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UN System HIV workplace programmes. HIV prevention, treatment and care for UN System employees and their families.
Geneva, Switzerland, UNAIDS, 2006 Feb.  p. (UNAIDS Best Practice Collection; UNAIDS/06.04E)Today, more than 20 years since the first cases of HIV infection were recognized, the epidemic continues to expand relentlessly. Despite early and ongoing efforts to contain its spread and to find a cure, 20 million people have died and an estimated 40.3 million people worldwide are living with HIV. In the latter half of 2004, the number of people on antiretroviral therapy in low-income and transitional countries increased dramatically, but still only about 12% of the 5.8 million people in developing and transitional countries who need treatment are getting treatment. The far-reaching social and economic consequences of the epidemic are having an impact on individuals, communities and the workplace. The UN, like many employers all over the world, is faced with major challenges related to the direct and indirect costs of the epidemic: increasing medical costs, absenteeism related to illness, high staff turnover, increasing recruitment and training costs, strained labour relations and the ever-increasing erosion of human capital. Many UN staff come from and/or work in countries with high HIV prevalence and perform duties that may put them at increased risk of exposure to the virus. The UN recognizes its duty as a socially responsible employer and has thus committed to protecting the rights of its staff by making HIV in the UN workplace a priority. (excerpt)
The role of the organized sector in reproductive health and AIDS prevention. Report of a tripartite workshop for Anglophone Africa held in Kampala, Uganda, 29 November - 1 December 1994.
Geneva, Switzerland, ILO, 1995. vi, 138 p.About 100 people from various businesses, organizations, and governmental agencies attended the Tripartite Workshop for Anglophone Africa on the Role of the Organized Sector in Reproductive Health and AIDS Prevention held in Kampala, Uganda, in late 1994. Papers presented addressed the current extent of the AIDS epidemic, factors affecting the spread of AIDS in Africa, the impact of AIDS, stigmatization and human rights issues, experiences of the organized sector, and lessons learned by various groups. Lessons learned covered the cost-effectiveness of enterprise AIDS prevention programs, program sustainability, design of educational programs, counseling and support services, and family planning and AIDS programs. Four general papers were presented, ranging from socioeconomic effects of AIDS for African societies and for the organized sector to the role of the organized sector in the national multi-sectoral strategy for the AIDS control, e.g., Uganda. Employers' organizations presenting a paper were the Federation of Uganda Employers, the Zambia Federation of Employers, and the Employers' Confederation of Zimbabwe. Trade unions represented in presentations included the Organization of African Trade Union Unity, the Zambia Congress of Trade Unions, the Zimbabwean Confederation of Trade Unions, and the Sudan Workers Trade Unions Federation. The British American Tobacco Uganda Ltd, the Uganda Commercial Bank, and Ubombo Ranches Ltd gave presentations on their AIDS prevention programs for workers. The program director for the population and family welfare program of the Ministry of Labour and Social Security in Zambia discussed what this program is doing to confront AIDS. The conclusions of the four working groups are included in the annexes. These groups examined reasons why the organized sector might become involved in reproductive health and AIDS programs, the design and implementation of such educational programs within businesses, development and implementation of business policies related to AIDS, and care and support services within enterprises.
WORLD OF WORK. 1995 May-Jun; (12):32-3.Representatives of English speaking African countries attended the International Labor Organization Tripartite Workshop on the Role of the Organized Sector in Reproductive Health and the Prevention of AIDS held in Uganda. AIDS has robbed these countries of lawyers, physicians, teachers, managers, and other skilled professionals, all of whom are difficult to replace. HIV/AIDS mainly affects persons in their most productive years (20-40 years) and in the higher socioeconomic groups. Professionals with AIDS become ill and die at a faster rate than their replacements can be trained. The young, less experienced work force translates into an increase in breakdowns, accidents, delays, and misjudgments. International and national efforts to control HIV/AIDS have not stopped the spread of HIV in Sub-Saharan Africa (SSA). More than 8 million persons in SSA are HIV infected. 1.5 million in Uganda are HIV infected. As of October 1994, 30,000 persons in Zambia and 33,000 in Zimbabwe had AIDS. These numbers are just the tip of the iceberg due to underreporting. HIV/AIDS increases absenteeism among infected and healthy workers alike. It burdens the already existing scarce health care resources and equipment (e.g., in 1992, AIDS cases occupied 70% of hospital beds in Kigali, Rwanda). Unions, workers, and families must share knowledge about safer sex. The Zimbabwe Confederation of Trade Unions has had an HIV/AIDS education program since 1992. The Zambia Congress of Trade Unions strongly supports government efforts to sensitize the labor force and society to the effects of HIV/AIDS. The Federation of Uganda Employers has reached about 150,000 workers and more than 200 top executives through its AIDS prevention activities. Some company programs provide medical facilities for employees and their families. The Ubombo Ranches, Ltd. in Swaziland, a producer and processor of sugar cane, has a training-of-trainers program on HIV/AIDS and family planning for all village health workers and village headmen.
