University of Zambia 2006

Compiled by:

Sub-Committee on HIV and AIDS Policy

Vice-Chancellor’s Standing Committee on HIV and AIDS, University f Zambia

Published by:

UNZA Press on behalf of the University of Zambia

P.O. Box 32379, Lusaka. Zambia

Edited by Mr Chris Chirwa

Cover design and layout by Mr Teelo Ross

Approved by the University Council (13-12-05)

Printed by New Horizon Printing Press

ISBN 9982-03-037-X

TABLE OF CONTENTS

Foreword iv

Acknowledgements v

Preamble vii

Introduction 1

HIV and AIDS at the University Of Zambia 2

UNZA’s response to HIV and AIDS pandemic 3

Values underlying the formulation of UNZA HIV and AIDS Policy 3

Policy on HIV and AIDS 4

Objectives of the Policy 4

Policy components 5

Obligations of the University Council 5

Responsibility of UNZA Central Administration 5

Rights of members of staff 6

Rights of students 8

Responsibilities of members of staff and students 10

Teaching and research 10

Information, education and communication 11

Prevention, counseling and supportive care 12

Community engagement 13

Implementation 13

Evaluation and review 14

Appendices:

Appendix 1. Abbreviations, acronyms and definitions 15

Appendix 2. Sexual harassment 16

Appendix 3. Support services at the University of Zambia 17

Appendix 4. Policy development process 18

Appendix 5. Code on HIV/AIDS and Employment in SADC 20

Appendix 6. Vice-Chancellor’s Standing Committee on AIDS 24

Appendix 7. References 25

FOREWORD

The HIV and AIDS pandemic has brought terrible sufferings to many thousands of families and

communities around the world, especially in Zambia and other countries of the African region.

Young women and men in vast numbers have fallen sick and died in the prime of their lives,

depriving spouses of their partners, children of their parents, and elders of their cherished

offspring, just when they were most needed, just when the family was expecting to rely on them

for leadership, for protection and for income generation. Communities such as the University of

Zambia have lost many of their members to debilitating illness or death, depriving them of staff on

whom they expected to rely for continuity and leadership and of students in whose development

the institution’s hopes were vested. The University of Zambia is committed to producing students

who are competent, reflective, concerned and able to make useful contributions to the society in

which they live. The HIV and AIDS pandemic directly impacts on the University’s most valuable

resource, that is, the human beings responsible for realizing our mission of “Service and

Excellence”. Stigmatization and discrimination of Persons Living with HIV and AIDS is a serious

threat to the war against the epidemic. We, therefore, have a challenge to create learning and

working environment that is supportive, sensitive and responsive to students, members of staff

and their dependents. This calls for unity of purpose and commitment among all stakeholders to

confront the problem of HIV and AIDS at the University. The University Administration has a

special responsibility for oversight, support and resource mobilization to ensure effective

implementation of this policy and various initiatives informed by it, directed at mitigating the

pandemic. The HIV and AIDS Office and other structures in the University are mandated to

implement that process. The University Council is committed to protecting the rights and

privileges of all members of the University community, ensuring the integration of HIV and AIDSrelated

activities into the core functions of teaching, research and community service.

The University of Zambia is well placed to spearhead the development of strategic responses

against HIV and AIDS. It should also rise up to the challenges of HIV and AIDS in our nation and

use its great potential to promote research, dissemination of knowledge, and intellectual debates

on HIV and AIDS. The formulation of this HIV and AIDS Policy reflects our determination and

commitment to address the pandemic both within our community and beyond our boundaries.

Professor Robert Serpell

VICE-CHANCELLOR

UNIVERSITY OF ZAMBIA December 2005

ACKNOWLEDGEMENTS

On behalf of the University Council and the Central Administration of the University of Zambia, I

wish to express our indebtedness to the Vice-Chancellor’s Standing Committee on HIV and AIDS,

for the leadership they provided in the development of this institutional HIV and AIDS Policy. We

are especially grateful to two key partners, the Students and Academicians International

Association (SAIH) of Norway and the Centre for Infectious Diseases Research of Zambia

(CIDRZ), for their moral and financial assistance, not only for the development of the policy, but

also for the university-wide initiative on HIV and AIDS. The policy formulation was an excellent

example of a wide consultative and participatory process. Congratulations are therefore due to

the University community, members of staff and students, for their enthusiastic participation

and valuable contributions. Special tribute is due to the members of the Sub-Committee on HIV

and AIDS Policy namely:

Sichilongo,Ms S. Shanungu, Mr C. Hamusunse, Mr S. Miti and Mr S. James

and leadership in the formulation of this Policy.

