Enhancing Local Government Authorities’ Response to HIV/AIDS

1. Enhancing Local Government Authorities’ Response to HIV/AIDS Country Municipal Team Presentation Addis Ababa, Ethiopia December 5, 2003

2. Enhancing Local Government Authorities’ Response to HIV/AIDS- the case of Addis Ababa • Local Governments are highly affected by HIV/AIDS. However, their Authorities are in the best position to coordinate provide support and facilitate the provision of adequate prevention and care & support services to their communities

3. Exercise 2- Leadership and Workplace HIV/AIDS Policy Questions for Exercise 2 Identify members of Workplace Policy Sub-team and describe what their functions will be Present a draft Workplace Policy Identify 3 priority areas and proposed activities

4. Coordination Mechanism of the Response NAC Federal level GOs, NGOs, POs, ROs NAC Regional level GOs, NGOs, POs, ROs RACs WACs NGOs, CBOs, POs, Individuals, Associations NGOs, CBOs, POs, Individuals, Associations KACs

5. Coordination Mechanism of the Government Sector’s Response • Flow of Coordination of Efforts AAHAPCO Council Executive Board Members from GOs Bureaus of Education, Health,Social & Civil A, Information & Culture, WAO Task forces in Regional Bureaus & Offices

6. Proposed members of Workplace Policy Sub-team/Committee • Work Place Policy Committee’s Composition and Accountability AA-HAPCO-Council AA-HAPCO, Civil Service Commission, Eployers & Eployees Affairs Office Executive Board AA-HAPCO

7. Duties of the Committee • Make analysis of the Mandates of Organization in relation to addressing the Epidemic based on Existing Policies, Proclamations, Rules and regulations • Review experiences of other organizations in-country and abroad in relation to work place policy • Draft a Work Place Policy in consultation with the managers and civil servants and present it to the Executive board which then will review and forward to the cabinet for decision • Make Follow-up on the Execution of the Policy and avail recommendations to the board

8. A Draft Work Place Policy • Background • The City Government recognizes that HIV/AIDS is increasing the morbidity and mortality among the City’s Civil Servants and this condition is creating negative Political, social and economic impacts on families, communities and on the government;s capacity to render efficient and effective services to the residents of the city. • The City Government supports national efforts to Prevent and control HIV/AIDS and to alleviate its impacts To this effect, the City Government believes that workplace intervention is one of the strategies which must be used. • The purpose of this policy is therefore, to ensure equitable and consistent approaches in the provision of HIV/AIDS prevention and Care and Support services to Civil Servants of the City Government and their families. This policy has been developed and will be implemented in consultation with employees/civil servants at all level

9. Principles as the basis for the Work Place Policy • The City Government • Is committed on maintaining safe and healthy environment for all its employees based on the recognition that HIV is not transmitted by casual contact. • Does not discriminate or tolerate discrimination against employees or job applicants on any grounds including HIV/AIDS.

10. Principles as the basis for the Work Place Policy Cont, The City Government • Recognizes that there are unique conditions to HIV/AIDS and this policy rests on the principle that HIV infection and AIDS should be treated like any other serious condition or illness that may affect employees. • Takes in to account the fact that employees with HIV may live full and active lives for a number of years

11. Principles as the basis for the Work Place Policy Cont, The City Government • Has a firm belief in the Provision of rights and responsibilities to those living with the virus and to others in a non-discriminatory way • Has a firm belief in strictly applying the provision of rights and responsibilities to women and men in a non-discriminatory way

12. Specific Provisions • The policy includes specific provisions in • Commitments • Stigma, Discrimination and Human rights • Prevention through IEC/BCC, Condom Promotion and Distribution, STI Prevention and Control, Universal Precaution and PMCTC Services • Care and Support for workers and their families

13. Specific Provisions on the Commitments of Organizations • The City Government recognizes the need for urgent actions to prevent and HIV/AIDS in the work place and urges all the Management bodies of government bureaus, offices agencies, and commissions to take immediate actions • In Selecting and assigning a Task Force to coordinate the planning, implementation, and Monitoring and Evaluation of work place HIV/AIDS Programs This body should also submit reports to the management the later submitting the report to the Executive Board • In selecting and assigning a focal person whose Job-responsibility is to execute the organization’s Work Place HIV/AIDS Prevention and Care and Support Programs

14. Specific Provisions on the Commitments of Organizations Cont, • To Mobilize/allocate Funds to the Program • To produce and implement guidelines, rules and regulations to fight Stigma and Discrimination against PLWHA and their families • For ensuring that each organization’s management should make pledges to use opportunities to support the workplace Program • To commission Impact assessment to inform Strategic Planning • To design mechanisms to ensure succession of skills as part of the HCD plan in consultation with employees.

15. Specific Provisions on Stigma, Discrimination and Human rights • 1. Rights of employees who are HIV positive. HIV positive will be protected against discrimination, victimization and harassment through the application of government rules and regulations and through the provision of IEC/BCC activities to the workers. • 2. Employment opportunities and termination of employment –No employee should suffer adverse consequences merely on the basis of being HIV positive • 3. Testing- The City Government rejects HIV testing as a prerequisite for recruitment, access to training and promotion. However, it promotes and facilitates access to Services which comply with nationally accepted standards and based on the will of those who receive them.

16. Specific Provisions on Stigma, Discrimination and Human rights Cont, • 4. Confidentiality-The City Government recognizes the sensitive issues around HIV/AIDS and undertakes and handles them in a discreet and private manner. It protects the confidentiality of employees with regards to HIV status. However, in line with its philosophy of promoting openness it encourages employees to be open about their HIV status.

17. Specific Provisions for the Prevention of HIV • The City Government recognizes the importance of Involving employees and their representatives in the planning, implementation and Monitoring and Evaluation of IEC/BCC Condom Promotion and Distribution, STI Prevention and Control, Universal Precaution and PMCTC Services • IEC/BCC Interventions will be provided to inform workers and their families about HIV/AIDS so that they bring change in risky behaviors, avoid stigma and discrimination and provide acre and support to those infected and affected

18. Specific Provisions for the Prevention of HIV Cont, • Practical measures to support behavior change will include, Condom Promotion and Distribution,STI Prevention and Control, Universal Precaution, and PMCTC Services • The implementation capacity of each organization will be strengthened through the provision of technical assistance including trainings for HCD

19. Specific Provisions for Care and Support • The City Government and its employees have interest in that infected individuals be offered assistance in order to remain at work as long as possible. • The promotion of employees well being-each organization will treat employees who are infected and affected by HIV/AIDS with empathy and Care by providing counseling, time off, sick leave, family responsibility leave etc. • Work performance and Reasonable accommodations- Reasonable accommodations will be provided in response to the changing health status of HIV positive employees

20. Specific Provisions for Care and Support Con, • Benefits-HIV positive employees will be treated equally with other employees in getting benefits • Employees with HIV/AIDS will get appropriate Care & Support Services including • Medical Care- for Opportunistic Diseases prophylaxis & treatment, ART-prophylaxis and treatment, Nursing Care • Referral services for Home-based and Community-based Care Services • Social & psychological support

21. The First priority area- Mainstreaming HIV/AIDS into Sectors

22. The Second priority area- Establish Multi-purpose Youth Centers

23. The third priority area-Establishing Referral Linkage between VCT and Care and Support Centers

24. We are in a Crisis. We need to debate on the issue and act, and we have to… • Think Big ! • Start Small ! • Act now !

25. Finally • Let’s continue on sharing our experiences and enhance our efforts to act in unity for a better future

26. Thank You !