A checklist for planning and implementing a workplace policy on HIV/AIDS

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An ILO code of practice on HIV/AIDS and the world of work
Appendix III
A checklist for planning and implementing a workplace policy on HIV/AIDS
Employers, workers and their organizations should cooperate in a positive, caring manner to develop
a policy on HIV/AIDS that responds to, and balances the nee ds of, employers and workers. Backed by
commitment at the highest level, the policy should offer an example to the c ommunity in general of how
to manage HIV/AIDS. The core e lements of this policy, developed in sections 69 of this code include
information about HIV/AIDS and how it is transmitted; educational measures to enhance understanding of
personal risk and promote enabling strategies; practical prevention measures which encourage and sup-
port behavioural change; measures for the care and support of affected workers, whether it is they or a
family member who is living with HIV/AIDS; and the principle of zero tolerance for any form of stigmati-
zation or discrimination at the workplace.
The following steps may be used as a checklist for developing a policy and programme:
HIV/AIDS committee is set up with representatives of top management, supervisors, workers, trade
unions, human resources department, training department, industrial relations unit, occupational
health unit, health and safety committee, and persons living with AIDS, if they agree;
committee decides its terms of reference and decision-making powers and responsibilities;
review of national laws and their implications for the enterprise;
committee assesses the impact of the HIV epidemic on the workplace and the needs of workers
infected and affected by HIV/AIDS by carrying out a co nfidential baseline study;
committee establishes what health and information services are already available both at the work-
place and in the local community;
committee formulates a draft policy; draft circulated for comment then revised and adopted;
committee draws up a budget, seeking funds from outside the enterprise if necessary and identifies
existing resources in the local community;
committee establishes plan of action, with timetable and lines of responsibility, to implement policy;
policy and plan of action are widely disseminated through, for example, notice boards, mailings, pay
slip inserts, special meetings, induction courses, training sessions;
committee monitors the impact of the policy;
committee regularly reviews the policy in the light of internal monitoring and external information
about the virus and its workplace implications.
Every step described above should be integrated into a c omprehensive enterprise policy that is
planned, implemented and monitored in a sustained and ongoing manner.

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