.

Professor Robert Serpell

VICE-CHANCELLOR

UNIVERSITY OF ZAMBIA

December 2005

PREAMBLE

Human Immunodeficiency Virus (HIV) and Acquired Immuno-Deficiency Syndrome (AIDS) is not

only a health issue, but also one that concerns the entire University community and society in

many aspects. The University of Zambia (UNZA) recognises the psychosocial and economic

impact of HIV and AIDS. As an institution that strives to engage with society and be responsible

to it, the University of Zambia is committed to playing an active role in mitigating the impact of HIV

and AIDS, both on to its internal constituency of staff and students, and on to society as a whole.

The growing problem of HIV and AIDS thus demands a response from the University of Zambia,

which is one of the highest learning institutions in the country. The University of Zambia is in a

unique position to shape debate, action, policy and practice in the fight against the HIV and AIDS

pandemic. A sound policy regarding HIV and AIDS is a vital step in formulating an educated

response to the disease.

INTRODUCTION

HIV and AIDS in Zambia

HIV was first diagnosed in Zambia in 1984 and currently presents a major public health and

developmental challenge. Zambia is one of the countries worst affected by the HIV infection in the

sub-Saharan region. According to 2004 estimates by the Ministry of Health, the HIV adult

revalence rate in Zambia stood at 19.9%. The most affected are the reproductive age group,

15 to 49 years. In Lusaka, where the University of Zambia is located, the prevalence rate of HIV

among females stood at 25% and that of males at 19%. The pandemic, therefore, poses a threat

to both health and socio-economic development and has a devastating effect on the economically

active and productive members of the society (Ndubani, 2001).

National response to the HIV and AIDS pandemic

The effects of HIV and AIDS on employees and organizations come in various forms such as

increased sick leave and absenteeism, high medical expenses, low productivity, high employee

turnover, loss of employees, increased expenditure on health and death benefits (Malungo, 2000;

Kamwanga, 2001). There have been various national responses to combat the effects of the

pandemic.

Zambian National Strategic Plan on HIV and AIDS

The National HIV/AIDS/STI/TB Council developed an intervention strategic plan for the period

2002-2005 in order to reduce the HIV prevalence rate in the 15-19 age groups. To achieve this,

four broad objectives were identified:

(1) To reduce HIV/STI transmission mainly focusing on children, youth, women and situations

providing risk for HIV/STI transmission;

(2) To reduce the socioeconomic impact of HIV and AIDS on individuals and families, at the

workplace, in homes and on Zambian society as a whole;

(3) To maintain and improve operational and implementation procedures and processes to

ensure timely and effective management decision-making; and

(4) To ensure that result oriented coordination of activities takes place at different levels of

implementation.

Ministry of Labour and Social Security

The Ministry of Labour and Social Security has been proactive in combating the HIV and AIDS at

workplace. Through partnership with the International Labour Organization (ILO) and other

international bodies, researches have been conducted and programmes implemented. The

Ministry recommends that all organizations in Zambia adopt ‘The Code on HIV/AIDS and

Employment in the Southern African Development Community’ (Appendix 5).

The code balances individual rights and social needs, and provides a base on which to

build strategies for prevention and management of the pandemic.