Geneva, Switzerland, [ILO], 1988. x, 93 p. (International Labour Conference, 75th Session, 1988)Part II of the 1987 Report of the Director-General of the International Labor Organization (ILO) summarizes progress in terms of standard setting, technical cooperation, and information dissemination in labor relations, workers' and employers' activities, social security, the World Employment Program, and training. Also included is a report of the situation of workers in the occupied Arab territories. The overall goals of the ILO's Medium-Term Plan for 1990-95 include the defense and promotion of human rights, the promotion of employment, continuous improvement of working conditions, and the maintenance and strengthening of social security and welfare. In view of problems arising from certain atypical forms of employment and new working time arrangements, the ILO's role in the organized, formal sectors of national economies will assumed increased importance. It will also be necessary for the ILO to increase its efforts to extend social protection to the unorganized, informal sectors of national economies and to promote the protection of groups such as women, migrants, and younger and older workers. The creation of productive employment and the alleviation of poverty remain the most significant challenges facing the ILO today. Among the milestones of 1987 were: 1) the 4th European Regional Conference, which addressed both the impact of demographic development on social security and the training and retraining implications of technological change; 2) the 74th Maritime Session, devoted to the profound economic and technical changes faced by seafarers; 3) the High-Level Meeting on Employment and Structural Adjustment; and 4) the 14th International Conference of Labor Statisticians, which adopted new standards designed to enhance the reliability of national labor statistics and their international comparability.
AIDS ACTION. 1988 Dec; (5):3-4.The 1988 Consultation on Acquired Immunodeficiency Syndrome (AIDS) and the Workplace, organized by the World Health Organization (WHO), addressed 3 issues: 1) risk factors associated with human immunodeficiency virus (HIV) infection in the workplace, 2) the response of businesses and workers to the AIDS epidemic, and 3) use of the workplace for AIDS education. There is no evidence to suggest that HIV can be transmitted by casual, person-to-person contact in the workplace. The central policy issue for businesses concerns protection of the human rights of workers with HIV infection. Most workers with HIV/AIDS want to continue working as long as they are able to, and they should be enabled to contribute their creativity and productivity in a supportive occupational setting. Consistent policies and procedures should be developed at national and enterprise levels before HIV-related questions arise in the workplace. Such policies should be communicated to all concerned, continually reviewed in the light of scientific and epidemiologic evidence, monitored for their successful implementation, and evaluated for their effectiveness. Pre-employment HIV/AIDS screening, whether for assessment of fitness to work or for insurance purposes, should not be required and raises serious concerns about discrimination. Moreover, there should be no obligation on the worker's part to inform his or her employer if HIV infection develops. Information and educational activities at the workplace are essential to create the climate of collective responsibility and mutual understanding required to protect individuals with HIV or AIDS from stigmatization and discrimination by co-workers, employers or clients, and unions.
MCH NEWS PAC. 1987 Fall; 2(4):5, 11.Governmental policies and legislation aimed at validating the dual role of women as mothers and wage earners can significantly strengthen breastfeeding promotion efforts. Examples of such laws and policies are maternity leave, breastfeeding breaks at the workplace, allowances for pregnant women and new mothers, rooming-in at hospitals, child care at the worksite, flexible work schedules for new mothers, and a national marketing code for breastmilk substitutes. The International labor Organization (ILO) has played an important role in setting international standards to protect working mothers. The ILO defines minimal maternity protection as encompassing: a compulsory period of 6 weeks' leave after delivery; entitlement to a further 6 weeks of leave; the provision during maternity leave of benefits sufficient for the full and healthy maintenance of the child; medical care by a qualified midwife or physician; authorization to interrupt work for the purpose of breastfeeding; and protection from dismissal during maternity leave. In many countries there is a lack of public awareness of existing laws or policies; i.e., working women may not know they are entitled to maternity leave, or pediatricians may not know that the government has developed a marketing code for breastmilk substitutes. Overall, the enactment and enforcement of legislation can ensure the longterm effectiveness of breastfeeding promotion by raising the consciousness of individuals and institutions, putting breastfeeding activities in the wider context of support for women's rights, recognizing the dual roles of women, and institutionalizing and legitimating support for breastfeeding.