Menangani Masalah HIV & AIDS di Tempat Kerja

a

Better Work Indonesia

Panduan Better Work

ADDRESSING HIV AND AIDS IN THE WORKPLACE Guidelines for Employers

Betterworkindo

www.betterwork.org/indonesia

1

Menangani Masalah HIV & AIDS di Tempat Kerja

Panduan Better Work

2

ACRONYMS

AIDS

Acquired immunodeficiency syndrome

ART

Antiretroviral therapy (terapi antiretroviral)

ARV

Antiretroviral (obat antiretroviral)

ASEAN

Association of Southeast Asian Nations (Perhimpunan Bangsa-Bangsa Asia Tenggara)

BWI

Better Work Indonesia

CSO

Civil society organisation

HIV

Human immunodeficiency virus

IDU

Injecting drug user

ILO

International Labour Organization

MSM

Men who have sex with men

NGO

Nongovernmental organisation

OHCHR

Office of the High Commissioner for Human Rights

PLHIV

Persons living with HIV

STI

Sexually transmitted infection

UN

United Nations

UNAIDS

Joint United Nations Programme on HIV AND AIDS

VCT

Voluntary counselling and testing

Menangani Masalah HIV & AIDS di Tempat Kerja

INTRODUCTION 1 What is HIV and AIDS? 1.1 Definitions 1.2 Myths & Facts

Panduan Better Work

TABLE OF CONTENTS

2 Why is HIV and AIDS a Workplace Concern? 2.1 Recognition by National Instruments 2.2 Recognition by International Conventions 2.3 HIV and AIDS is a Question of Human Rights 2.4 Benefits of Preventing and Managing HIV and AIDS in the Workplace 3 How to Manage HIV and AIDS in the Workplace? 3.1 Define a Workplace Policy on HIV and AIDS 3.2 Draft a Workplace Policy on HIV and AIDS 4 Case Studies 4.1 Case Study 1: PT Gajah Tunggal (GT) & Yayasan Kusuma Buana (YKB) 4.2 Case Study 2: Levis Strauss & Co. 5 Contact List 5.1 CSOs & NGOs 5.2 PLHIV Networking 5.3 VCT Clinics 6

Organisations Addressing HIV and AIDS in the Workplace

7 References

3

Panduan Better Work

Menangani Masalah HIV & AIDS di Tempat Kerja

Introduction Over the past years the rate of HIV and AIDS infections has significantly grown. Data from the National HIV and AIDS Strategy and Action Plan 2010 – 2014 shows that the number of persons living with HIV (PLHIV) in Indonesia will rise from 371,800 (2010) to 541,700 (2014) and that the HIV prevalence will increase from 0,22% (2008) to 0,37% (2014) amongst productive people aged 15-49 years. HIV and AIDS may therefore become a major threat to the Indonesian workforce. HIV and AIDS has long ceased to be just a public health problem; it has also become a development challenge, workplace issue and source of widespread insecurity. Unlike most other diseases, HIV and AIDS disproportionately affects adults, the economically active part of the population. As a result, the epidemic has a highly damaging impact on economies. It leads to reduced productivity and profitability, the loss of employees and skills and causes an increase in labour costs. With the correct treatment and support, PLHIV may continue to work and live a good quality and productive life. Myths, fears and misunderstandings of how HIV is transmitted can however lead to stigmatisation, undermine efforts of care and prevention, and threaten fundamental human rights at work. It is vital that PLHIV are allowed to work as long as they are fit to do so and that they experience no discrimination at the workplace due to their HIV status. It is therefore crucial that HIV and AIDS is effectively addressed in the workplace. Enterprisers can raise awareness, strengthen prevention and care programmes and combat the stigma and discrimination that is associated with the disease. The International Labour Organization’s programme Better Work Indonesia (BWI) promotes the prevention of HIV and AIDS in the workplace and mitigates its social and economic impact on the garment industry in Indonesia. It is crucial to address the epidemic in the garment industry because HIV and AIDS predominantly affects women and working age adults. The objective of these guidelines is to offer practical assistance to enterprisers who wish to fight the epidemic in and through the workplace.

4

Menangani Masalah HIV & AIDS di Tempat Kerja

Panduan Better Work

“Nine out of every ten people with HIV (globally) will get up today and go to work.” Juan Somavia, Former Director General of the International Labour Organization

5

Panduan Better Work

Menangani Masalah HIV & AIDS di Tempat Kerja

01

APAKAH HIV DAN AIDS ITU?

“HIV is not spread by day to day casual contact. Why should there be any room for discrimination?” Dr. Sophia Kisting, Director of ILO Global Programme on HIV and AIDS and the World of Work

1.1 DEFINITIONS HIV: Human immunodeficiency virus. A virus that attacks the immune system and slowly weakens a person’s ability to fight off other diseases by destroying important cells that control and support the human immune system. It is the virus that causes AIDS. AIDS: The acquired immunodeficiency syndrome which results from advanced stages of HIV infection and is characterised by opportunistic infections or HIV-related cancers, or both. Persons Living with HIV (PLHIV): Persons infected with HIV. Discrimination: Any distinction, exclusion or preference which has the effect of nullifying or impairing equality of opportunity or treatment in employment or occupation. Antiretrovirals (ARV): A combination of drugs that can help control the HIV virus so that it does not weaken the immune system. ARVs cannot however eliminate the virus. Window period: Once a person becomes infected with HIV, there is a period of 3 to 6 weeks (sometimes as long as 3 months) before the body reacts to the presence of the virus and produces antibodies that can be detected in the blood by the laboratory test (at which point a person is said to be “HIV positive”). During this “window period” HIV tests will remain negative, but infected persons will still be capable of transmitting the HIV virus. Compassionate leave: Leave granted in an emergency, such as sickness or death of family and dependants.

1.2 MYTHS & FACTS How is HIV transmitted? HIV is transmitted by exchanging bodily fluids with an infected person: • Having unprotected vaginal, anal or oral sex with an infected person • Sharing drug needles or other skin-piercing instruments (such as razor blades) contaminated with HIV • Receiving a transfusion with HIV-contaminated blood • Transmitting the virus from mother to foetus/infant during pregnancy, birth or nursing

6

ODHI V

Menangani Masalah HIV & AIDS di Tempat Kerja

Panduan Better Work

HIV is not transmitted by: • Casual physical contact • Shaking hands • Coughing or sneezing • Tears or sweat • Kissing • Oral sex (transmission may however occur if there is direct contact between semen/ saliva and breaks in the skin/surface of the mouth, e.g. in cases of open sores on the genitals and/or mouth or significant gum disease/bleeding) • Mosquito or insect bites • Sharing a drink or meal • Using eating utensils or consuming food and beverages handled by someone who has HIV • Sharing a toilet/washing facilities/towel • Using a common swimming pool • Working, socialising or living side by side PLHIV Who is at risk? • HIV does not discriminate: it can infect persons of any race, age, gender or sexual orientation. • HIV predominantly targets the 15-49 age group, the working population. • Due to biological, socio-cultural and economic differences, women are generally more vulnerable than men. • The risk of HIV through sexual transmission is increased by the presence of other STIs, especially those that give rise to ulcers (e.g. syphilis, cancroid). Why are women more vulnerable to HIV and AIDS? Approximately half of PLHIV are women. HIV-positive women tend to be women in heterosexual relationships, most often in a marriage context. • Biological Factors: The female genital tract has a greater exposed surface area than the male genital tract which means that women are prone to greater risk of infection with every exposure. Younger women are even more vulnerable to HIV due to immaturity of the opening of the womb. • Economic Disempowerment: Women are often assigned inferior social and economic roles, have poorer income-generating possibilities and less social and economic security. This makes women less powerful in their relationships with men. They cannot negotiate safer sex or refuse unsafe sex (such as insisting on condom use), even if their partner engages in high-risk behaviour. Pressure to provide income for themselves or their families also leads some women to engage in “transactional” sex with men who give them money, school fees or gifts in exchange for sex. • Violence: One in three women worlwide will be raped, beaten, coerced into sex or otherwise abused in her lifetime. At the workplace, women will often find themselves in positions of weakness and dependence which easily leads to sexual harassment and abuse. Sexual violence increases the risk of infection as it can damage the vaginal wall, allowing infected semen to come into direct contact with underlying tissue. Coerced sex can also deny women the ability to insist on condom use. • Migrant Husbands: Many women are infected by their husbands who work away from home for long periods - for example as miners, truckers, soldiers - and who engage in unprotected sex while away. These men may become infected with HIV and, upon returning home, can transmit it to their wives. • Child Marriage: In many partsof the world it is still common for very young girls to marry older men. These men are most often sexually experienced and may at times already be infected with HIV and transmit it to their younger wives. How do I know if I have HIV? • The only way to find out if you are living with HIV is to be tested (the first test should be taken immediately after exposure, followed by a second test 3 months later, after the window period). • See list of VCT clinics in Section 5.3.

