3. CONTENTS
1.
Abbreviations
3
2.
Acknowledgement
4
3.
Biafra
Clinic’s
mandate
5
4.
Legal
framework
5
5.
Objectives/purposes
7
6.
Workplace
policy
and
guiding
principles
8
7.
Workplace
health
promotion
13
8.
Monitoring
&
policy
review
14
9.
Functions
of
a
focal
person
and
external
mainstreaming
15
10.
Way
forward
/
Plan
of
action
16
2
4. 2.
ABBREVIATIONS
ART
Antiretroviral
Therapy
BMWS
Biafra
Muslim
Welfare
Society
GIZ
Deutsche
Gesellschaft
für
Internationale
Zusammenarbeit,
GmbH
M
&
E
Monitoring
and
Evaluation
PMTCT
Prevention
of
Mother
to
Child
Transmis-‐
sion
PLHIV
People
Living
with
HIV
S/GBV
Sexual
/
Gender
based
violence
SUPKEM
Supreme
Council
of
Kenya
Muslims
STIs
Sexually
Transmitted
Infections
VCT/HTC
Voluntary
Counseling
and
Testing
/
HIV
Testing
and
Counseling
3
5. 1.
ACKNOWLEDGEMENT
We
would
like
to
appreciate
SUPKEM
and
GIZ
for
their
support
in
education,
funds
and
professional
help.
We
would
like
to
thank
Selina
Orsi-‐Coutts,
HIV
&
Gender
Advisor,
GIZ
Health
Sector
Programme
and
Mr.
Ali
Ahmed
HIV
M
&
E
Officer
SUPKEM
for
the
constant
support
in
education
and
information
about
HIV
policy
programmes
because
the
development
of
Biafra
Medi-‐
cal
Clinic
Workplace
Policy
would
not
have
been
possible
without
her
supervision
and
helpful
ideas.
We
also
would
like
to
thank
staff
and
management
of
Biafra
Medical
Clinic
and
all
Board
Members
of
Biafra
Muslim
Welfare
Society
for
their
commitment
for
change
in
the
clinic,
in
particular:
Mr.
Mohamed
Shuguli,
Chairman
of
Biafra
Muslim
Welfare
Society,
Mr.
Juma
Ally
Boy,
Director
of
Biafra
Medical
Clinic
Mr.
Athman
Ibrahim,
Human
Resource
Manager
and
Ms.
Rukiya
Noordin
Imam,
GBV
Technical
Advisor
and
Clinical
Officer
in
chargeThe
staff
members
at
the
time
of
development
of
the
HIV
Workplace
Policy
were
as
follows:
Ms.
Carolyne
Mulwa,
Clinical
Officer,
Ms.
Amina
Mohamed,
Pharmacist,
Ms.
Cecilia
Moturi,
Lab.
Techni-‐cian
and
Ms.
Perpetual
Maragia,
HIV
Coun-‐
selor,
Recep-‐tionist.
All
staff
members
participated
in
the
prepara-‐tion
meetings
for
the
development
of
this
HIV
Work-‐place
Policy.
4
6. 3.
BIAFRA
CLINIC’S
MANDATE
Our
mandate
is
to
improve
health
indicators
in
our
community
through
delivering
reliable
quality
and
in-‐
tegrated
medical
care.
Working
through
achieving
this
goal
we
saw
the
need
of
an
HIV
policy
for
our
clinic.
HIV
plays
an
important
role
in
our
day-‐to-‐day
work
because
of
the
exposure
to
infection
and
also
if
already
affected
then
it
already
affected
the
quality
of
work
you
are
going
to
offer
to
Biafra
Clinic’s
clients.
Biafra
Clinic
staff
offer
counseling
and
medical
treat-‐
ment
for
survivors
of
gender
based
violence
(GBV)
since
2009.
GBV
survivors
face
a
higher
risk
for
HIV
and
STI
infections
therefore
every
GBV
client
needs
also
HIV
counseling
and
testing,
prevention
and
possi-‐
bly
medical
treatment.
We
extend
our
HIV
services
to
the
community
as
we
are
committed
to
give
integrated
health
care
thus
working
towards
improving
health
indicators
holistically.
HIV
infection
should
not
affect
our
ability
to
give
qual-‐
ity
to
our
clients.
4.
LEGAL
FRAMEWORK
This
policy
shall
be
implemented
within
the
frame-‐
work
of
the
Constitution
of
Kenya
and
other
relevant
legislation
in
place
as
well
as
propose
as
well
as
pro-‐
posed
legislation
which
includes
the
following:
The
Constitution
of
the
Republic
of
Kenya
is
the
su-‐
preme
law
of
Kenya
and
all
other
laws
must
comply
5
7. with
it.
