The development of this policy has been necessitated by the challenges posed by HIV and AIDS in the workplace. HIV and AIDS affect people mainly in their prime ages, between 20 and 55 years, who constitute the workforce. The illness and subsequent deaths of workers resulting from HIV and AIDS, has an enormous impact on the national productivity and earnings. Resources that would have been used for wealth creation and poverty reduction are diverted to treatment, care and support for HIV and AIDS related illnesses.
The company has put in place a policy that defines an institutional framework and intensified intervention measures for the prevention, management, control and mitigation of HIV/AIDS impact. The policy provides guidance for those who deal with the day-to-day HIV/AIDS related issues and problems that arise within the workplace and also outlines employee’s rights, responsibilities and expected behavior in the workplace. The strategies outlined in this policy aim at minimizing the effects of the pandemic at the company and providing the means towards greater efficiency in service delivery.
The Policy’s emphasis is on performance improvement as officers will be healthier and live longer regardless of their HIV status once properly managed. 1. 0 INTRODUCTION The HIV/AIDS pandemic is now a global crisis and constitutes one of the most formidable challenges to development and social progress.. It mainly affects people in their prime years of life, the hardest hit being those in the productive ages of between 20 and 55 years. This policy has been developed to address the crisis imposed by the pandemic.
It aims at providing guidance to the management of employees who are infected and affected by HIV/AIDS and prevention of further infections.. In addition, it provides guidance for those who deal with the day-to-day HIV/AIDS related issues and problems that arise within the workplace and outlines employee’s rights, responsibilities and expected behavior in the workplace. HIV/AIDS present the greatest challenge to the development of this country and have put immense pressure in the workplace.
It has led to loss of skilled and experienced manpower due to deaths, illnesses, absenteeism, reduced performance, increased stress, stigma, discrimination and loss of institutional memories, among others. Consequently, businesses and organizations suffer economic loss due to decreased productivity and increase in health care costs. So far, there has been no comprehensive public sector workplace policy to guide employers and employees to address HIV/AIDS issues.
There is therefore, need to develop a clear, consistent, coherent and harmonized policy framework on HIV/AIDS. This policy not only demonstrates the companies’ concern and commitment in taking concrete steps in the management of HIV/AIDS pandemic, but also provides guidance on the development of sector specific workplace policies 2. 0 OBJECTIVES The main objective of this policy is to provide a framework to address HIV/AIDS in the workplace.
Specifically, the policy aims at: • Setting Minimum Internal Requirements (MIR) for managing HIV/AIDS in the company; • Establishing structures and promoting programmes to ensure non-discrimination and non-stigmatization of the infected and affected; • Contributing to national efforts to minimizing the spread and mitigating against the impact of HIV/AIDS • Ensuring adequate allocation of resources to HIV/AIDS interventions; • Guiding employers, managers and employees on their rights and obligations regarding HIV/AIDS; and • Providing a framework for development of sector specific workplace policies.
3. 0 SCOPE This policy sets standards for managing HIV/AIDS for workplace programmes. It applies to all supervisors and employees of the company including 4. 0 GUIDING PRINCIPLES The Principles that guide this policy are in accordance with National Aids Council of Zambia, national laws, policies, guidelines and regulations on HIV/AIDS workplace policy These principles are: 4. 1 Recognition of HIV and AIDS as a workplace issue HIV/AIDS is a workplace issue and be treated like any other serious illness/condition in the workplace.
This is necessary not only because it affects the workforce but the workplace, being part of the local community, has a role to play in the wider struggle to limit effects of the pandemic. 4. 2 Non-Discrimination There should be no discrimination and/or stigmatization of workers on the basis of real or perceived HIV status. Discrimination and stigmatization of the infected inhibits efforts aimed at promoting HIV prevention. 4. 3 Safe and Healthy Work Environment The work environment should be healthy and safe and adapted to the state of health and capabilities of workers.
All managers have a responsibility to minimize the risk of HIV transmission by taking the appropriate first Aid/Universal infection control precautions at the workplace. 4. 4Screening for purpose of Employment HIV/AIDS screening should not be required of job applicants or persons in employment and testing for HIV should not be carried out at the workplace except as specified in the National HIV/AIDS policy on testing. 4. 5 Confidentiality Access to personal data relating to a worker’s HIV status shall be bound by the rules of confidentiality consistent with existing ILO code of practice and medical ethics.
4. 6 Continuation of Employment Relationship HIV infection is not a cause for termination of employment. Persons with HIV related illnesses should be allowed to work for as long as medically fit in available appropriate work 5. 0 HIV/AIDS PROGRAMMES IN THE WORKPLACE The main aim of this policy revolves around initiating and carrying out programmes in the workplace. The component of the programmes will include but not limited to 5. 1Care and Support of the Infected and Affected Comprehensive care of the infected and affected calls for a collaborative approach involving various stakeholders.
This will also help mitigate the negative socio-economic impact. Some of the critical components include: 6. 0 MANAGEMENT OF HUMAN RESOURCE The Human Resource is the most important factor of production in any organization as it controls all the others. Success or failure of an organization depends largely on the human resource and there is therefore need to examine the issues that affect it. According to ILO, HIV and AIDS is a major threat to the world of work because it affects the most productive segment of the labour force.
It is imposing huge costs on enterprises in all sectors through declining productivity and earnings, increasing labour costs and loss of skills and experience. It has also led to high staff turnover, high costs in training and replacement, high health care and employee welfare costs including funeral expenses. In this regard, managers in the public sector have a particularly important role to play in an organization’s response to HIV/AIDS This policy is the starting point for the management of HIV and AIDS in the workplace as it establishes a coherent approach in addressing the issues associated with the pandemic.
It provides consistency in an organization’s dealings with employees through the programmes, procedures and rules that flow from the policy. The policy addresses the following human resource management issues: 6. 1 Recruitment and Promotion HIV screening should not be a requirement for staff recruitment and/or promotion. 6. 2 Working Hours Normal working hours will continue to apply for all employees. However, a more flexible approach will be applied for those who are infected or affected. 6. 3 Termination of Employment.
The policies and procedures pertaining to termination of services will apply to all employees. No employee shall be dismissed or have employment terminated based solely on perceived or actual HIV/AIDS status. 6. 4 IMPLEMENTION AND COORDINATION All supervisors are responsible for implementing this policy and ensuring compliance with its provisions, and for taking immediate and appropriate corrective action where necessary.
7. 0 POLICY REVIEW AND DEVELOPMENT This policy will be reviewed from time to time to ensure it remains relevant to the needs of the company.