7

Panduan Better Work

Menangani Masalah HIV & AIDS di Tempat Kerja

If I test positive for HIV, what should I do? • Listen carefully to the counsellor/doctor at the testing centre: he/she will provide you with important information about where to get medical help and support (see list of VCT clinics in Section 5.3) • See a doctor who specialises in HIV to obtain a second HIV test in order to confirm the result of the first test. • If the second test confirms that you are HIV positive, start a medical care plan. • If you are worried that you may have infected someone with HIV, consult your doctor/ counsellor on approaches you may take to inform the person and encourage them to also get tested. • Never hesitate to contact a counsellor/doctor. It is common that people forget some information or that they are simply overwhelmed. If I test HIV-positive, do I have to tell anyone at work? • No one living with HIV is required to disclose his or her status. • HIV and AIDS cannot be a cause for termination of employment. • There may be advantages in disclosing your HIV status to a supervisor or colleague: - it will make it easier to be open and honest about why you need to take time off work for medical care or why you need a more flexible work schedule - your supervisors and colleagues will be better prepared to address the matter and offer you the support you need - keeping your HIV status a secret for a long period of time may cause severe stress and anxiety • In the end, whether or not you disclose your status is your decision. I’m afraid I might be discriminated against or mistreated if I tell people that I am HIV positive. Who do I tell and how? • For PLHIV it can be difficult to decide if or when to tell another person that they are HIV-positive. • Unfortunately discrimination against PLHIV remains all too common. • Think about who you can trust before you decide to disclose your status. • There exists a strong network of PLHIV that can offer you support and advice (See Section 6.2). • Disclosing your status to your employer/colleagues may bring about several advantages. How quickly do PLHIV develop AIDS? • After a person is infected with HIV, there is usually no change in that person’s health for quite a few years (average range between 8 and 12 years). The person feels well, is able to work as before and shows no signs of being sick. • Eventually the person may become sick with AIDS-related illnesses. These infections are caused by bacteria or viruses that normally do not cause illnesses in a person with a strong immune system, but do cause illnesses in someone whose immune system has been weakened by HIV. What are the symptoms of AIDS? • Early symptoms of AIDS include chronic fatigue, diarrhoea, fever, mental changes such as memory loss, weight loss, persistent cough, severe recurrent skin rashes, herpes and mouth infections, and swelling of the lymph nodes. • Opportunistic diseases such as cancer, meningitis, pneumonia and tuberculosis may also take advantage of the body’s weakened immune system. • Periods of illness may alternate with periods of “remission”, when there are no symptoms and a person can feel well. How can you prevent HIV transmission? • Precautions are needed when tending to workplace accidents (e.g. employees should eliminate contact with blood by using protective materials such as latex gloves). • Get tested for HIV with your partner, especially before deciding to conceive a child. • Postpone the age of initiating sexual activity. • Abstain from sexual intercourse when not with your regular partner.

8

Menangani Masalah HIV & AIDS di Tempat Kerja

Panduan Better Work

• Reduce the number of sexual partners. • Use a latex condom. • Do not share needles and other drug preparation paraphernalia while injecting drugs. • Needles, surgical knives and other skin-piercing instruments should only be used once, for only one person, and then discarded or instruments should be properly sterilised between each use and/or before they are used on another person. • Donated blood should be screened for HIV before being given to another person. • Scientific studies suggest that the drugs zidovudine (AZT) and nevirapine reduce the probability that a HIV-infected woman will transmit the virus to her foetus.

HIV Prevention

A B E ABSTAIN

BE FAITHFUL

EDUCATE YOURSELF

Choose not to have sex.

Have sex with only one partner who has had a negative HIV test.

Access the information that is available on HIV.

C D CONDOMISE

Use a condom correctly every time you have sex.

DO GET TESTED get tested: Know your own HIV status.

9

Panduan Better Work

Menangani Masalah HIV & AIDS di Tempat Kerja

Is there a cure for AIDS? • There is no cure for AIDS at present, but AIDS is treatable by taking ARV medication. • ARVs can help control the virus so that it does not weaken the immune system. • Although ARVs can indefinitely control the virus, they are not able to eliminate it. Is it safe to hire PLHIV? • Yes. It is safe to hire PLHIV. • HIV cannot be transmitted through physical contact and social contact, such as working on the same premises, living in the same house or socialising with PLHIV. • PLHIV live for a long time before there is change in their health (an average range of 8-12 years). With the proper care they will remain fit to work for many years. • In order to prevent the spread of HIV and to support HIV-positive Is it safe for an uninfected person to work with PLHIV? • Yes. It is safe to work, socialise and live with PLHIV. • HIV cannot be transmitted through physical contact and social contact, such as working on the same premises, living in the same house or socialising with PLHIV.

10

Menangani Masalah HIV & AIDS di Tempat Kerja

Panduan Better Work

11

Panduan Better Work

Menangani Masalah HIV & AIDS di Tempat Kerja

02

WHY IS HIV AND AIDS A WORKPLACE CONCERN? “HIV and AIDS is a workplace issue, and should be treated like any other serious illness/condition in the workplace. This is necessary not only because it affects the workforce, but also because the workplace… has a role to play in the wider struggle to limit the spread and effects of the epidemic.” ILO Code of Practice on HIV and AIDS and the World of Work

Due to the fact that HIV and AIDS predominantly affects working age adults, it is crucial that it is treated as a workplace issue. This has been recognised by various national instruments, international conventions and human rights commitments.