The
fundamental
rights
in
the
constitution
provide
every
person
with
the
right
to
equality
and
non-‐discrimination.
HIV
and
AIDS
Prevention
and
Control
Act
2006
rights.
Section
13:
No
person
shall
compel
another
to
un-‐
dergo
an
HIV
test
safe
where
a
person
is
charged
with
an
offence
of
a
sexual
nature
under
Chapter
XV
of
the
Penal
Code;
Section
22:
Prohibits
the
disclosure
of
an
HIV
test
result
of
another
person
without
his
written
consent;
Part
VIII:
It
is
an
offence
for
any
person
to
be
discrim-‐
inated
against
on
the
grounds
of
actual,
perceived
or
suspected
HIV
status,
in
relation
to
employment
ac-‐
cess
to
education,
credit,
insurance,
healthcare,
travel,
The
Employment
Act
Cap.
226:
It
sets
out
the
minimum
standards,
applicable
for
conditions
of
employment
relating
to
wages,
leave,
health
and
contracts
of
service
including
termination
of
the
contract.
Under
the
Act,
the
employer
shall
provide
proper
healthcare
for
his
employees
during
serious
illness.
The
employer
can
only
discharge
this
function
if
the
6
8. employees
notify
the
employer
of
the
illness.
The
Act
implies
that
there
should
be
no
discrimination
on
the
grounds
of
HIV
and
AIDS
status.
5.
OBJECTIVES
/
PURPOSES
Why
do
Biafra
Medical
Clinic
staffs
need
a
HIV
workplace
policy?
Biafra
Medical
Clinic
staff
recognizes
the
seriousness
of
the
HIV
epidemic
and
its
impact
on
the
workplace.
The
Clinic
supports
national
efforts
to
reduce
the
spread
of
infection
and
minimize
the
impact
of
the
disease.
The
purpose
of
this
policy
is
to
ensure
a
consistent
and
eq-‐
uitable
approach
to
the
prevention
of
HIV
among
em-‐
ployees
and
their
families,
and
to
the
management
of
the
consequences
of
HIV
and
AIDS,
including
the
care
and
support
of
employees
living
with
HIV.
The
policy
has
been
developed
and
will
be
implemented
in
con-‐
sultation
with
employees
at
all
levels.
It
is
in
compli-‐
ance
with
existing
laws
regarding
HIV.
The
staff
demanded
this
HIV
workplace
policy
to
pro-‐
tect
themselves,
to
protect
people
living
with
HIV
and
to
protect
human
rights;
it
complies
with
national
standards
and
gives
staff
a
guideline.
Clinic
staff
would
like
to:
Ensure
a
uniform
and
fair
approach
to
the
compre-‐
hensive
management
of
HIV
positive
employees
and
employees
living
with
AIDS
Reduce
the
risk
of
HIV
infection
through
education,
7
9. prevention
and
trainings
Create
a
supportive
environment
at
the
free
of
stig-‐
ma
and
discrimination
and
space
on
sharing
infor-‐
mation,
sympathizing
with
those
affected
by
HIV
or
living
positively
with
HIV
Empower
the
staff
and
management
with
aware-‐
ness
and
knowledge
to
be
able
to
make
informed
choices
Ensure
health
promotion,
care
and
support
to
all
employees
and
families
(counseling
and
treatment)
Implement
and
share
best
practice
in
HIV
interven-‐
tion
at
the
workplace
Protect
the
rights
of
those
people
affected
by
HIV
6.
WORKPLACE
POLICY
AND
GUIDING
PRINCIPLES
Biafra
Clinic
staff
does
not
discriminate
or
tolerate
discrimination
against
employees
or
job
applicants
on
any
grounds,
including
HIV
status.
While
Biafra
Medical
Clinic
staff
recognizes
that
there
are
circum-‐
stances
unique
to
HIV,
this
policy
rests
on
the
principle
that
HIV
infection
and
AIDS
should
be
treated
like
any
other
serious
condition
or
illness
that
may
affect
em-‐
ployees.
It
takes
into
account
the
fact
that
employees
with
HIV
may
live
full
and
active
lives
for
a
number
of
years.
The
Clinic’s
commitment
to
maintaining
a
safe
and
healthy
work
environment
for
all
employees
is
based
on
the
recognition
that
HIV
is
not
transmitted
by
casual
contact.
8
10. Biafra
Medical
Clinic
HIV
workplace
policy
includes
provisions
in
the
following
areas:
The
protection
of
the
rights
of
people
living
with
HIV
Prevention
through
information,
education
and
training
Care
and
support
for
workers
and
their
families
(counseling
and
treatment)
Gender
Equity
and
non-‐discrimination:
Every-‐
body
shall
be
counseled
or
treated
without
any
dis-‐
crimination
or
any
differences
made
between
man
and
women,
no
discrimination
or
stigmatization
of
infected
or
affected
staff
and
their
families.