HIV AND AIDS AT THE UNIVERSITY OF ZAMBIA

University is a central part of life to students, members of staff and their dependents. For this

reason, it becomes crucial that members of staff and students have safe, healthy working and

learning environments. Members of staff and students are becoming more aware that they can

be affected by HIV and AIDS, whether by being infected or not, irrespective of their behavioral

choices. The number of AIDS cases continues to escalate and this will undoubtedly impact on the

University. This calls for a serious and dedicated fight against the pandemic on University

campuses. There is lack of information on the prevalence of HIV infection within the UNZA

community. However, there is some information on the knowledge, attitudes and practices

concerning HIV and AIDS among UNZA students. A survey conducted in Lusaka on 1 228

students, aged 16 to 24 years, from 12 institutions of higher learning, including UNZA, showed

high levels of awareness and knowledge on the mode of transmission of HIV (SHARES 2003).

Among those who were sexually active, three quarters of the students knew about condoms

preventing infection, and despite that, only about a third reported always using condoms. Not only

was condom use among the respondents low but its use also was inconsistent. A 2004 survey of

knowledge, attitudes and practices among first year students at UNZA showed that half of the

respondents had had sex at least once, whilst the remaining half had not been sexually

active (ZAWECA 2005).

UNZA’S RESPONSE TO THE HIV AND AIDS

PANDEMIC

Standing Committee on HIV and AIDS

The University of Zambia recognizes the impact of HIV and AIDS on the UNZA community, and the need to

coordinate all efforts at institutional level to avoid both duplication and gaps in the total response to the HIV

and AIDS pandemic. It is with this in mind, that the Vice-Chancellor in 2003 appointed a multi-disciplinary

Standing

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the University of Zambia.

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University of Zambia.

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•

Zambia.

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response to HIV and AIDS programming at the University of Zambia.

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HIV and AIDS prevention, care and support at the University of Zambia.

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the international donor community.

VALUES UNDERLYING THE FORMULATION OF THE

UNZA HIV AND AIDS POLICY

The following values guided the conception of the policy:

HIV and AIDS concerns the entire UNZA community; an appropriate response to the pandemic

can be achieved only by ensuring emphasis of HIV and AIDS in the various programmes and

activities of the University. All the stakeholders should be involved in defining and implementing

the response to HIV and AIDS at the University; Students, members of staff and their dependents

who are living with HIV and AIDS will not be discriminated against in accessing education and/or

employment at the University; Students, members of staff and their dependents have the right to

dignity, respect, autonomy and privacy concerning their HIV and AIDS status; HIV and AIDS can

affect anyone; the policy should in no way perpetuate stereotypes of HIV and AIDS as belonging

to any sex, age, ethnic group, sexual preference, student or member of staff, but it should

recognize specific vulnerabilities and risk factors such as cases of sexual harassment;

Appropriate strategies for prevention, health promotion and caring for and the treatment of

students, members of staff and their dependents living with HIV and AIDS are essential.

POLICY ON HIV AND AIDS

The University of Zambia is committed to maintaining a healthy working and learning environment

by protecting the physical and emotional health and well being of all students in the learning

environment and members of staff in the workplace. UNZA is committed to being an equal

opportunity learning institution and equal opportunity employer. This entails commitment to

providing admission and employment for people with HIV and AIDS who wish to learn and work.

This HIV and AIDS policy is a direct outgrowth of these commitments.

The spread of HIV is attributed to various factors, amongst which are certain forms of sexual

harassment. UNZA, therefore, will not permit any form of sexual harassment of its students or

members of staff and their dependents. Sexual harassment subverts the mission of the University

and threatens the careers, educational experience, and well being of students, members

of staff and their dependents. UNZA’s Code of Conduct prohibits sexual harassment as a serious

form of misconduct liable to bring the University into disrepute and stipulates that the first breach

of this prohibition, whether by a student or a member of staff, warrants dismissal.

OBJECTIVES OF THE POLICY

The main objectives of the HIV and AIDS policy are:

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related matters in the University.

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and free from discrimination.

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with HIV and AIDS in the University.

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dependents infected or affected by HIV and AIDS.

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promotes the personal and professional well being of students, members of staff and

their dependents who are infected or affected by HIV and AIDS.