2.1 RECOGNITION BY NATIONAL INSTRUMENTS The need to guarantee the safety of employees in the workplace and the risks of HIV and AIDS have been recognised by various Indonesian declarations, presidential decisions, and regulations. Above all, note must be made of : 1. Presidential Regulation No. 75/2006 on the National AIDS commission (2006) Presidential Regulation No. 75 establishes the National AIDS Commission and clarifies its duties: • The National AIDS Commission2 is tasked with putting forward and implementing general guidelines and national strategic policies for preventing, controlling and managing the response to HIV and AIDS.3 • The National AIDS Commission must co-ordinate provincial, district/city, national, regional and international co-operation within the framework of efforts to prevent and manage HIV and AIDS. 4

2. The Decree of Minister of Manpower and Transmigration and Technical Guidance on HIV/AIDS Prevention and Control in the Workplace, No. KEP. 68/MEN/ 2004 (2004) The Decree obliges the Government, employers and trade/labour unions to prevent and control the spread of HIV and AIDS in the workplace. The Decree sets out various workplace obligations that employers should fulfil:

12

Menangani Masalah HIV & AIDS di Tempat Kerja

Panduan Better Work

Employer Obligations 1. Develop policies on HIV and AIDS prevention and control in the workplace (incorporated into the Enterprise Regulations or Collective Bargaining Agreements) (Article 2) 2. Disseminate HIV and AIDS information and organise HIV and AIDS education and training (Article 2) 3. Protect HIV-positive employees from discriminatory action and treatment (Article 2) 4. Establish occupational safety and health schemes for HIV and AIDS prevention (Article 2) 5. Ensure that HIV-positive employees have the right to the same occupational health services and employment opportunities as all other employees (Article 3) 1

Act No. 1 of the year 1970 on

Occupational Safety (State Gazette No. 1 of the year 1970, Additional State Gazette No. 1818); Act No. 13 of the year 2003 on

6. Prohibit the use of HIV tests as part of recruitment requirements, working status of employees or as compulsory regular medical checkups (Article 5)

Employment (State Gazette No. 39 of the year 2003, Additional State Gazette No. 4279); Presidential Decision No. 228/M of the year 2001 on HIV and AIDS control

7. Only perform a HIV test on the basis of a written agreement from the employee concerned and offer counselling services to the employee before and after the HIV test is performed (Article 5)

in Indonesia; Minister of Manpower Regulation No. Per. 02/MEN/1980 on Examination of the Employee’s Health

8. Keep any information obtained from counselling activities, HIV tests, medical treatment and other related activities confidential (Article 6)

in Administering Occupational Safety; Minister of Manpower Regulation No. Per. 03/MEN/1982 on Occupational Health Service: The National Tripartite

2.2 RECOGNITION BY INTERNATIONAL CONVENTIONS

declaration and commitment to combat

Many international conventions on HIV and AIDS are in existence5. The issue of HIV and AIDS in the workplace has been thoroughly addressed by the ILO:

HIV and AIDS in the world of work, 2003; Decree No. KEP.68/MEN/2004 on the prevention and control of HIV and AIDS in the workplace, 2004; The Sentani Commitment (2004); Decision No. 20/ DJPPK/VI/2005 providing technical guidance on the prevention and control

1. ILO Code of Practice of practice on HIV and AIDS and the World of Work (first published in 2001, updated in 2005) The ILO Code is a blueprint for workplace action. It offers practical guidelines for programmes of HIV and AIDS prevention, care and support, as well as lists principles for policy development and the protection of rights.

of HIV and AIDS in the workplace, 2005; The National Strategy for HIV and AIDS Control for the 2003-2008 Period, which was established by the National AIDS Commission. 3

Article 1.

4

Article 3.

5

Action by UNAIDS and co-sponsors;

International Guidelines on HIV and AIDS and Human Rights, OHCHR and UNAIDS (1998); The ASEAN Declaration on HIV and AIDS Control, Association of Southeast Asian Nations, (2001); The Declaration of the UN General Assembly Special Session A/RES/S-26/2 (paragraph 49, paragraph 69), United Nations General Assembly (2001); Political Declaration of the UN General Assembly on HIV and AIDS A/RES/60/262,United Nations General Assembly (2006).

13

Panduan Better Work

Menangani Masalah HIV & AIDS di Tempat Kerja

ILO CODE OF PRACTICE: The 10 Key Principles 1. Recognition of HIV and AIDS as a Workplace Issue 2. Non-Discrimination 3. Gender Equality 4. Healthy Work Environment 5. Social Dialogue for the Successful Implementation of HIV and AIDS Policies and Programmes 6. No Screening for Purposes of Exclusion from Employment or the Work Process 7. Confidentiality 8. Continuation of the Employment Relationship 9. Prevention 10. Care and Support

2. ILO Recommendation concerning HIV and AIDS and the World of Work, 2010 (No. 200) ILO Recommendation 200 calls for measures to be taken in or through workplaces to reduce the transmission of HIV and to facilitate access to treatment for PLHIV.

REKOMENDASI ILO 200: Prinsip-Prinsip Utama 1. Respect for Human Rights, Fundamental Freedoms and Gender Equality 2. Recognition of HIV and AIDS as a Workplace Issue 3. Non-Discrimination and Continuation of the Employment Relationship 4. No Screening for Purposes of Exclusion from Employment or the Work Process; Encouragement to Undertake Voluntary and Confidential HIV Counselling and Testing 5. Privacy and Confidentiality 6. Workplace to Facilitate Employee Access to HIV and AIDS Prevention, Care and Support 7. Healthy Work Environment and Occupational Safety 8. Employees to Participate in the Design and Implementation of Workplace Policies 9. National HIV and AIDS Workplace Policies to be integrated into overall National Policies on HIV and AIDS, Development and Social Protection 10. Successful Implementation via Social Dialogue, Education, Training, Information, Consultation, Public Services and International Cooperation

14

Menangani Masalah HIV & AIDS di Tempat Kerja

Panduan Better Work

2.3 HIV AND AIDS IS A QUESTION OF HUMAN RIGHTS Human rights are universal and indivisible entitlements that are due to all individuals. It is vital that enterprisers ensure that no human rights violations based on HIV status occur at the workplace. The following human rights must be promoted and protected: • The right to life • The right to non-discrimination and equality before the law, including gender equality • The right to employment • The right to private life • The right to health care • The right to dignity • The right to the protection of the family These rights are enshrined in national and international HIV and AIDS instruments, as noted above, and in other general international conventions such as: • The Universal Declaration of Human Rights (1948) • The International Covenant on Civil and Political Rights (1966) • The International Covenant on Economic, Social and Cultural Rights (1966) • The Convention on the Elimination of all Forms of Discrimination against Women (1979) • ILO Discrimination (Employment and Occupation) Convention, No. 111 (1958) • ILO Occupational Safety and Health Convention, No. 155 (1981) • ILO Termination of Employment Convention, No. 158 (1982) • ILO Declaration on Fundamental Principles and Rights at Work and its Follow-up (1998)

2.4 BENEFITS OF PREVENTING AND MANAGING HIV AND AIDS IN THE WORPLACE Enterprises that effectively prevent and manage HIV and AIDS in the workplace grow stronger: • HIV and AIDS predominantly affects working age adults, the productive sector of the labour force. Untreated cases of the epidemic will therefore have a highly negative impact on the world of work: reduce productivity, disrupt the production cycle, reduce available manpower and skills, increase labour costs, undermine employees’ rights, etc. • The workplace is an ideal platform to tackle HIV and AIDS: enterprisers can raise awareness amongst their employees, combat discrimination and stigmatisation, minimise the spread of HIV and AIDS amongst their existing and potential workforce and introduce care and support programmes for their employees. • Combating HIV and AIDS at the workplace improves the corporate image of the enterprise amongst employees, suppliers and the public. • Witnessing the support and respect that an enterpriser offers an employee with a terminal illness strengthens employee morale, loyalty and productivity.

15

Panduan Better Work

Menangani Masalah HIV & AIDS di Tempat Kerja

03

HOW TO MANAGE HIV AND AIDS IN THE WORKPLACE? “The workplace must be on the front line of the fight against HIV AND AIDS.” Juan Somavia, Mantan Direktur-Jenderal ILO

3.1 DEFINE A WORKPLACE POLICY ON HIV AND AIDS A HIV and AIDS workplace policy puts forward the enterprise’s position on HIV and AIDS. Policies will vary in length and detail depending on the type, size and resources of the enterprise.

