part bleach to<br />
9 parts water) to clean spilled blood <strong>and</strong> bodily<br />
fluids.<br />
• H<strong>and</strong>-washing as so<strong>on</strong> as possible after exposure<br />
to blood.<br />
• Proper disinfecti<strong>on</strong> <str<strong>on</strong>g>of</str<strong>on</strong>g> instruments, equipment<br />
<strong>and</strong> soiled linen.<br />
Worker – refers to any current or former worker or<br />
applicant for employment in the public service.<br />
4 5
5. Critical Policy Issues<br />
<str<strong>on</strong>g>The</str<strong>on</strong>g>re are various critical issues which must be addressed<br />
in dealing with pers<strong>on</strong>s living with or perceived to be living<br />
with <strong>HIV</strong> or any <strong>other</strong> life threatening illness. <str<strong>on</strong>g>The</str<strong>on</strong>g>se issues<br />
relate to:<br />
5.1. N<strong>on</strong>-discriminati<strong>on</strong><br />
<str<strong>on</strong>g>The</str<strong>on</strong>g> employer shall not require employees or<br />
prospective employees to be tested or to produce<br />
evidence <str<strong>on</strong>g>of</str<strong>on</strong>g> testing for <strong>HIV</strong> or any <strong>other</strong> life<br />
threatening illness as a requirement for employment<br />
or c<strong>on</strong>tinued employment.<br />
<str<strong>on</strong>g>The</str<strong>on</strong>g> employer should not include <strong>on</strong> any applicati<strong>on</strong><br />
forms or ask at any interview for initial employment<br />
or promoti<strong>on</strong> any questi<strong>on</strong> seeking informati<strong>on</strong><br />
<strong>on</strong> whether applicants have <strong>HIV</strong> or any <strong>other</strong> life<br />
threatening illness.<br />
5.2. Desire to Work<br />
Recognizing the therapeutic importance <str<strong>on</strong>g>of</str<strong>on</strong>g> work in<br />
the remissi<strong>on</strong> or recovery process <strong>and</strong> to prol<strong>on</strong>ging<br />
life, employees living with <strong>HIV</strong> or any <strong>other</strong> life<br />
threatening illness who desire to work <strong>and</strong> or<br />
c<strong>on</strong>tinue working will be facilitated <strong>on</strong> a case by case<br />
basis in accordance with the rules <strong>and</strong> regulati<strong>on</strong>s<br />
that govern the public service.<br />
5.3. Ability to Work<br />
Where warranted, the employer shall have reserved<br />
the right to be satisfied, if necessary through a<br />
fitness evaluati<strong>on</strong>, that c<strong>on</strong>tinued attendance at<br />
work <str<strong>on</strong>g>of</str<strong>on</strong>g> employees living with <strong>HIV</strong> or any <strong>other</strong> life<br />
threatening illness will not impair their ability to<br />
perform their duties in a safe <strong>and</strong> reliable manner,<br />
notwithst<strong>and</strong>ing any expressed desire by such<br />
pers<strong>on</strong>s to c<strong>on</strong>tinue to work.<br />
5.4. Evaluati<strong>on</strong> <str<strong>on</strong>g>of</str<strong>on</strong>g> Fitness to Work<br />
<str<strong>on</strong>g>The</str<strong>on</strong>g> employer may advise the appropriate authority,<br />
if having been informed by an employee that he or<br />
she is living with <strong>HIV</strong> or any <strong>other</strong> life threatening<br />
illness, to arrange for a fitness evaluati<strong>on</strong> by a<br />
Government Medical Officer or a Medical Board,<br />
provided always that such an evaluati<strong>on</strong> is<br />
necessitated by problems at the work-place associated<br />
with infrequent attendance or unsatisfactory work<br />
resulting from inappropriate mental, emoti<strong>on</strong>al<br />
or physical behaviour caused by <strong>HIV</strong> or any <strong>other</strong><br />
life threatening illness <str<strong>on</strong>g>of</str<strong>on</strong>g> which the employer has<br />
been informed. [It is necessary that the provisi<strong>on</strong>s<br />
<str<strong>on</strong>g>of</str<strong>on</strong>g> Secti<strong>on</strong> 5.21 <str<strong>on</strong>g>of</str<strong>on</strong>g> the General Orders <str<strong>on</strong>g>of</str<strong>on</strong>g> the Public<br />
