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Revival , sustaining and strengthening ofimplementing Workplace Wellness andHIV/AIDS programs in Health Sectorfacilities i...
BACKGROUND• The MOHSW had anecdotal information about theimpact of HIV and AIDS on the Health Workforce:– High rates of ab...
BACKGROUND• SAHCD undertook an HR assessment of MOHSW• Need for HIV/AIDS workplace policy was identified• Dialogue between...
BACKGROUND• Formative assessment• Facilities• Quthing (Quthing Hospital & Villa Maria Health Centre)• Maseru (Scott Hospit...
BACKGROUND• Findings– Overall shortage of HIV and AIDS programming, servicesand activities targeting Health Care Workers– ...
HIV and AIDS Work Place Policy• A draft Work place policy has been developedunder the leadership of MOHSW with participati...
POLICY PROVISIONSNational Health Policy provides for• commitment to regional and international conventions ofHIV and AIDS•...
POLICY PROVISIONS• Scope of the policy– The policy applies to all employees of the HealthSector and their immediate(direct...
POLICY OBJECTIVES (1)• Strengthen preventive interventions against thetransmission of HIV and AIDS and opportunisticinfect...
POLICY OBJECTIVES (2)• Increase knowledge of Health Sector employees onemployee rights based on Human Rights Approach• Imp...
10 Key principlesNo discriminationConfidentialityPreventionGender equalityNo screeningHealthy work environmentContinuation...
POLICY PRINCIPLES (2)• The policy shall be informed and updated byregular infection, prevention, control,assessments and o...
LEGAL FRAMEWORKThe policy is in compliance with all relevant legislation, civilservice regulations and international codes...
SPECIFIC POLICIES STATEMENTS (1)Prevention• Awareness and Education– Treatment of STIs and TB and other OIs– Appropriate a...
SPECIFIC POLICIES STATEMENTS (2)Universal Precautions and Workplace Safety– Appropriate Infection Prevention and Control m...
SPECIFIC POLICIES STATEMENTS (3)Preventive Medical Services– Avail to Health Facilities, the following:– Vaccines– TB Scre...
SPECIFIC POLICIES STATEMENTS (4)Social Vulnerability– Consideration of family stability in relation to deploymentand trans...
SPECIFIC POLICIES STATEMENTS (5)Stigma and Discrimination• Practicing non discrimination, victimization and harassment• Cr...
ROLES AND RESPONSIBILITIESEmployee rights and obligations• HIV Testing and Counseling– Pre-employment test is not a precon...
ROLES AND RESPONSIBILITIESEmployee rights and obligationsWork performance and Reasonable Accommodation• Refusal to work wi...
ROLES AND RESPONSIBILITIESEmployees rights and Obligations• Incentives– Inclusion of participation in HIV and AIDS work pl...
ROLES AND RESPONSIBILITIES OFMANAGEMENT• Principal Secretary– Chief Accounting Officer– Make finances and resources availa...
ROLES AND RESPONSIBILITIES OFMANAGEMENT• Managers and Heads of departments– Ensure employees in their departments are awar...
ROLES AND RESPONSIBILITIES OFEMPLOYEES– Acknowledge that fellow employees’ health condition isprivate and confidential and...
ROLES AND RESPONSIBILITIESAssociations affiliated to MOHSW– Show commitment to implementing the Policy andProgramme– Encou...
IMPLEMENTATIONCoordination– Responsibility of the steering Committee under theleadership of a champion/coordinator who rep...
IMPLEMENTATION• Monitoring and Evaluation– Undertake anonymous baseline survey to assess theprevalence of HIV and AIDS amo...