Goals • Prevention and response to HIV and AIDS • Recognise that HIV and AIDS is a workplace issue • Raise awareness and educate employees about HIV and AIDS • Encourage behaviour changes that will reduce the spread of HIV and AIDS • Inform all employees what assistance is available and where to get it • Condemn and discourage any form of discrimination or stigmatisation that HIV-positive employees are exposed to • Take proactive steps to prevent gender discrimination, sexual coercion and abuse at the workplace • Promote the key principles of the Decree of Minister of Manpower and Transmigration and Technical Guidance on HIV/AIDS Prevention and Control in the Workplace, the ILO code of practice and ILO Recommendation 200 Official HIV and AIDS workplace policies set out medium or long-term objectives. An enterprise should also become active in the prevention and management of HIV and AIDS before such policies have been materialised or while they are being formulated. For instance, enterprises can start educational activities on HIV and AIDS, such as group education, dissemination of HIV and AIDS posters and banners, etc., as part of the enterprise’s general health and safety activities.

Prevention and Response HIV and AIDS workplace policies help the enterprise PREVENT and RESPOND TO the epidemic by helping enterprises establish HIV and AIDS prevention and care programmes.

16

Menangani Masalah HIV & AIDS di Tempat Kerja

Panduan Better Work

PREVENTION: How to prevent HIV and AIDS in the workplace • Introduce simple and clear HIV and AIDS education programmes through lectures, discussions, small-group activities and with the help of educational material. • The educational programmes should cover the following: how HIV and AIDS is and is not transmitted, how to prevent the spread of HIV and AIDS, how to respond to a colleague with HIV and AIDS, benefits available to HIV positive employees and their dependants, where employees may go for assistance and additional information, etc. • Encourage responsible and safe sexual behaviours amongst employees: ensure easy access to male and female condoms for employees, etc. • Provide formally trained health professionals and educators, as well as train employees to act as HIV and AIDS “peer educators” in the workplace: employees may find it more appealing to follow the advice of peers who hold similar backgrounds, jobs and interests as themselves.

Voluntary: A person is not coerced or manipulated into having a HIV test. Informed: The individual understands what the test is, why it is being done, how it works and what the consequences of the results are. Confidential: The results of an individual’s HIV test will not be shared with anyone else without the person’s full consent.

17

Panduan Better Work

Menangani Masalah HIV & AIDS di Tempat Kerja

RESPON: How to respond to HIV and AIDS in the workplace • Eliminate mandatory HIV and AIDS screening for job applicants and employees already employed. • Offer voluntary, informed and confidential testing for employees and their partners. • Ensure that any access to personal data relating to an employee’s HIV status is bound by the rules of confidentiality. • Guarantee that HIV will not be a cause for termination of employment. • Create a non-discriminatory work environment. • Provide HIV-positive employees with the right support and care. • Offer affordable health services for HIV and other opportunistic infections, STI diagnosis and treatment, etc. (the cost of the initial medical care is lower than the cost of dealing with prolonged absences, increased benefit costs and the eventual loss of employees). • Introduce on-site counselling and support groups for HIV-positive employees or encourage such employees to join off-site support groups. The same services should be made available to employees who have dependants or close friends that are HIVpositive. • Accommodate HIV-positive employees: grant or negotiate paid time or flexible work schedules for employees to attend medical appointments, counselling sessions, etc. • In order to safeguard against the loss of employees and existing skills and knowledge, train two or more employees to perform the same function, cross-train employees to perform more than one function, etc.

Dissemination and Implementation An effective workplace policy must be widely disseminated, properly implemented and regularly updated. To whom? Dissemination must occur at all levels, to all employees – workers, managers, trade union/worker representatives, etc. How? Posting a written policy on a bulletin board is not enough! The policy must initially be introduced and thoroughly explained to employees by supervisors or “peer educators”, periodically amended to reflect new changes and regularly redistributed.

Cara sosialisasi: • Introduce and explain at regular general meetings, specially organised gatherings, staff training sessions, new staff orientation, occupational safety and health sessions, etc. • Depending on its length, post in its entirety or in shorter segments in staff areas such as lunch rooms, restrooms and other public areas. • Communicate through newsletters, message boards, pay slips, information packets that are given to new employees, etc. • Issue occasional reminders and updates at meetings/through newsletters. • Incorporate the policy into ongoing workplace activities such as sports day, office parties, etc. • Produce material with the enterprise’s HIV and AIDS message: posters, stickers, pens, pins, t-shirts, coffee mugs, etc.

ANGGARAN • Many policies require little or no cost: each enterprise must do as much as it can. • Comprehensive HIV and AIDS policies may require additional funding: medium-sized and small enterprises are encouraged to cooperate with other enterprises, governmental agencies, NGOs and international organisations for funding and support.

18

Menangani Masalah HIV & AIDS di Tempat Kerja

Panduan Better Work

3.2 DRAFT A WORKPLACE POLICY ON HIV AND AIDS Checklist The following checklist can be used as a guide for preparing a HIV and AIDS workplace policy (the list is not exhaustive but merely serves as a framework).6 Introduction • Reason(s) why the enterprise has a HIV and AIDS policy • Persons covered by the policy • Policy compliance with national and local laws, and trade agreements • How the policy will be implemented General Considerations • Statement regarding the intent of the enterprise • Statement explaining whether the policy is specific to HIV and AIDS or whether it incorporates HIV and AIDS into existing sections on life-threatening illnesses • Consult key principles of Decree of Minister of Manpower and Transmigration and Technical Guidance on HIV/AIDS Prevention and Control in the Workplace, ILO Code of Practice and ILO Recommendation 200 Elements Relating to Employment Criteria • Statement that applicants and employees will not be screened for HIV as a condition of employment, continued employment or promotion • Statement of enterprise intentions toward employees who are found to be HIVpositive • Statement of the enterprise intention to keep all medical information, including results of voluntary HIV tests, confidential • Statement that pre- and post-test counselling can be provided for any employee who wishes to take a HIV test • Provision that the enterprise will maintain and enforce legal, acceptable and recognised occupational safety precautions to minimise risk of workplace exposure to HIV • Statement that the enterprise is willing to make accommodations (such as less rigorous work or a different work environment) for employees who request such accommodations because of HIV infection • Statement prohibiting stigmatisation of and discrimination against employees who are (or who are suspected of being) HIV-positive

Elements Relating to Benefits and Treatment for HIV-infected and HIV-affected Employees Provision is likely to be an extension of existing benefits provisions. Special referral is often made to assistance in the treatment of STIs. Provisions include: • Statement about enterprise contributions to health and medical care • Employees’ compensation • Compassionate leave (for care-giving, funerals, etc.) • Treatment for HIV and opportunistic infections related to HIV • Provision for counselling and support • Legal support services

6

Source: Family Health International

(2002), p.44-46.

19

Panduan Better Work

Menangani Masalah HIV & AIDS di Tempat Kerja

Elements Relating to Workplace Prevention • Statement that HIV and AIDS prevention is the responsibility of all employees • Statement emphasising the importance of employees avoiding risky sexual behaviour • Description of the HIV prevention components that will be available to employees (such as easy and regular access to male and female condoms, access to diagnosis and treatment of STIs, training of “peer educators” who will be accessible to employees, etc.)

20

Menangani Masalah HIV & AIDS di Tempat Kerja

Panduan Better Work

21

Panduan Better Work

Menangani Masalah HIV & AIDS di Tempat Kerja

04

CASE STUDIES “I work with New India Assurance. After detection of my HIV status, I work even harder to prove that PLHIV can work”. Prakash, a HIV-positive, New India Assurance employee in Delhi

4.1 PT GAJAH TUNGGAL (GT) & YAYASAN KUSUMA BUANA (YKB) (Indonesian tire producer GT & Indonesian health organisation YKB) Company Profiles GT is the largest integrated tire manufacturer in Southeast Asia, managing several tire plants in Tangerang, near Jakarta, and employing over 13,000 workers. YKB is a health NGO that aims to improve individual and community health by working on a wide range of health issues in partnership with various enterprises. It manages several clinics, a laboratory and one mobile x-ray unit. YKB also performs annual factory check-ups and training and education on HIV and AIDS prevention at hundreds of factories.