Service be adhered to in all requests for evaluati<strong>on</strong><br />
<strong>and</strong> reporting].<br />
<str<strong>on</strong>g>The</str<strong>on</strong>g> employer, if initiating discussi<strong>on</strong> <strong>on</strong> the holding<br />
<str<strong>on</strong>g>of</str<strong>on</strong>g> a fitness evaluati<strong>on</strong>, shall:<br />
– pledge to ensure that the result <str<strong>on</strong>g>of</str<strong>on</strong>g> any medical<br />
evaluati<strong>on</strong> will be c<strong>on</strong>fidential <strong>and</strong> will be discussed<br />
<strong>on</strong>ly with the employee involved;<br />
– seek to ensure that the employee underst<strong>and</strong>s the<br />
reas<strong>on</strong> for the evaluati<strong>on</strong>, <strong>and</strong> that such an exercise<br />
is part <str<strong>on</strong>g>of</str<strong>on</strong>g> the employer’s c<strong>on</strong>tinuing efforts to assist,<br />
support <strong>and</strong>, where possible, to correct the problem<br />
which has been identified.<br />
5.5. Reas<strong>on</strong>able Accommodati<strong>on</strong><br />
<str<strong>on</strong>g>The</str<strong>on</strong>g> employer may, if having been informed by the<br />
employee that he or she is living with <strong>HIV</strong> or any<br />
<strong>other</strong> life threatening illness, carry out any work<br />
modificati<strong>on</strong>s to allow the employee to perform<br />
6 7
his/her job for as l<strong>on</strong>g as possible, such individually<br />
determined modificati<strong>on</strong>s to include:<br />
– flexible hours<br />
– greater frequency <str<strong>on</strong>g>of</str<strong>on</strong>g> breaks<br />
– time <str<strong>on</strong>g>of</str<strong>on</strong>g>f for medical treatment<br />
– job restructuring or job transfer<br />
– work at home (e.g. provisi<strong>on</strong> <str<strong>on</strong>g>of</str<strong>on</strong>g> computer)<br />
– job sharing or job rotati<strong>on</strong><br />
– reassignment <str<strong>on</strong>g>of</str<strong>on</strong>g> tasks.<br />
5.6. Educati<strong>on</strong> <strong>and</strong> Sensitizati<strong>on</strong> <str<strong>on</strong>g>of</str<strong>on</strong>g><br />
Employees<br />
<str<strong>on</strong>g>The</str<strong>on</strong>g> employer shall implement an employee health<br />
educati<strong>on</strong> programme which, inter alia, emphasizes<br />
preventi<strong>on</strong>, as well as the care <strong>and</strong> treatment <str<strong>on</strong>g>of</str<strong>on</strong>g><br />
pers<strong>on</strong>s living with <strong>HIV</strong> <strong>and</strong> <strong>other</strong> life threatening<br />
illnesses. <str<strong>on</strong>g>The</str<strong>on</strong>g> programme should include, but not<br />
be limited to:<br />
– informati<strong>on</strong> <strong>on</strong> the transmissi<strong>on</strong> <str<strong>on</strong>g>of</str<strong>on</strong>g> <strong>HIV</strong>,<br />
<strong>AIDS</strong> <strong>and</strong> <strong>other</strong> life threatening illnesses;<br />
– adherence to the agreed universal<br />
precauti<strong>on</strong>s for the h<strong>and</strong>ling <str<strong>on</strong>g>of</str<strong>on</strong>g> accidents<br />
in the workplace which may result in the<br />
exposure <str<strong>on</strong>g>of</str<strong>on</strong>g> employees to blood or <strong>other</strong><br />
bodily fluids;<br />
– the resp<strong>on</strong>sibility <str<strong>on</strong>g>of</str<strong>on</strong>g> all employees to<br />
safeguard their work colleagues by refraining<br />
from behaviour detrimental to the health<br />
<strong>and</strong> safety <str<strong>on</strong>g>of</str<strong>on</strong>g> <strong>other</strong>s.<br />
5.7. Support Programmes<br />
<str<strong>on</strong>g>The</str<strong>on</strong>g> employer shall encourage employees to seek<br />
assistance <strong>and</strong> counselling from the appropriate<br />
Government agencies or established community<br />
groups <strong>and</strong> services <strong>and</strong> may invite representative<br />