•

POLICY COMPONENTS

The UNZA HIV and AIDS policy addresses the following components:

Obligations of the University Council

Responsibility of UNZA Central Administration

Rights of members of staff

Rights of students

Responsibilities of members of staff and students

Teaching and research

Information, education and communication

Counselling and supportive care

Community engagement

OBLIGATIONS OF THE UNZA COUNCI

The University Council is obliged to support the activities related to combating HIV and AIDS on

campuses and in the community, as well as to ensuring that the rights of students, staff and their

dependents are protected and respected. The Council shall have the obligation to support HIV

and AIDSrelated activities by:

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AIDS-related activities at the institution and in the community.

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•

•

•

•

RESPONSIBILITY OF UNZA CENTRAL

ADMINISTRATION

UNZA Central Administration has the responsibility of coordinating the activities related to HIV

and AIDS on campuses and in the community, as well as ensuring that the rights of students,

members of staff and their dependents are protected. UNZA

responsibility to coordinate and support HIV and AIDS-related activities by

•

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this policy and its implementation

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•

•

•

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to curb the inequalities and discrimination that contribute to the spread of HIV and AIDS.

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and counselling services.

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care are qualified to do so.

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University’s Code of Conduct.

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•

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RIGHTS OF MEMBERS OF STAFF

The rights of members of staff and their dependents in terms of HIV testing and disclosure of their

HIV status within their work environment shall be as follows:

HIV testing and disclosure

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and records.

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cannot be given or publicized to a third party without any written informed consent from the person

concerned.

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Employment of permanent and contract members of staff.

Promotion, training and career development of members of staff.

Employment termination.

Retrenchment.

Retirement.

Sick leave.

Access to employee benefits, privileges and rights to health care.

Allocation of housing and accommodation.

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conditions with respect to the rights of members of staff.

Work environment:

All members of staff have the right to:

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discrimination.

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Work in an environment in which occupational exposure to HIV is minimized by providing appropriate

protective methods and post-exposure counselling, diagnosis, prophylaxis and treatment, where applicable.

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available at the institution.

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they are expected to perform.

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performance standards of work are not met, or the continued performance of the job by a member

of staff who has HIV and AIDS, affects their health or work output.

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University’s Code of Conduct.

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stigmatization by virtue of their HIV status.

RIGHTS OF STUDENTS

The rights of all categories of students during and after admission with respect to HIV testing and

disclosure of HIV status and within the campus and study environment shall be as follows:

HIV testing and disclosure

•

•

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confidential,and cannot be given or publicized to a third party without any written

informed consent from the person concerned.

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regarding:

Admission, registration or de-registration.

Approval of grants, loans and bursaries.

Consideration for campus accommodation.

Class attendance or performance.

HIV-related illness will not be treated differently from other comparable chronic or life threatening

conditions with respect to the rights and entitlements of students.

Campus and study environment

All students have the right to:

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discrimination.

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•

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prophylaxis and treatment, where applicable.

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institution.

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standards.

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HIV and AIDS, affects their health or study output until deemed medically fit to continue their

studies.

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University’s Code of Conduct.

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stigmatization by virtue of HIV status.

RESPONSIBILITIES OF MEMBERS OF STAFF AND

STUDENTS

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to HIV and AIDS prevention and care.

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Respect each other’s rights.

Protect themselves from acquiring HIV infection.

Be aware of and participate in prevention and supportive care services.

Advocate for HIV and AIDS prevention, care and mitigation.

Avoid using their HIV and AIDS status as an excuse for poor performance, or missing

work/class.

Avoid prejudice, discriminatory attitudes or behaviour towards others with respect to

their HIV and AIDS status.

Reduce the risk of HIV transmission to themselves and to other people.

Avoid any form of harassment or stigmatization.

TEACHING AND RESEARCH

UNZA Senate has the responsibility to integrate HIV and AIDS in research and teaching curricula at the

various levels of contact.

Teaching

Teaching should ensure that the students have a theoretical and practical understanding of the pandemic,

appropriate to their programme of study, and its implications for their future career. Teaching should ensure

that students are given the opportunity to:

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issues relating to HIV and AIDS.

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professional careers.

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places.

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development of their country and worldwide.

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HIV and AIDS.

Research

UNZA Central Administration has the responsibility to:

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research on HIV and AIDS.