Kampanye HIV dan AIDS GT & YKB GT and YKB started a HIV and AIDS campaign in order to educate and train GT’s workforce on HIV and AIDS prevention. GT chose to take a preventative approach as it believed that prevention was more effective than cure. The enterprise was concerned that their workforce could be at risk, because 94% of the workers were men between the ages of 21-49 and because most of the workers were migrants livings apart from their families. GT therefore turned to YKB for professional advice on how to introduce an effective HIV and AIDS prevention programme. As a result, a successful prevention campaign based on peer education was implemented in GT. The partnership also reached out to nearby communities, with support from Muslim clerics and other community leaders.

22

Menangani Masalah HIV & AIDS di Tempat Kerja

Panduan Better Work

CASE STUDY 1: GT’s and YKB’s HIV and AIDS Prevention Programme HIV and AIDS Training: • The campaign trained students and teachers at the GT Polytechnic on HIV and AIDS prevention. • The GT senior manager and 28 other factory supervisors followed an intensive “Training of Trainers” programme in 2003 in order to become “peer educators”. As “peer educators” they worked in small groups to disseminate information on HIV and AIDS prevention in the factory. The training was later repeated with 125 more GT factory supervisors. • When the “peer educators” encountered questions they were not prepared to answer, YKB was available to provide ongoing advice and refresher training. • By 2008, the education and training had reached all 10,570 employees that were employed at GT at the time. HIV and AIDS Treatment: • GT introduced a voluntary HIV testing programme. • If an employee agreed to be tested and tested positive, GT followed a policy of non-discrimination and it also assisted the employee in accessing treatment. • Such assistance is very valuable for employees because the government-mandated employee health insurance does not cover STIs, including HIV and AIDS, and individuals requiring ARV/ART can only obtain it from public hospitals. HIV and AIDS Campaign Dissemination: • Dissemination occured through lunchtime awareness quizzes, peer group sessions that included condom simulation and the distribution of posters, stickers and leaflets. • HIV and AIDS awareness and prevention was integrated into all orientation sessions for new workers. • “Rubber safety on the road and off” (example of a HIV and AIDS campaign message). • “HIV/AIDS is a very democratic virus, non-discriminatory and will infect anyone” (message on a banner posted prominently in the plant). • “HIV/AIDS is not contagious” (message written on daily meal tickets). • Around the factory, the senior manager responsible for implementing

23

Panduan Better Work

Menangani Masalah HIV & AIDS di Tempat Kerja

the prevention campaign is affectionately referred to as “Mr. Condom.” He also serves on the provincial AIDS committee. • Low costs: GT spends no more than US$3 per employee per year. A workplace policy only requires time, space and promotional materials. Beyond the Factory: • In 2004 the campaign was extended to other enterprises affiliated with GT. • GT and YKB have hosted a variety of workshops on how to successfully implement an awareness and prevention campaign in a Muslim country: e.g. YKB organised a national workshop and field visit for NGO leaders from 15 provinces in Indonesia to observe campaign activities. • Partners have visited Egypt with support from UNAIDS Middle East to discuss how to implement HIV and AIDS prevention education and training in a predominantly Muslim population. • GT is one of the seven founding members of the Indonesian Business Coalition on AIDS (IBCA). GT has received an award from the Indonesian Government and the ILO for its efforts and commitment.

Lessons Learned • Commitment, recognition and support by top management is essential for a successful HIV and AIDS prevention campaign. • Professional and experienced NGOs can aid an enterprise implement an effective HIV and AIDS prevention campaign. A successful partnership between an enterprise and a NGO consists of mutual trust, ongoing adaptation and responsiveness and open and continuous communication on a business level as well as a personal level. • Prevention is always better than cure – investment in preventative health services and education is cheaper than the cost of long-term treatment expenses, clinical care, absenteeism and decreased productivity of HIV-positive employees. • Peer education is a useful tool to educate and reach out to all employees. • Refresher training reinforces the enterprise’s HIV and AIDS commitment and improves the trainers’ skills and knowledge. • HIV and AIDS information should be supported by accurate evidence and it must be carefully crafted and explained to community and religious leaders when operating in multi-ethnic and mixed-belief environments. • Employees should be encouraged to share their HIV and AIDS knowledge with their families and the wider community.

4.2 LEVIS STRAUSS & CO. (INTERNATIONAL APPAREL MANUFACTURER) Company Profile Levi Strauss & Co. is one of the world’s largest apparel manufacturers. In addition to making Levi’s® jeans and jeans-related products for men, women, and children, the company also manufactures and markets casual sportswear. The enterprise has 73 production, distribution and finishing facilities around the world, employing over 31,000 people.

LEVIS STRAUSS & CO. HIV and AIDS Campaign Levi Strauss & Co. has been a corporate leader in responding to HIV and AIDS since 1982, when senior managers publicly distributed educational materials about the disease. Key components of Levi Strauss & Co. HIV and AIDS programme are employee education sessions, counselling and referral services for PLHIV, grants/ contributions to public education, patient care, and AIDS agencies, and support

24

Menangani Masalah HIV & AIDS di Tempat Kerja

Panduan Better Work

for employee volunteer and fundraising efforts. Levi Strauss & Co. has also made a concerted effort to share its experience and knowledge with other enterprises: it hosted an “AIDS in the Workplace” conference, co-chaired projects linking business organisations and philanthropies and helped organise AIDS agencies in plant communities all over the world. In addition, the Levi Strauss Foundation (LSF) has been established to aid community based organisations whose goal is to create social change in locations where Levi Strauss & Co. conducts business. Levi Strauss & Co. and LSF have a strict nondiscrimination policy of not supporting organisations which discriminate against a person or group on the basis of age, political affiliation, race, national origin, ethnicity, gender, disability, sexual orientation or religious belief. One of their main goals is to alleviate poverty for youth and women through, inter alia, preventing the spread of HIV and AIDS through education and awareness related programmes, especially where social bias towards HIV and AIDS remains strong.

CASE STUDY 2: Levi Strauss & Co. Response to HIV-positive Employee In 1991 a young female was employed by the headquarters of Levi Strauss & Co. Soon thereafter the employee started taking occasional leaves of absence due to poor health. On May 3 1993, at the age of 25, the employee died as a result of HIV opportunistic infections. These are some of the key steps that Levi Strauss & Co. took in order to accommodate their HIV-positive employee: • The employee’s supervisor urged her to seek additional medical attention and support through the Levi Strauss & Co.’s Employee Assistance Program (EAP). The EAP provided ample support and counselling to both the employee and her family throughout the whole illness. • When the employee was forced to work part-time due to her poor health, Levi Strauss & Co. ensured that she continued receiving her full-time salary. The employee’s supervisor also hired temporary assistance to back her up at work. • The benefits staff at Levi Strauss & Co. worked with the employee’s family to ensure that her insurance covered all the in-home services she required, such as physical therapy, occupational therapy and an appropriate wheelchair. The benefits staff also handled all the insurance paperwork for the employee, taking a tremendous burden off her family. • Accomodations were made for the employee’s colleagues, including the introduction of biweekly support group meetings where the colleagues could organise support for the HIV-positive employee and where they could help each other handle their own shock and loss. Levi Strauss & Co. provided employees with time off from work to attend these meetings and to visit the sick employee. • Levi Strauss & Co. handled the employee’s disease with uttermost care and confidentiality - while the benefits office was aware of her condition because of her disability leaves and her insurance claims, it never shared the information with other Levi Strauss & Co. employees.