<str<strong>on</strong>g>of</str<strong>on</strong>g> agencies <str<strong>on</strong>g>of</str<strong>on</strong>g>fering such counselling or support<br />
programmes to participate in the health educati<strong>on</strong><br />
programme.<br />
5.8 Safety <strong>and</strong> Health in the Workplace<br />
A safety <strong>and</strong> health committee will be established<br />
in all public sector agencies in accordance with the<br />
provisi<strong>on</strong>s <str<strong>on</strong>g>of</str<strong>on</strong>g> the Safety <strong>and</strong> Health at Work Act,<br />
2005. <str<strong>on</strong>g>The</str<strong>on</strong>g> committee will, inter alia, ensure that<br />
universal precauti<strong>on</strong>s (as defined) are adhered to<br />
through the use <str<strong>on</strong>g>of</str<strong>on</strong>g> first aid kits <strong>and</strong> <strong>other</strong> protective<br />
equipment.<br />
5.9. C<strong>on</strong>fidentiality<br />
<str<strong>on</strong>g>The</str<strong>on</strong>g> employer must put measures in place to guard<br />
against breaches <str<strong>on</strong>g>of</str<strong>on</strong>g> security <strong>and</strong> ensure that the<br />
right to privacy <str<strong>on</strong>g>of</str<strong>on</strong>g> all employees must be respected.<br />
Any informati<strong>on</strong> volunteered by an employee<br />
that he or she is living with <strong>HIV</strong> or any <strong>other</strong> life<br />
threatening illness should not be disclosed without<br />
the written c<strong>on</strong>sent <str<strong>on</strong>g>of</str<strong>on</strong>g> the employee. To ensure strict<br />
c<strong>on</strong>fidentiality, the accountable <str<strong>on</strong>g>of</str<strong>on</strong>g>ficer will be made<br />
resp<strong>on</strong>sible for any breach <str<strong>on</strong>g>of</str<strong>on</strong>g> c<strong>on</strong>fidence.<br />
5.10. Stigma <strong>and</strong> Discriminati<strong>on</strong><br />
<str<strong>on</strong>g>The</str<strong>on</strong>g> employer undertakes not to stigmatise or<br />
discriminate against any employee living with or<br />
affected by <strong>HIV</strong>, <strong>AIDS</strong> or any <strong>other</strong> life threatening<br />
illness, <strong>and</strong> to protect their entitlements in the<br />
workplace with respect to job applicati<strong>on</strong>s, hiring,<br />
upgrading, promoti<strong>on</strong>, discharge, discipline, lay<str<strong>on</strong>g>of</str<strong>on</strong>g>fs,<br />
compensati<strong>on</strong>, training or <strong>other</strong> terms <strong>and</strong><br />
c<strong>on</strong>diti<strong>on</strong>s <str<strong>on</strong>g>of</str<strong>on</strong>g> employment.<br />
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5.11. Resp<strong>on</strong>sibility <str<strong>on</strong>g>of</str<strong>on</strong>g> Employees<br />
<str<strong>on</strong>g>The</str<strong>on</strong>g> employee undertakes:<br />
– to take advantage <str<strong>on</strong>g>of</str<strong>on</strong>g> opportunities <str<strong>on</strong>g>of</str<strong>on</strong>g>fered by<br />
the employer in any programme designed to<br />
provide informati<strong>on</strong> <strong>on</strong> all aspects <str<strong>on</strong>g>of</str<strong>on</strong>g> <strong>HIV</strong> <strong>and</strong><br />
<strong>AIDS</strong> <strong>and</strong> <strong>other</strong> life threatening illnesses;<br />
– to refrain from engaging in behaviour,<br />
including inappropriate words, comments<br />
<strong>and</strong> acti<strong>on</strong>s, that annoys, sl<strong>and</strong>ers or <str<strong>on</strong>g>of</str<strong>on</strong>g>fends<br />
those pers<strong>on</strong>s living with, or perceived to be<br />
living with <strong>HIV</strong>;<br />
– to adhere to the universal precauti<strong>on</strong>s for<br />
the h<strong>and</strong>ling, in the workplace, <str<strong>on</strong>g>of</str<strong>on</strong>g> accidents<br />
which may result in an exposure to blood<br />
<strong>and</strong> <strong>other</strong> body fluids;<br />
– to safeguard work colleagues by refraining<br />
from behaviour detrimental to the health<br />
