Some points in the Code of Practice
December 11, 2011
Star
> In the question of confidentiality and privacy, the code states that an employer should ensure that a HIV-positive employee is not required to disclose his/her status to them or anyone at work.
In the event that an employee needs to reveal his/her status, confidentiality and privacy regarding all medical information related to the status should be maintained at all times.
> Employers should not practise screening or HIV-antibody testing as a precondition to employment, promotion or any other employee benefit.
> Employers, upon consulting employees, should provide information, training and education programmes related to HIV/AIDS and preventive measures to employees to promote awareness in order to prevent spread of disease and discrimination of PLHIV employees.
> An employer with consultation with key stakeholders should develop consistent policies and procedures on HIV/AIDS at the workplace. It should outline responsibilities of employers and employees and reflect the nature and needs of the particular workplace.
The policy should, among others, be communicated to all concerned, continuously reviewed, monitored and evaluated.
> It also recommends that a written policy should state the employer's commitment clearly in preventing the spread of the virus and stigma and discrimination of HIV positive employees in the workplace.
> Employment practices should be based on scientific and epidemiological evidence that PLHIV do not pose a risk of transmission to co-workers through ordinary workplace contact.
> Employees should not discriminate or stigmatise HIV-positive co-workers or those perceived to be with disciplinary action taken against them.
> A HIV-positive employee should act in a responsible manner to not expose co-workers to unnecessary risks by taking precautionary measures to prevent transmission of the virus.
December 11, 2011
Star
> In the question of confidentiality and privacy, the code states that an employer should ensure that a HIV-positive employee is not required to disclose his/her status to them or anyone at work.
In the event that an employee needs to reveal his/her status, confidentiality and privacy regarding all medical information related to the status should be maintained at all times.
> Employers should not practise screening or HIV-antibody testing as a precondition to employment, promotion or any other employee benefit.
> Employers, upon consulting employees, should provide information, training and education programmes related to HIV/AIDS and preventive measures to employees to promote awareness in order to prevent spread of disease and discrimination of PLHIV employees.
> An employer with consultation with key stakeholders should develop consistent policies and procedures on HIV/AIDS at the workplace. It should outline responsibilities of employers and employees and reflect the nature and needs of the particular workplace.
The policy should, among others, be communicated to all concerned, continuously reviewed, monitored and evaluated.
> It also recommends that a written policy should state the employer's commitment clearly in preventing the spread of the virus and stigma and discrimination of HIV positive employees in the workplace.
> Employment practices should be based on scientific and epidemiological evidence that PLHIV do not pose a risk of transmission to co-workers through ordinary workplace contact.
> Employees should not discriminate or stigmatise HIV-positive co-workers or those perceived to be with disciplinary action taken against them.
> A HIV-positive employee should act in a responsible manner to not expose co-workers to unnecessary risks by taking precautionary measures to prevent transmission of the virus.
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