All
information
regarding
the
em-‐
ployee’s
health
status
or
sexual
orientation
will
be
-‐
tive
issues
that
surround
HIV
infection
and
under-‐
takes
to
handle
matters
in
a
discreet
and
private
manner.
Where
an
employee
with
HIV
has
revealed
his
or
her
status
to
management,
the
Clinic
staff
will
-‐
ever
in
line
with
the
Clinic
philosophy
on
the
virus
to
avoid
stigma,
the
employee
will
be
encouraged
to
be
open
about
his
or
her
HIV
status.
Rights
and
responsibilities:
Rights
of
employees
who
are
HIV-‐positive.
HIV-‐positive
employees
will
be
protected
against
discrimination,
victimization
9
11. or
harassment.
Normal
company
disciplinary
and
grievance
procedures
shall
apply
equally
to
all
em-‐
ployees,
as
will
the
provision
of
information
and
ed-‐
ucation
about
HIV
and
AIDS.
Employment
opportunities
and
termination
of
employment:
Opportunities
and
promotion
irre-‐
spective
of
HIV
status
either
affecting
the
clinic
fra-‐
ternity
or
community:
no
employee
should
suffer
adverse
consequences,
whether
dismissal
or
denial
of
appropriate
alternative
employment
opportuni-‐
ties,
merely
on
the
basis
of
his
or
her
HIV
status.
Continuation
of
employment
relationship
and
social
dialogue
Prevention
of
transmission
of
HIV
through
adher-‐
ence
to
workshop
hospital
standards
of
operations
and
proper
waste
management.
Testing
with
counseling:
HTC
for
all
employees
and
support
of
People
Living
with
HIV
including
gender
issues,
Biafra
Medical
Clinic
rejects
HIV
testing
as
a
prerequisite
for
recruitment,
access
to
training
or
promotion.
However,
the
company
pro-‐
-‐
tial
testing.
Epidemiological
testing:
Testing
programmes
for
epidemiological
purposes
will
be
subject
to
appro-‐
priate
consultation
with
recognized
employee
rep-‐
10
12. resentatives
and
will
be
subject
to
independent
and
objective
evaluation
and
scrutiny.
The
results
of
ep-‐
idemiological
studies
will
not
be
used
as
a
basis
for
discriminating
against
any
class
of
employee
in
the
workplace.
All
testing
will
comply
with
accepted
in-‐
ternational
standards
on
pre-‐and
post-‐test
counsel-‐
Giving
back
to
your
community
through
aware-‐
ness
creation:
Appropriate
awareness
and
edu-‐
cation
programmes
will
be
conducted
to
inform
employees
about
HIV
infection
and
transmission
which
will
enable
them
to
protect
themselves
and
others
against
an
infection.
Some
of
these
will
include
the
families
of
employees
and
the
local
community.
Biafra
Clinic
staff
recognizes
the
im-‐
portance
of
involving
employees
and
their
repre-‐
sentatives
in
the
planning
and
implementation
of
awareness,
education
and
counseling
programmes,
especially
as
peer
educators
and
counselors.
Prac-‐
tical
measures
to
support
behaviour
change
and
risk
management
will
include
the
treatment
of
sexually
transmitted
infections
(STIs)
and
TB,
sterile
needle
and
syringe
exchange
programmes
and
the
distribution
of
male
and
female
condoms.
Training
shall
be
arranged
for
key
staff
includ-‐
-‐
cers;
union
representatives;
trainers
of
train-‐
ers
(both
male
and
female);
peer
educators;
11
13. Reasonable
time
off
will
be
given
for
participation
in
education
and
training.
Involvement
of
People
Living
with
HIV
in
HIV
in-‐
terventions
Care
and
support:
The
promotion
of
employees’
well-‐being.
Biafra
Clinic
will
treat
employees
who
are
infected
or
affected
by
HIV
with
empathy
and
care.
The
Company
will
provide
all
reasonable
assis-‐
tance
which
may
include
counseling,
time
off,
sick
leave,
family
responsibility
leave,
and
information
regarding
the
virus
and
its
effect.
Work
performance
and
reasonable
accommoda-‐
tion:
It
is
the
policy
of
Biafra
Clinic
to
respond
to
the
changing
health
status
of
employees
by
making
rea-‐
sonable
accommodation
in
the
workplace
for
those
infected
with
HIV.
Employees
may
continue
to
work
as
long
as
they
are
able
to
perform
their
duties
safely
and
in
accordance
with
accepted
performance
standards.
If
an
employee
living
with
or
affected
by
HIV
is
unable
to
perform
his
or
her
tasks
adequately,
the
manager
or
supervisor
must
resolve
the
problem
according
to
the
clinic’s
normal
procedure
on
poor
performance/ill
health.