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Intorduction of work place policy lesotho sensitization paper

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Intorduction of work place policy lesotho sensitization paper

  1. 1. Revival , sustaining and strengthening ofimplementing Workplace Wellness andHIV/AIDS programs in Health Sectorfacilities in Lesotho through an innovativeinteractive 3 D virtual media clustersBy ; Sejojo PhaaroePrincipal Medical Technologist/ScientistHealth Research and Laboratory Services- MOHLESOTHO
  2. 2. BACKGROUND• The MOHSW had anecdotal information about theimpact of HIV and AIDS on the Health Workforce:– High rates of absenteeism– Low morale– Stigma and Discrimination– High levels of attrition
  3. 3. BACKGROUND• SAHCD undertook an HR assessment of MOHSW• Need for HIV/AIDS workplace policy was identified• Dialogue between SAHCD and Directorate HR, andHIV and AIDS was made• Held consultations with ILO, NAC and Public Service• In consultation with MOHSW, a formative study wasundertaken in 4 districts; Berea, Leribe, Maseru,Quiting in Sept 2007• Selection of 4 districts was based HIV prevalenceand rural & urban balance
  4. 4. BACKGROUND• Formative assessment• Facilities• Quthing (Quthing Hospital & Villa Maria Health Centre)• Maseru (Scott Hospital & St. Barnabas Health Centre)• Berea (Maloti Adventist Hospital & Mapheleng HealthCentre)• Leribe ( Motebang Hospital & Maputsoe Filter Clinic)– Methodology• Desk reviews, FGDs (284), Key Informant Interviews(KII)(150) & stakeholder consultations• Data analysis – SPSS, Thematic analysis (manual)• Documentation
  5. 5. BACKGROUND• Findings– Overall shortage of HIV and AIDS programming, servicesand activities targeting Health Care Workers– High HIV infection vulnerability at work place– Negative and unsupportive attitudes from workers(Stigma/discrimination)– Lack of care & support services– Inadequate info/knowledge on HIV and AIDS latest trendsand developments in terms of service & equipment
  6. 6. HIV and AIDS Work Place Policy• A draft Work place policy has been developedunder the leadership of MOHSW with participationof CHAL, Mental Hosp, Wellness Centre, ILO, NACand other partners.• A draft strategic plan and operational plan have alsobeen developed and disseminated for comments.
  7. 7. POLICY PROVISIONSNational Health Policy provides for• commitment to regional and international conventions ofHIV and AIDS• formation of sector work place policy and programmes• protection of PLWHAs as employees in the workplacePolicy statementsThe MOHSW and CHAL acknowledge the seriousnessof the impact of HIV and AIDS and is committed throughworkplace policy to reducing the magnitude of thepandemic establishing programmes that will ensure theprovision of quality services targeted at Health Sectoremployees and their immediate family
  8. 8. POLICY PROVISIONS• Scope of the policy– The policy applies to all employees of the HealthSector and their immediate(direct dependents) families– Immediate family: or direct dependants of a healthworker.• Policy Goal– To manage HIV and AIDS and other related illnessesamong all employees of the Health Sector in order tohave a healthy and productive workforce.
  9. 9. POLICY OBJECTIVES (1)• Strengthen preventive interventions against thetransmission of HIV and AIDS and opportunisticinfections• Enhance provision and maintenance of aneffective delivery system of treatment, care andsupport• Improve and provide interventions targeted atmitigating long and short term effects of theepidemic• Reduce stigma, discrimination and victimizationof infected and affected employees
  10. 10. POLICY OBJECTIVES (2)• Increase knowledge of Health Sector employees onemployee rights based on Human Rights Approach• Improve the total well being of a health worker inline with the definition of health according to theWorld Health Organization.• Strengthen M & E Framework to ensure the effectiveand sustained implementation of HIV and AIDSprogrammes
  11. 11. 10 Key principlesNo discriminationConfidentialityPreventionGender equalityNo screeningHealthy work environmentContinuation ofemploymentA workplace issueSocial dialogueCare andsupport
  12. 12. POLICY PRINCIPLES (2)• The policy shall be informed and updated byregular infection, prevention, control,assessments and other emerging issues• Management commitment and role is paramountto providing an enabling environment forimplementation of HIV and AIDS workplacepolicy and programmes
  13. 13. LEGAL FRAMEWORKThe policy is in compliance with all relevant legislation, civilservice regulations and international codes of practiceHealth, Safety and Welfare at Work• The Policy will be implemented in line with the LabourCode Order 1992, part VII.Workman’s Compensation• The Policy will make reference of what is provided in theWorkman’s Compensation act of 1977 and Section 101-116 of Labour Code Order, 1992.