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planning and decision-making.

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and spread of the pandemic.

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the University and community.

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economic and social implications of the pandemic.

INFORMATION, EDUCATION AND

COMMUNICATION

UNZA Central Administration has the responsibility to promote education,

awareness and communication on HIV and AIDS at the institution by:

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widely accessible to the UNZA community.

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website and other suitable media.

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UNZA community, as well as an understanding of social attitudes towards developing caring and

non-discriminatory approaches to those affected by HIV and AIDS.

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•

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be adequately sign-posted in environments where the risk of occupational exposure to HIV exists.

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(PLWHA).

PREVENTION, COUNSELLING AND SUPPORTIVE

CARE

UNZA Central Administration has the responsibility to provide preventive,

supportive care and counselling services by:

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exposure to blood or other high-risk body fluids.

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HIV and AIDS-related issues.

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campuses.

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for preventing and mitigating the impact of drug abuse, alcohol abuse, rape and sexual violence or

harassment, financial issues and such concerns that can increase the risk of HIV infection.

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services.

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dependents and/or communities are affected by HIV and AIDS.

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dependents, that shall include:

Prophylactic therapies

Blood tests

Contraception

Nutritional intervention

Early treatment of opportunistic infections

ARVs

Other support services

COMMUNITY ENGAGEMENT

UNZA Central Administration, along with students and other members of staff have the

responsibility to contribute to the community efforts to mitigate the impact and spread of HIV and

AIDS by:

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and AIDS activities.

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requirements and in-service training for members of staff.

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IMPLEMENTATION

The Vice-Chancellor’s Standing Committee on HIV and AIDS shall have the overall responsibility

to support and lead the implementation of the HIV and AIDS policy for UNZA.

This process shall be achieved by:

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•

•

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Student Clubs and Associations as well as Unions on the contents of the policy.

EVALUATION AND REVIEW

Evaluation and review will ensure the successful achievement of the policy objectives. This

process will be carried out on a regular basis by a team as agreed by the UNZA Council, the

Senate and the Vice-Chancellor’s Standing Committee on HIV and AIDS. The evaluation

component will entail:

Outcome Evaluation:

To determine the effectiveness of the HIV and AIDS policy.

To provide suggestions for enhancing the efficacy of the policy.

Process Evaluation:

To monitor the progress of the policy implementation.

To indicate if revisions are necessary in the policy or programme in order to meet

stated objectives.

To update policy in accordance with relevant national and global trends and guidelines

on HIV and AIDS.

APPENDIX 1

Abbreviations, acronyms and definitions

AIDS:

ARV:

Community

Contraception:

CTC:

Discrimination:

Epidemiology:

HBC:

HIV:

Mitigate:

Opportunistic infections:

weakened

PLWHA:

Pandemic:

Prejudice:

Prophylaxis:

Post-Exposure Prophylaxis:

SHARES:

STI:

Stigmatise:

Therapy:

UNZA:

UNZA community:

ZAWECA:

APPENDIX 2

Sexual Harassment*

Sexual harassment is unwelcome sexual advances, requests for sexual favours, and other verbal

or physical conducts of a sexual nature, when submission to or rejection of this conduct explicitly

or implicitly affects a person's employment or education, unreasonably interferes with a person's

work or educational performance, or creates an intimidating, hostile or offensive working or

learning environment.

Sexual harassment may involve individuals of either sex, and be between members of the same

or opposite sex. Sexual harassment typically involves a person in a position of power as the

initiator. However, it may occur in a number of ways, e.g. harassment of student by student, staff

member by staff member, staff member by student or student by staff member, where there is an

element of threat or coercion in the behaviour.

Sexual harassment may be, but is not limited to:

•

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anecdotes, remarks of a sexual nature about a person's clothing or body whether made

orally, in writing, or through electronic media;

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•

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posters, calendars, or other materials;

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Deliberate physical interference with or restriction of an individual's movements;

•

•

Complaints Regarding Sexual Harassment:

Any member of the University who believes that he or she has been subjected to sexual

harassment has the right to report the incident to the designated personnel. Any such complaints

shall be dealt with as specified in the Code of Conduct of students and members of staff.