25

Panduan Better Work

Menangani Masalah HIV & AIDS di Tempat Kerja

CASE STUDY 3: HIV and AIDS education in the Philippines led by Levi Strauss & Co. and LSF • LSF and Levi Strauss & Co. trained a group of Filipino Levi Strauss & Co. employees in innovative story-telling methods for HIV and AIDS education and outreach programmes in the Phillipines. • LSF has co-operated with Consuelo Foundation Inc. to help the Phillipine Don Bosco Technical College deliver high quality technical education combined with reproductive health and HIV and AIDS education, as well as life skills and business skills. • LSF has funded the Philippine Business for Social Progress on a variety of programmes for HIV and AIDS education. • Levi Strauss & Co. has received an award for these innovative efforts in education.

Lessons Learned • Enterprises can offer invaluable moral, financial and resource support and care via counselling, flexibility, legal help, etc. • Addressing HIV and AIDS in the workplace may involve accommodations and support for the HIV-positive employee as well as the employee’s colleagues, family and loved ones. • Confidentiality and privacy are critical for HIV-positive employees. • Peer education and peer support play vital roles. • Enterprises can educate their own employees as well as other enterprises, institutions and the public by sharing experiences and good practices.

26

Menangani Masalah HIV & AIDS di Tempat Kerja

Panduan Better Work

27

Panduan Better Work

Menangani Masalah HIV & AIDS di Tempat Kerja

05

CONTACT LIST “If you take away our jobs, you will kill us faster than the virus. We have great expectations from the world of work. If we are not sacked from jobs due to our HIV status, this ensures us a regular income and keeps us and our families going.” Naveen Kumar, PLHIV in New Delhi

5.1 CSOs & NGOs • Gaya Nusantara: http://www.gayanusantara.or.id/ • Perkumpulan Keluarga Berencana Indonesia (PKBI): http://pkbi.or.id/ • Spiritia: http://spiritia.or.id/ • Yayasan Kusuma Buana (YKB): http://kusumabuana.org/

5.2 PLHIV Networking • GWL Ina (transgender and MSM networking): http://www.gwl-ina.or.id/ • IPPI (positive women networking): http://www.ippi.or.id/ • PKNI (IDU networking): http://pkni.org/

5.3 Klinik VCT JAKARTA Yayasan Srikandi Sejati (YSS) Jl. Pisangan Baru III No. 64 RT 003/07, Matraman, Jakarta Timur Tel/Fax: (021) 8577018 Email: [email protected]; [email protected] Layanan: VCT di Klinik PKBI DKI Jakarta, Manajemen Kasus HIV/AIDS, Kelompok Dukungan Sebaya Srikandi Uripuntuk ODHIV waria, Program pencegahan IMS dan HIV/AIDS untuk waria dan pasangan/pelanggan di DKI Jakarta Sudinkes Jakarta Barat # Klinik Jelia Jl. Blustru No. 1, Kel. Mangga Besar, Jakarta Barat Tel: (021) 5695342 Kontak: Bisa dengan siapa saja di klinik Jam Buka: Senin-Jumat: 10.00 - 17.00 Layanan: IMS, VCT, dan MK Puskesmas Kecamatan Kramat Jati Puskesmas Kelurahan Bale Kambang Jl. Raya Inpres No. 48, Jakarta Timur Tel: (021) 87791352 Fax: (021) 87793604 Kontak: Dr. Diana Jam Buka: Senin-Jumat: 09.00 - 16.00 Layanan: IMS, VCT

28

Menangani Masalah HIV & AIDS di Tempat Kerja

Panduan Better Work

Perkumpulan Keluarga Berencana Indonesia (PKBI) DKI Jakarta # Klinik Pisangan Jl. Pisangan Baru Timur No. 2-A, Jakarta Timur Tel: (021) 8566535 Fax: (021) 85909885 Email: [email protected] Kontak: Mbak Oda Jam Buka: Senin-Jumat: 09.00 - 16.00 Layanan: IMS, VCT, dan MK Perkumpulan Pemberantasan Tuberculosis Indonesia (PPTI) Jl. Baladewa No. 34, Tanah Tinggi, Jakarta Pusat Tel/Fax: (021) 4241488 Kontak: Bebas, bisa langsung dengan siapa saja di tempat. Jam Buka: Senin-Jumat: 09.00 - 15.00 (registrasi jam 08.00-09.30) Layanan: TB (bagi yang kurang mampu), VCT, dan MK Kios Informasi Kesehatan Universitas Atmajaya Jl. Ampasit VI No. 15, Cideng Barat, Jakarta Pusat Tel/Fax: (021) 34833134 Email: [email protected] Jam Buka: Senin-Jumat: 09.00 - 17.00 Layanan: Kesehatan dasar untuk pengguna NAPZA suntik (IDU), VCT dan MK, Kelompok Dukungan Sebaya untuk ODHIV pengguna NAPZA suntik. Rumah Sakit Cipto Mangunkusumo # Pokdisus AIDS FKUI Jl. Diponegoro No. 71, Jakarta Pusat Tel/Fax: (021) 3905250 Kontak: Ibu Dian / bisa juga dengan siapa saja yang ada di klinik Jam Buka: 09.00 - 11.00 Layanan: VCT; Pengambilan obat untuk resep yang sudah ada dilakukan setiap hari (Senin-Minggu) Rumah Sakit Umum Daerah Koja Jl. Deli No. 4, Tj. Priok, Jakarta Utara Tel: (021) 43938478 ext. 227 Kontak: Dr. Lukas (HP: 0816.4839886) Jam Buka: Senin-Jumat: 09.00 – 15.00 Layanan: VCT, MK, ART Rumah Sakit Infeksi Pernapasan Prof. Dr. Sulianti Saroso # Bagian Konseling HIV Jl. Sunter Permai Raya, Jakarta Utara Tel: (021) 6506559 ext. 1503/1291/1292 Kontak: Ibu Sukmawati, Ibu Tinta Jam Buka: Senin-Jumat: 09.00 – 14.00 Layanan: VCT, MK, ART Rumah Sakit Dharmais # Poliklinik Khusus HIV/AIDS Jl. Letjen S. Parman Kav. 84-86, Slipi, Jakarta Barat Tel: (021) 5681570 Email: [email protected] Kontak: Prof. Dr. Syamsurizal (Ketua Tim HIV/AIDS), Mbak Yanti (Konselor) Jam Buka: Senin-Jumat: 09.00 - 12.00 Layanan: VCT, MK, ART Rumah Sakit Umum Daerah Tarakan # Bagian VCT dan Penyakit Dalam (Cempaka) Jl. Kyai Caringin No. 7, Cideng, Jakarta Pusat, 10150 Tel: (021) 3503003 ext. 307/403