:
Employees
living
with
HIV
will
be
treated
no
less
favourably
than
staff
with
any
other
serious
illness/condition
in
terms
of
statutory
and
clinic
bene-‐
12
14. other
available
services.
Healthcare:
Biafra
Clinic
will
help
employees
living
community
(access
ARTs),
as
well
as
counseling
ser-‐
vices,
professional
support
and
self-‐help
groups
if
re-‐
quired.
Reasonable
time
off
will
be
given
for
counsel-‐
ing
and
treatment.
7.
WORKPLACE
HEALTH
PROMOTION
i.
Free
medical
checkups
for
clinic
staffs
and
family
annually
for
the
tests
available
in
the
clinic
labo-‐
ratory.
If
after
checkup
some
illness
might
be
discovered
then
the
clinic
will
offer
free
consultation
and
treatment
to
the
drugs
available
ii.
Promotion
of
stress
management
by
offering
free
in-‐house
counseling
to
the
staff
iii.
Health
talks
on
healthy
living
iv.
A
team
of
dedicated
Biafra
staff
to
take
care
of
matters
concerning
staff
health
(HIV
committee
&
HIV
focal
point,
also
a
trusted
peer
educator
could
be
mentioned)
v.
Male
and
(if
available)
female
Condom
provision
vi.
There
will
be
clinic
day
out
annually
to
relief
burn
out
and
also
promote
bonding
vii.
Clinic
management
commits
to
improve
the
13
15. working
environment
both
internally
and
exter-‐
nally
viii.
Development
of
relevant
IEC
material
and
distri-‐
bution
in
clinic
for
staff
and
in
community?
ix.
Information
material
at
your
resource
center
8.
MONITORING
&
POLICY
REVIEW
M
&E:
Report
regularly
on
planned
implemented
and
conducted
activities
and
also
impact
evaluation.
-‐
sible
for
HIV
to
coordinate
and
implement
the
HIV/
AIDS
policy
and
programme.
-‐
ecutive
board.
In
order
to
plan
and
evaluate
its
HIV
policy
and
pro-‐
gramme
effectively,
Biafra
Medical
Clinic
will
under-‐
take
a
survey
to
establish
baseline
data
and
regular
risk
and
impact
assessment
studies.
The
studies
will
include
knowledge,
attitudes
and
be-‐
haviour/
practices.
Studies
will
be
carried
out
in
con-‐
sultation
and
with
the
consent
of
employees
and
their
-‐
dentiality.
This
policy,
and
related
information
on
HIV
and
AIDS,
will
be
communicated
to
all
Biafra
Medical
Clinic
em-‐
ployees
and
the
wider
public
using
the
full
range
of
14
16. communication
methods
available
to
the
clinic
and
its
network
of
contacts.
This
policy
will
be
reviewed
annually
and
revised
as
necessary
in
the
light
of
changing
conditions
and
the
9.
FUNCTIONS
OF
A
FOCAL
PERSON
AND
EXTERNAL
MAINSTREAMING
A
focal
person
should
have
the
following
functions:
Responsibility
for
coordination
of
the
imple-‐
mentation
of
the
HIV
policy
and
activities
Development
of
a
work
plan
Presentation
of
the
work
plan
to
management
of
implementation
Involvement
of
staff
in
the
HIV
workplace
pro-‐
gramme
/
Involvement
of
volunteers
/
peer
educators
Regularly
monitoring
through
reports
to
man-‐
agement
on
the
performance
of
the
planned
activities
Assignment
for
male
and
female
condom
provi-‐
sion
HTC
(VCT)
including
information
about
STIs
and
PMTCT
for
staff,
clients
/
People
living
with
HIV
15
17. External
Mainstreaming
and
interaction
with
com-‐
munity
should
happen
through
several
recurrently
campaigns
and
information
days
or
trainings.
Peer-‐to-‐
peer
education
is
crucial
to
spread
information
about
HIV
and
AIDS
in
the
community
especially
HIV
preven-‐
tion
lectures
including
family
planning
for
youth.
10.
WAY
FORWARD
/
PLAN
OF
ACTION
Biafra
Clinic
staff
would
like
to
work
out
a
way
for-‐
ward.
The
following
activities
are
planned:
Development
of
I.E.C.
material
for
HIV
Provision
of
HTC
services
and
later
compressive
care
services
in
the
clinic
Awareness
campaigns
in
the
community
of
Eas-‐
tleigh
Senior
management
sensitization
of
the
HIV
pol-‐
icy
/
launch
Participation
in
WORLD-‐AIDS-‐DAY
on
1st
of
De-‐
cember
Training
of
the
staff
in
HIV
management
16