<strong>and</strong> safety <str<strong>on</strong>g>of</str<strong>on</strong>g> <strong>other</strong>s;<br />
– to ensure that the respect <strong>and</strong> dignity to be<br />
shown to co-workers is not adversely affected<br />
by the knowledge that the co-worker is<br />
living with <strong>HIV</strong> or any <strong>other</strong> life threatening<br />
illness.<br />
6. M<strong>on</strong>itoring <strong>and</strong> Evaluati<strong>on</strong><br />
It is recommended that the policy be reviewed by the<br />
Ministry <str<strong>on</strong>g>of</str<strong>on</strong>g> Labour in collaborati<strong>on</strong> with its <strong>HIV</strong>/<strong>AIDS</strong> Core<br />
Group <strong>and</strong> the Social Partners every five (5) years to take<br />
into account any new medical <strong>and</strong> or policy developments<br />
relating to <strong>HIV</strong> <strong>and</strong> <strong>AIDS</strong> <strong>and</strong> <strong>other</strong> life-threatening<br />
illnesses.<br />
7. Disseminati<strong>on</strong><br />
<str<strong>on</strong>g>The</str<strong>on</strong>g> <str<strong>on</strong>g>Code</str<strong>on</strong>g> <str<strong>on</strong>g>of</str<strong>on</strong>g> <str<strong>on</strong>g>Practice</str<strong>on</strong>g> will be disseminated through the use<br />
<str<strong>on</strong>g>of</str<strong>on</strong>g> the Barbados Government Informati<strong>on</strong> Service <strong>and</strong> the<br />
Ministry <str<strong>on</strong>g>of</str<strong>on</strong>g> Labour websites with links to <strong>other</strong> Government<br />
<strong>and</strong> relevant stakeholders’ websites.<br />
10 11
8. Support Services<br />
In cases where guidance or advice is required <strong>and</strong> services<br />
are needed to carry out the <strong>HIV</strong>/<strong>AIDS</strong> activities <str<strong>on</strong>g>of</str<strong>on</strong>g> the<br />
various ministries, departments or agencies the following<br />
support services may be c<strong>on</strong>tacted:<br />
Government<br />
Ministry <str<strong>on</strong>g>of</str<strong>on</strong>g> Labour<br />
Ministry <str<strong>on</strong>g>of</str<strong>on</strong>g> Civil Service<br />
(Employee Assistance Programme)<br />
Ministry <str<strong>on</strong>g>of</str<strong>on</strong>g> Health<br />
Nati<strong>on</strong>al <strong>HIV</strong>/<strong>AIDS</strong> Commissi<strong>on</strong><br />
Ministry <str<strong>on</strong>g>of</str<strong>on</strong>g> Educati<strong>on</strong><br />
Ministry <str<strong>on</strong>g>of</str<strong>on</strong>g> Social Care<br />
Community Development Divisi<strong>on</strong><br />
Government Informati<strong>on</strong> Service<br />
Training Administrati<strong>on</strong> Divisi<strong>on</strong><br />
Office <str<strong>on</strong>g>of</str<strong>on</strong>g> the Attorney General<br />
Regi<strong>on</strong>al/Internati<strong>on</strong>al Agencies<br />
Internati<strong>on</strong>al Labour Organisati<strong>on</strong><br />
UN<strong>AIDS</strong><br />
PANCAP<br />
N<strong>on</strong>-Governmental Organisati<strong>on</strong>s<br />
CARE Barbados<br />
Family Care<br />
United Gays <strong>and</strong> Lesbians Associati<strong>on</strong> <str<strong>on</strong>g>of</str<strong>on</strong>g> Barbados<br />
<strong>AIDS</strong> Society <str<strong>on</strong>g>of</str<strong>on</strong>g> Barbados Incorporated<br />
<strong>AIDS</strong> Foundati<strong>on</strong> <str<strong>on</strong>g>of</str<strong>on</strong>g> Barbados Incorporated<br />
Faith Based Organisati<strong>on</strong>s<br />
Barbados Christian Council<br />
Barbados Evangelical Associati<strong>on</strong><br />
Uni<strong>on</strong>s<br />
Nati<strong>on</strong>al Uni<strong>on</strong> <str<strong>on</strong>g>of</str<strong>on</strong>g> Public Workers<br />
Barbados Workers’ Uni<strong>on</strong><br />
Barbados Registered Nurses Associati<strong>on</strong><br />
Barbados Associati<strong>on</strong> <str<strong>on</strong>g>of</str<strong>on</strong>g> Nursing Assistants<br />
Barbados Uni<strong>on</strong> <str<strong>on</strong>g>of</str<strong>on</strong>g> Teachers<br />
Barbados Sec<strong>on</strong>dary Teachers Uni<strong>on</strong><br />
12 13
April 2009