APPENDIX 3

Support Services Available on main campus:

Counselling Centre – Psychosocial Counselling

UNZA Clinic – Medical Care

Post-Test Club – Post VCT/Peer support

VCT Centre at UNZA Clinic and ARVs

Student involvement and associations e.g. SHARES, ZAWECA, UNZA

POPSA, Anti-AIDS, Post-Test Club

Support services in form of social services (normally provided by UNZA):

Accommodation

Food

Health

Recreation

Meeting needs of students and members of staff in problems e.g. funerals

Security needs - Physical

Sanitation and environmental issues

Laundry

Maintenance of hostels etc.

APPENDIX 4

Policy development process

The Vice-Chancellor’s Standing Committee on HIV and AIDS initiated the policy development

process by forming a Sub-Committee on HIV and AIDS Policy.

Terms of reference:

The terms of reference of the Sub-Committee were:

(i) Producing a University of Zambia Policy document on HIV and AIDS which

should contain the following:

Policy objectives.

Policy guidelines/guiding principles.

Policy targets: Students, members of staff and their dependents.

Policy implementation.

Policy monitoring, evaluation and review.

(ii) Examining the relevant documents on HIV and AIDS of the other universities and similar

organizations to ensure that the policy content and recommendations are in line with the latest

knowledge on HIV and AIDS.

(iii) Undertaking wide consultations with all University stakeholders: Central Administration,

students and other members of staff.

(iv) Examining documents on staff recruitment and conditions of service, student

admissions, examinations and withdrawals, student’s code of discipline and regulations for living

on campus etc. and making recommendations for amendments wherever necessary so that the

documents are in line with the aspirations of the policy.

(v) Organizing the launch of the policy.

Methodology

The Sub-Committee adopted the following methodology:

Reviewing literature on HIV/AIDS in Zambia and in the region.

Reviewing the HIV/AIDS policies of other Institutions of Higher Learning in the region.

Formulating first draft policy based on the reviews.

Circulating first draft policy to the UNZA community for comments and suggestions.

Revising the first draft policy based on comments and suggestions received

(Second Draft).

Holding a consultative meeting with the stakeholders at UNZA, Ministry of

Education, Ministry of Health and National HIV/AIDS/STI/TB Council.

Revising the second draft policy based on the comments received at the

consultative meeting (Third Draft).

Editing the third draft of the policy (Fourth Draft).

Submitting the fourth draft policy to the Legal Counsel, University of Zambia

(Fifth Draft).

Submitting the fifth draft to the Vice-Chancellor’s Standing Committee on HIV and AIDS.

Recommending to the UNZA Council the adoption and launch of the HIV and

AIDS policy of the University of Zambia.

APPENDIX 5

The Code on HIV/AIDS and Employment in the

Southern African Development Community (SADC)

GENERAL STATEMENT

Human Immuno-deficiency Virus (HIV) infection and the Acquired Immune Deficiency Syndrome (AIDS) in

the countries of the Southern African Development Community (SADC) (and globally) is a major health

problem with employment, economic and human rights implications. As one response to the problem the

SADC Employment and Labour Sector has established this code on the industrial relations standards on

HIV/AIDS, the “Code on AIDS and Employment”. (Termed after this ‘the code’). It should be noted that the

provisions of this code apply only to workplaces and cannot and should not be construed as applying to

other areas of law such as national immigration laws, policies and related administrative procedures.

POLICY PRINCIPLES

The same ethical principles that govern all health/medical conditions in the employment context apply

equally to HIV/AIDS. However, the gravity and impact of the HIV/AIDS epidemic and the potential for

discrimination create the need for a specific code on HIV/AIDS and employment. At the same time, given the

increased risk of spread of the disease under conditions of economic insecurity, non-discriminatory

approaches enable economic and public health management. The code will aim to ensure nondiscrimination

between individuals with HIV infection and those without and between HIV/AIDS and other

comparable health-medical conditions.