  14. 14. SPECIFIC POLICIES STATEMENTS (1)Prevention• Awareness and Education– Treatment of STIs and TB and other OIs– Appropriate awareness and educationprogrammes– Promotion of a healthy lifestyle– Training in BCC targeted to Peer Educators,Support Groups and Committees• Condoms– Regular supply of condoms in all healthfacilities and workplaces
  15. 15. SPECIFIC POLICIES STATEMENTS (2)Universal Precautions and Workplace Safety– Appropriate Infection Prevention and Control measures– Develop and avail protocols and guidelines for handlinghazardous materials to HCW– Provide education on occupation hazards in Universalprecautions– Provision of adequate essential medical supplies andpersonal protective clothing– Supervision of appropriate medical waste disposal atworkplace.– Increase access to Post Exposure Prophylaxis to HCW
  16. 16. SPECIFIC POLICIES STATEMENTS (3)Preventive Medical Services– Avail to Health Facilities, the following:– Vaccines– TB Screening– PMTCT– HTC– STI, Universal Precaution and prevention of infection
  17. 17. SPECIFIC POLICIES STATEMENTS (4)Social Vulnerability– Consideration of family stability in relation to deploymentand transfer of employees where necessary.• Treatment, Care and Support– Provision of ART– Education and advice on healthy lifestyles includingnutritional education and stress management– Home Based Care– Appropriate psychosocial support
  18. 18. SPECIFIC POLICIES STATEMENTS (5)Stigma and Discrimination• Practicing non discrimination, victimization and harassment• Create a conducive environment for HTC and disclosure ofstatus• Reasonable accommodation of special needs for staff livingwith HIV and AIDSImpact Mitigation• Empowerment of orphans on their inheritance• Provision for contacts for referral services
  19. 19. ROLES AND RESPONSIBILITIESEmployee rights and obligations• HIV Testing and Counseling– Pre-employment test is not a precondition foremployment– Access to counseling and referral services– Provision of supportive work environment– Education and awareness programmes– MOHSW and CHAL will adhere to the Public ServiceHIV and AIDS Policy and guidelines– HIV and AIDS shall not be used a criterion for denyingpromotion, training or development of an employee– HIV and AIDS shall not be used a criterion forretirement during downsizing and restructuringprogramme
  20. 20. ROLES AND RESPONSIBILITIESEmployee rights and obligationsWork performance and Reasonable Accommodation• Refusal to work with an employee that is HIV/AIDS positiveshall be regarded as disciplinary offence• Suitable alternatives shall be sought for employees living withHIV and AIDS that cannot cope with their current jobs• Confidentiality– Confidentiality of an employee shall be maintained at alltimes, breach of which will call for disciplinary measures• Gender and Sexuality– Reduction in Gender Based Violence– Provision of PEP to the sexually assaulted
  21. 21. ROLES AND RESPONSIBILITIESEmployees rights and Obligations• Incentives– Inclusion of participation in HIV and AIDS work placepolicy in staff performance appraisal.• Grievance and Disciplinary Procedures– Handled according to the relevant civil servicedisciplinary procedures
  22. 22. ROLES AND RESPONSIBILITIES OFMANAGEMENT• Principal Secretary– Chief Accounting Officer– Make finances and resources available for programmeimplementation– Commission baseline study to assess the impact of HIVand AIDS in the Ministry.• Human Resource Department– Facilitate the dissemination of the policy to all employees– Facilitate the implementation of all programmes relating tothe policy– Develop structures necessary for implementation of thepolicy
  23. 23. ROLES AND RESPONSIBILITIES OFMANAGEMENT• Managers and Heads of departments– Ensure employees in their departments are aware andunderstand the policy– Policy implementation and compliance– Open and maintain communication channels– Provide support to peer education programme– Protect confidentiality regarding employees’ healthcondition.– Protect employees against infection– Refer employees to counseling services where necessary
  24. 24. ROLES AND RESPONSIBILITIES OFEMPLOYEES– Acknowledge that fellow employees’ health condition isprivate and confidential and he/she is under no obligationto disclose– Shall not discriminate against employees living with HIVand AIDS– Play a supportive role to fellow employees with HIV andAIDS– Take precaution not to accidentally or intentionally infect afellow employee
  25. 25. ROLES AND RESPONSIBILITIESAssociations affiliated to MOHSW– Show commitment to implementing the Policy andProgramme– Encourage members to be involved in the programmesfrom inception.
  26. 26. IMPLEMENTATIONCoordination– Responsibility of the steering Committee under theleadership of a champion/coordinator who reports to theDirector Human Resources– Facility based Steering Committees will be formed forimplementation at facility level.– National Steering Committee should strengthen partnershipswith CHAL, Staff Association, local government structures,donor agencies, business institutionsResource Mobilization• The MOHSW will– Avail 2% of the annual recurrent budget for HIV and AIDSfunding as per government directive– Prepare and submit proposals to bilateral agencies
  27. 27. IMPLEMENTATION• Monitoring and Evaluation– Undertake anonymous baseline survey to assess theprevalence of HIV and AIDS among Health Workers– Development an M & E framework• Policy Review– Reviews will be informed by regular infection, prevention,control, assessments– Findings of surveys and overall changing environment.
  28. 28. Thank You

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