29

Panduan Better Work

Menangani Masalah HIV & AIDS di Tempat Kerja

Hotline: (021) 70866133 Kontak: Suster Nur, Suster Suaidah, Suster Hilda Jam Buka: Senin-Jumat: 08.00 - 14.00; Sabtu ( janji temu) Layanan: VCT, MK, ART Rumah Sakit Duren Sawit # Poliklinik NAPZA Jl. Duren Sawit Baru No. 2, Jakarta Timur Tel: (021) 8617601 / 8628659 ext. 1009 Kontak: Perawat Irmin, Ibu Endang Jam Buka: Senin-Jumat: 08.00 – 14.00 Layanan: VCT, MK, ART Rumah Sakit Angkatan Darat Gatot Subroto # Lt.4, Poliklinik Penyakit Dalam, Unit VCT Jl. Abdul Rachman Saleh No. 24, Jakarta Pusat, 10410 Tel: (021) 3441008 / 3446463 ext. 2456 Kontak: Ibu Lauren (koord. Konselor), Ibu Jenny, Elizabeth Jam Buka: Senin-Jumat: 08.00 – 15.00 Layanan: VCT, MK, ART Rumah Sakit Angkatan Laut Dr. Mintohardjo Jl. Bendungan Hilir No. 17-A, Jakarta Pusat, 10210 Tel: (021) 5703081 ext. 141 (bag. perawatan) Fax: (021) 5711997 Kontak: Tim HIV/AIDS, Dr. Titin, Dr. Mulya, Dr. Abdurrohman, Firgi (Psikolog), Suster Novi Jam Buka: Senin-Jumat: 08.00 – 14.00 Layanan: VCT, MK, ART Rumah Sakit Kepolisian Pusat Sukanto – Kramat Jati Kramat Jati, Jakarta Timur Tel: (021) 8093288 ext. 145 Email: [email protected] Kontak: Dr. Rita (konselor) Jam Buka: Senin-Jumat: 08.00 – 14.00 Layanan: VCT, MK, ART Rumah Sakit Persahabatan Jl. Persahabatan Raya, Jakarta Timur, 13230 Tel: (021) 4891708 / 4711220 ext. 664 Fax: (021) 4711222 Kontak: Ibu Made Nulastri Jam Buka: Senin-Kamis: 08.00 – 14.00 Layanan: VCT, MK, ART Rumah Sakit Ketergantungan Obat (RSKO) # RSKO Cibubur : Jl. Lapangan Tembak, Cibubur Tel: (021) 7695461 Fax: (021) 7504022 Kontak: Ibu Sarmini (HP : 0812.8016131) Jam Buka: Senin-Jumat: 08.00 – 13.00 Layanan: VCT, ART Rumah Sakit Fatmawati Jl. RS. Fatmawati, Cilandak, Jakarta Selatan Tel: (021) 7501524 Kontak: Dr. Endang, Suster Desna Jam Buka: Senin-Jumat: 08.00 – 14.00 Layanan: VCT, MK, ART BANTEN Rumah Sakit Umum Daerah Tangerang # Klinik HIV/AIDS (Lt. 2, di atas UGD) Jl. A. Yani No. 9, Tangerang

30

Menangani Masalah HIV & AIDS di Tempat Kerja

Panduan Better Work

Tel: (021) 5523507 / 5526686 ext. 330 Kontak: Langsung dengan petugas jaganya Jam Buka: Selasa-Kamis, Sabtu: 09:00-13:00 Layanan: VCT, ART Rumah Sakit Qadr Tangerang Jl. Kompleks Islamic Village, Kelapa Dua, Karawaci, Tangerang Tel: (021) 5463104 / 5469105 / 5464466 Fax: (021) 5470775 Hotline: (021) 68315758 Kontak: Bp. Hanafi (Sn & Sls), Dr. Yuhendri (Rb & Kms), Bp. Nana Mardiana (Jm & Sbt) Jam Buka: Senin-Jumat: 04.00 – 17.00: Sabtu: 10.00-13.00 Layanan: VCT, ART

JAWA BARAT Srikandi Pasundan Jl. Leuwisari VIII No. 3, Bandung Tel/Fax: (022) 5204592 Kontak: Riri Layanan:VCT di PKBI Jawa Barat, Manajemen Kasus HIV/AIDS, Kelompok Dukunga Sebaya untuk ODHIV waria, Program Pencegahan IMS dan HIV/AIDS untuk waria dan pasangan/pelanggan di Bandung Himpunan Abiasa Jl. Lengkong Besar No. 88 (belakang), Bandung Tel: (022) 4235013 / 91231807 Fax: (022) 4235013 Email: [email protected] Layanan: VCT di PKBI Jawa Barat, Manajemen Kasus HIV/AIDS, Kelompok Dukungan Sebaya untuk ODHIV LSL, Program Pencegahan IMS dan HIV/AIDS untuk LSL di Bandung, Cimahi, Sumedang, Cirebon, Indramayu, Tasikmalaya, Bekasi, Karawang, dan Subang Perkumpulan Keluarga Berencana Indonesia (PKBI) Jawa Barat # Klinik Teratai Kesehatan Reproduksi Jl. Sukarno Hatta No. 496, Bandung, 40266 Tel: (022) 70803955 Fax: (022) 7514332 Kontak: Dr. Siti Hanifah Jam Buka: Senin-Jumat: 09.00 – 16.00 Layanan: IMS, VCT dan MK # Klinik IMS PKBI Jawa Barat Jl. Ence Azis No. 58, Bandung, 40181 Tel/Fax: (022) 4263717 Email: [email protected] Kontak: Dr. Gunawan Basuki Jam Buka: Senin-Jumat: 10.00 – 18.00 Layanan: IMS, VCT, dan MK Himpunan Konselor HIV/AIDS Jawa Barat (HIKHA) Perumnas Sarijadi, Jl. Sarimanah II Blok V No. 171, RT 03/03, Sarijadi, Bandung, 40151 Tel/Fax: (022) 2019203 Email: [email protected] Kontak: Sri Judaningsih (HP : 0811.247072), Dr. Sukarno Hendro Wibowo Jam Buka: Senin-Jumat: 08.00 – 17.00 Layanan: VCT dan MK, HIKHA menempatkan konselornya di 6 tempat, yaitu : Yayasan Bahtera Jl. Cileutik No. 5, Terusan Buah Batu, Bandung Tel/Fax: (022) 7508670

31

Panduan Better Work

Menangani Masalah HIV & AIDS di Tempat Kerja

Email: [email protected] Kontak: Lina Marlina Layanan:Kesehatan dasar untuk pengguna NAPZA suntik (IDU), Kelompok Dukungan Sebaya untuk ODHIV pengguna NAPZA suntik, VCT dan MK Jam Buka: Senin-Sabtu: 10.00 – 17.00 Rumah Sakit Dr. Hasan Sadikin # Klinik Teratai Jl. Pasteur No. 34, Bandung Tel: (022) 2041843 Kontak: Bpk. Suherman, Bpk. Rachmat Jam Buka: Senin-Kamis: 11.30 – 12.30 WIB (untuk CD4) Jam Buka: Senin-Jumat: 08.30 – 13.00 WIB (untuk tes lab) Jam Buka: Senin-Jumat: 08.30 – 14.00 WIB (untuk VCT) Jam Buka: Sabtu: biasanya untuk pengambilan obat saja Layanan: VCT, MK, ART Rumah Sakit Boromeus # Bagian Pastoral Care Jl. Juanda No. 100, Bandung Tel: (022) 2552014 Fax: (022) 2504235 Kontak: Bpk. Punto Jam Buka: Senin-Jumat: 08.00 – 14.00, Sabtu: 08-00-12:30 Layanan: VCT, ART Rumah Sakit Bungsu Bandung Jl. Veteran No. 6, Bandung Tel: (022) 4231550 ext. 137 Fax: (022) 4231852 Kontak: Suster Ros (Penanggungjawab klinik) / HP : 0812.1491023 Jam Buka: Senin-Sabtu: 08.00 – 14.30 Layanan: VCT, MK, ART Rumah Sakit Ujung Berung Bandung Jl. Rumah Sakit No. 22, Ujung Berung, Bandung, 40612 Tel: (022) 7811794 Fax: (022) 7809580 Kontak: Bpk. Haris Jam Buka: Senin-Sabtu: 07:00-09:30 (registrasi; Pemeriksaan sampai dengan habisnya pasien yang mendaftar) Layanan: VCT, CST Rumah Sakit POLRI Bandung Jl. Moh. Toha No. 369, Bandung Tel: (022) 5229544 / 5229546 Fax: (022) 5229245 Kontak: Dr. Khairil, Bpk. Aceng (dari bag. Pencatatan) Layanan: VCT, rawat inap, ART Puskesmas Patokbeusi, Subang # Klinik Resik Jl. Raya Pantura, Desa Cibeures, Kecamatan Patokbeusi, Subang, 41262 Tel/Fax: (0260) 710358 Email: [email protected] Kontak: Ibu Devi Jam Buka: Senin-Sabtu: 13.00 – 15.00 Layanan: IMS, VCT dan MK Rumah Sakit Jiwa Dr. Marzoeki Mahdi # Poliklinik NAPZA Jl. Dr. Semeru No. 114, Bogor Tel: (0251) 324025

