This document provides guidelines for implementing HIV/AIDS prevention and control programs in the workplace. It begins with key facts about the HIV situation in the Philippines and definitions of important terms. It then outlines components of a workplace policy and program, including education, screening/treatment, non-discrimination policies, and roles of employers and employees. The guidelines describe developing the policy in collaboration with workers, conducting education, ensuring confidentiality, referral for services, and prohibiting discrimination. It concludes with sections on implementation, monitoring, and making the policy effective.

1. Guidelinesforthe
ImplementationofHIV/AIDS
Prevention andControlinthe
WorkplaceProgram

2. HIV AND AIDS AND THE
WORKPLACE—
What you should know???
(Employees; Co-workers; Supervisors;
Physician)

3. OBJECTIVE
• To strengthen the workplace response in implementing the provisions of Republic Act 8504
otherwise known as The Philippine AIDS Prevention and Control Act of 1998 and its
ImplementingRulesandRegulations,andtheDOLENationalWorkplacePolicy,incollaboration with
the Inter-Agency Committee (IAC) on STD, HIV and AIDS in the Workplace, the following
guidelines are issued to provide directions for emloyers, employees and program implementers in the
workplace.

4. FACTS:HIV and AIDS Are Still a Reality:
Most new infections, up to 83% according to the Philippine government,
occur among men or transgender women who have sex
with men.
The increase prompted the government to declare a “national
emergency” in August 2017.

5. DEFINITIONOFTERMS

6. AcquiredImmune
Deficiency Syndrome
(AIDS)
 a condition characterized by a combination of signs and
symptoms caused by HIV contracted from another which
attacks and weakens the body’s immune system making the
afflicted individual susceptible to other life-threatening
infections.

7. Human Immunodeficiency
Virus (HIV)
 the virus which causes
AIDS

8. Transmission
UnprotectedsexwithanHIVinfectedperson;
From an infected mother to her child ( during pregnancy, at birth
throughbreastfeeding);
Intravenousdrugusewithcontaminatedneedles;
Transfusionwithinfectedbloodandbloodproducts;and
Unsafe, unprotected contact with infected blood and bleeding
woundsofaninfectedperson.

9. Treatment
• NONE.
• However, there are antiretroviral drug combinations that are
available when properly used, result in prolonged survival of people
with HIV. Holistic care of people living with HIV-AIDS and
comprehensive treatment of opportunistic infections also
dramaticallyimprovequalityof life.

10. HIVandAIDS
Education
 the provision of information on the causes,
prevention and consequences of HIV and AIDS
and activities designed to assist individuals to develop
the confidence and skills needed to avoid HIV and
AIDS transmission and to develop more positive
attitude toward people living with HIV and AIDS
(PLWHA).

11. HIVTesting
 refers to initial serological test to determine the
presence of antigens and/or antibodies against
HIV, performed by a HIV proficient medical
technologist.

12. HIVReactive Result
 refers to an HIV testing or screening procedure
indicates presence of HIV antibodies and/or
antigens
this should be confirmed using current
diagnostic algorithm.

13. KeyPopulation
 members of this population are male who are
having sex with male, people in prisons and other
closed settings, people who inject drugs, sex
workers andtransgendermenandwomen.

14. Frequency ofRe
Testing
Population Frequency
Keypopulation Every3months
Pregnantwomenwhobelong
tokeypopulation orpartner of
patient livingwithHIV
1st trimester, 2nd trimester, 3rd
trimester, andatleastoncewhile
breastfeeding
Casualor intimatepartnersof
keypopulation orpatient living
withHIV
Annual

15. Prioritized Population
1. KeyPopulationincludingadolescents.
2. Highriskindividualswhohavenotbeentestedrecently.
3. Partners,infantsandchildrenofpatientlivingwithHIV.
4. Patients showing signs and symptoms consistent with AIDS
definingillness.
5. PatientswithSexuallyTransmittedDisease.
6. PatientswithHepatitisBandC.
7. Patientswithundernutritionnotresponsivetointerventions
8. Allconfirmedtuberculosispatients
9. Allpregnantwomenregardlessofrisk.

16. Workplaces  refers to the offices, premises or worksites where
aworker istemporarilyorpermanentlyassigned.

17. FormulationofWorkplacePolicyandProgram
A. Itismandatoryforall privateworkplacestohaveapolicyonHIV andAIDS andto implement aworkplace program inaccordancewiththe
RA 8504 and its Implementing Rules and Regulations, the goals of the DOLE National Workplace Policy, the provisions of the Labor Code
and otherInternationalstandards(e.g.ILO CodeofPracticeon HIV and AIDS and theWorldofWork).
B. The HIV and AIDS workplace policy and program may be a separate policy and program or integrated into existing occupational safety
and health policyand program of theestablishment.
C. There shall be collaborative efforts from the management and the workers representatives in the development and the implementation
ofthepolicyand program.
D. The establishment/workplace where there exists an organization of workers/workers’ union, the policy and program may be included as
provisionsoftheCollectiveBargainingAgreements.
E. The DOLE Inter-Agency Committee chaired by the Occupational Safety and Health Center shall assist the workplace/establishment in
the formulation and implementation of HIV and AIDS Prevention and Control Policy and Program. The DOLE Regional Offices shall also
serveas technicaladvisersintheirrespectiveareas onmatters concerningHIV and AIDS preventionandcontrolintheworkplace.