32

Menangani Masalah HIV & AIDS di Tempat Kerja

Panduan Better Work

Fax: (0251) 328129 Hotline: (0251) 343388 Kontak: Dr. Ayi (untuk konseling), Bpk. Maman (untuk bagian obat) Jam Buka: Senin-Jumat: 09:00-14:00 Layanan: VCT, MK, ART Rumah Sakit PMI Bogor Jl. Raya Pajajaran No. 80 Bogor Tel: (0251) 324080 ext. 131 Fax: (0251) 324709 Email: [email protected] Kontak: Bpk. Iwan (Koord.) Jam Buka: Senin-Kamis: 08.00 – 13.00; Jumat-Sabtu: 08:00-12:00 Layanan: VCT, MK, ART Rumah Sakit Umum Daerah Bekasi Jl. Pramuka No. 55, Bekasi Tel: (021) 8841005 ext. 30 (Bag. Penyakit Dalam) Kontak: Dr. Sri, Ibu Hamda, Bpk. Erwin Jam Buka: Senin-Jumat: 08.00 – 14.00 Layanan: VCT, ART

33

Panduan Better Work

Menangani Masalah HIV & AIDS di Tempat Kerja

06

ORGANISATIONS ADDRESSING HIV AND AIDS IN THE WORKPLACE “ILO recognizes that HIV and AIDS is a public health emergency and believes that the workplace is key to preventing the spread of the epidemic as well as providing information and assistance on treatment and support.” Linda Wirth, Director of ILO SubregionalOffice for Southeast Asia and the Pacific

International Labour Organisation (ILO) The ILO Programme on HIV and AIDS and the World of Work plays a key role in the HIV and AIDS global response through workplaces. Its website offers several publications, good practices and policies on how to manage HIV and AIDS in the workplace: • International Labour Organization, An ILO Code of Practice on HIV and AIDS and the World of Work (Geneva, 2001) • International Labour Organization, Implementing the ILO Code of Practice on HIV and AIDS and the World of Work: an Education and Training Manual (Geneva, 2002) • International Labour Organization, A Workplace Policy on HIV and AIDS: What it Should Cover (Geneva, 2003) • International Labour Organization, Information, Tools and Good Practice for Workplace Action Against HIV and AIDS (Geneva, 2005) • International Labour Organization, Using the ILO Code of Practice and Training Manual – Guidelines for Employers (Geneva, 2006) • International Labour Organization, A Handbook on HIV and AIDS for Small Business Associations and Service Providers (Geneva, 2007)

United Nations Joint Programme on HIV and AIDS (UNAIDS) http://www.unaids.org/en/ UNAIDS is an innovative partnership of UN system organisations that leads and inspires the world in achieving universal access to HIV prevention, treatment, care and support. It offers useful HIV and AIDS workplace tools such as: • UNAIDS, HIV and AIDS and the Workplace: Forging Innovative Business Responses, UNAIDS Best Practice Collection (Geneva, 1998)

34

Menangani Masalah HIV & AIDS di Tempat Kerja

Panduan Better Work

Family Health International (FHI AIDS Institute) http://www.fhi.org FHI AIDS Institute provides practical steps for developing and implementing workplace HIV and AIDS prevention and care programmes by offering guidance on how to assess the real and potential impact of HIV and AIDS on an enterprise, on developing a HIV and AIDS policy to cover the workplace and on designing and implementing HIV and AIDS prevention and care programmes for the workplace. • Family Health International, Workplace HIV and AIDS Programs: An Action Guide for Managers (2002)

Indonesian Business Coalition on AIDS (IBCA) http://www.ibca.or.id/ IBCA is a non-profit alliance of businesses that works together to adopt best practices to help reverse the spread of HIV. IBCA assists enterprises implement the most efficient HIV and AIDS workplace programmes, as well as provides on-going monitoring and evaluation. It utilises corporate resources, such as management marketing skills, material assets and human resources, to identify and fill gaps in HIV programmes and educational materials within the private sector.

Health Enables Returns (HER) http://herproject.org/resources/curriculum-topic/serious-illnesses/hiv-aids HER is a project that catalyses partnerships amongst international brand-name companies, suppliers, and NGOs to implement women’s health programmes in factories around the world, including 7 factories in Indonesia. Its website contains useful HIV and AIDS training material.

APN+ (Asia-Pacific Network of People Living with HIV and AIDS) http://www.apnplus.org/main/ APN+ is the network of PLHIV that live in the Asia Pacific region. It represents a collective voice for HIV positive people in the region, linking them to each other and to other global networks in the world. It supports regional responses to widespread discrimination and to better access to treatment and care.

United Nations Development Fund (UNDP) Indonesia http://www.undp.or.id/ UNDP Indonesia advocates for change and helps people build a better life. It is fully engaged in the fight against HIV and AIDS and the promotion of gender equality.

World Health Organization (WHO) Indonesia www.ino.searo.who.int/EN/Index.htm The goal of WHO Indonesia is to improve the health of the Indonesian population by aiding the Ministry of Health in various fields, such as technical assistance, training, guidelines and support for international standards. an, pedoman dan dukungan untuk menerapkan standar internasional.

35

Panduan Better Work

Menangani Masalah HIV & AIDS di Tempat Kerja

REFERENCES Family Health International, Workplace Programs HIV AND AIDS: An Action Guide for Managers (2002) Indonesian National Aids Commission, Republic of Indonesia Country Report on the Follow Up to the Declaration of Commitment on HIV and AIDS (UNGASS) 2010-2011 (2012) International Labour Organization, Driving for Change; A Training Toolkit on HIV and AIDS for the Road transport Sector (2008) International Labour Organization, HIV and AIDS and the World of Work (2009) International Labour Organisation, Implementing the ILO Code of Practice on HIV and AIDS and the World of Work: An Education and Training Manual (2002) International Labour Organization, Using the ILO Code of Practice on HIV and AIDS and the world of work: Guidelines for the Construction Sector (2008) ILO Subregional Office for the Caribbean/USDOL HIV AND AIDS/ Workplace Education Programme for Trinidad and Tobago, A handbook for Peer Educators: Addressing HIV and AIDS in the Workplace (2008) ILO Subregional Office for Southeast Asia and the Pacific Manila, Philippines, Managing HIV and AIDS in the Workplace: Employers Handbook for Action (2008) UNAIDS, HIV in Asia and the Pacific: Getting to Zero (2011)

This newsletter is published by: The ILO Better Work Indonesia programme. The opinions expressed do not necessarily reflect the official views of the International Labour Organization (ILO), nor the International Finance Corporation (IFC)

For other enquiries, contact the Knowledge Management Officer at [email protected]

36