18. COMPONENTSOFTHEHIVANDAIDS
PREVENTIONANDCONTROL
WORKPLACEPOLICYANDPROGRAMS

19. A.Preventive Strategies
I.ConductofHIV-AIDSEducation.
a.)Whowillconduct?
• The Medical Clinic of (Name of company) in coordination with the Health and Safety Committee shall conductHIV-AIDS education to all employees for
free. This shall also form part of the orientation of newly hired employees. The standardized information package developed by the Department of Labor
andEmployment (DOLE)maybeused forthispurpose.
b.)Howwillitbeconducted?
• The HIV-AIDS education will be conducted through distribution and posting of IEC materials, lectures, counselling and training and information on
adherence to standard or universalprecautions intheworkplace.

20. II.Screening, Diagnosis, Treatment and Referral toHealth CareServices
a.) ScreeningforHIVasaprerequisite to employment isnotmandatory.
b.)Thecompany shallencourage positive healthseekingbehaviorthrough VoluntaryCounselingand Testing.
c.) The company shall establish a referral system and provide access to diagnostic and treatment services for its workers. Referral
toSocialHygieneClinicsofLGUforHIVscreeningshallbe facilitatedbythe company’s medicalclinicstaff.
d.) The company shall likewise facilitate access to livelihood assistance for the affected employee and his/her families, being
offered byother government agencies.

21. B.SOCIALPOLICY
I- Non-discriminatoryPolicyandPractices
Discrimination in any form from pre-employment to post-employment, including
hiring, promotion or assignment, termination of employment based on the actual,
perceived or suspected HIV status of an individual is prohibited.
Workplace management of sick employees shall not differ from that of any other
illness.
Discriminatory act done by an officer or an employee against their co-officer or co-
employee shall likewise be penalized.

22. II-Confidentiality/Non-Disclosure Policy
Access to personal data relating to a worker’s HIV status shall be bound by the rules of
confidentialityconsistentwithprovisions of R.A.8504 andthe ILOCode ofPractice.
Job applicants and workers shall not be compelled to disclose their HIV/AIDS status and other
relatedmedical information.
Co-employeesshall notbeobligedto revealanypersonalinformation relatingtotheHIV/AIDSstatus
of fellow workers.

23. III-Work-AccommodationandArrangement
Thecompany shalltake measuresto reasonablyaccommodate employees withAIDSrelatedillnesses.
Agreements made between the company and employee’s representatives shall reflect measures that will support
workers withHIV/AIDSthrough flexibleleavearrangements,rescheduling ofworking timeandarrangementfor
return towork.

24. ROLES ANDRESPONSIBILITIES
OFEMPLOYERSAND
EMPLOYEES

25. Employer’s Responsibilities
The Company, together with employees/ labor organizations, company focal personnel for human resources, safety and health
personnel shall develop,implement,monitorandevaluatetheworkplacepolicy andprogram onHIV/AIDS.
Provideinformation,educationandtrainingonHIV/AIDSforitsworkforce.
Ensure non-discriminatory practices in the workplace and that the policy and program adheres to existing legislations and
guidelines.
Ensure confidentialityofthehealthstatus ofitsemployees andtheaccessto medicalrecords islimitedtoauthorized personnel.
The Company, through its Human Resources Department, shall see to it that their company policy and program is adequately
fundedand made knowntoall employees.
The Health and Safety Committee, together with employees/ labor organizations shall jointly review the policy and program and
continuetoimprove thesebynetworking withgovernment andorganizationspromoting HIVprevention.

26. Employees’Responsibilities
1. The employee’s organization shall undertake an active role in educating and training their members on HIV
prevention andcontrol. Promote andpractice a healthy lifestylewithemphasis on avoiding high risk behavior
andotherriskfactors thatexposeworkers toincreased riskof HIVinfection.
2. Employeesshall practice non-discriminatoryactsagainstco-employees.
3. Employeesandtheirorganizationshallnothaveaccesstopersonneldata relatingto aworker’sHIV status.
4. Employeesshall comply withuniversalprecautionandpreventive measures.

27. IMPLEMENTATIONANDMONITORING
The Safety and Health Committee or its counterpart shall periodically monitor and evaluate the
implementationofthisPolicyandProgram.

28. EFFECTIVITY
ThisPolicyshalltakeplace effective immediatelyandshall bemade knowntoevery employee.

29. THANK YOU!!!