The regional nature and implications of the epidemic and the desire to harmonise national standards in

dealing with HIV/AIDS motivate this regional code. This code aims to ensure that SADC member states

develop tripartite national codes on AIDS and Employment that shall be reflected in law. It presents guiding

principles for and components of these national codes.

The code on AIDS and Employment is based on the fundamental principles of human rights and patients’

rights, WHO/ILO and regional standards and guidelines, medical and/or occupational health ethical

principles, sound epidemiological data, prudent business practice and a humane and compassionate

attitude to individuals. The approach aims to achieve a balance in protecting the rights of all parties,

including those with and without HIV, employers, employees, state and others. This will include obtaining a

balance between rights and responsibilities, and between individual protection and cooperation between

parties. Employees with HIV should be treated the same as any other employee. Employees with HIV

related illnesses, including AIDS, should be treated the same as any other employee with a life-threatening

illness.

In its scope, the code should:

Cover all employees and prospective employees;

Cover all workplaces and contracts of employment;

Cover the specific policy components detailed below, viz: job access, workplace testing, confidentiality, job

placement, job status, job security, occupational benefits, training, risk reduction, first aid, workers’

compensation, education and awareness, prevention programmes, managing illness, protection against

victimization, grievance handling, information, monitoring and review.

SADC member states should ensure that interactions between them are consistent with the principles and

policy components of this code and that they share and disseminate information to enable an effective and

planned response to the epidemic.

Policy development and implementation is a dynamic process so that the code on AIDS

and employment should be:

communicated to all concerned; routinely reviewed in the light of epidemiological and scientific information;

monitored for its successful implementation and evaluated for its effectiveness.

POLICY COMPONENTS

Education, awareness and prevention programmes

Information, education and prevention programmes should be developed jointly by employers and

employees and should be accessible to all at the workplace. Education on HIV/AIDS should where possible

incorporate employer’s families.

Essential components of prevention programmes are information provision, education, prevention and

management of STDs, condom promotion and distribution and counseling on high risk behaviour. Workplace

AIDS programmes should cooperate with and have access to resources of National AIDS Programmes.

Job access

There should be no direct or indirect pre-employment test for HIV. Employees should be given the normal

medical tests of current fitness for work and these tests should not include testing for HIV. Indirect screening

methods such as questions in verbal or written form inquiring about previous HIV tests and/or questions

related to the assessment of risk behaviour should not be permitted.

Workplace testing and confidentiality

There should be no compulsory workplace testing for HIV. Voluntary testing for HIV on the request of the

employee should be done by a suitably qualified person in a health facility with informed consent of the

employee in accordance with normal medical ethical rules and with pre- and post-test counselling. Persons

with HIV and AIDS should have the legal right to confidentiality about their HIV status in any aspect of their

employment. An employee is under no obligation to inform an employer of her/his HIV/AIDS status.

Information regarding the HIV status of an employee should not be disclosed without the employee’s written

consent

Confidentiality regarding all medical information of an employee or prospective employee should be

maintained, unless disclosure is legally required. This applies also to health professionals under contract to

the employer, pension fund trustees and any other personnel who obtain such information in ways permitted

by the law, ethics, the code or from the employee concerned.

Job status

HIV status should not be a factor in job access, promotion or transfer. Any changes in job status should be

based on existing criteria of equality of opportunity, merit and capacity to perform the work to a satisfactory

standard.

HIV testing and training

In general, there should be no compulsory HIV testing for training. HIV testing for training should be

governed by the principle of non-discrimination between individuals with HIV infection and those without and

between HIV/AIDS and other comparable health/medical condition.

Managing illness and job security

No employee should be dismissed merely on the basis of HIV status, nor should HIV status influence

retrenchment procedures. Employees with HIV related illness should have access to medical treatment and

should be entitled, without discrimination, to agreed existing sick leave provision. HIV infected employees

should continue to work under normal conditions in their current employment for as long as they are

medically fit to do so. When on medical grounds they cannot continue with normal employment, efforts

should be made to offer them alternative employment without prejudice to their benefits. When the employee

becomes too ill to perform their agreed functions the standard benefits and conditions and standard

procedures for termination of service for comparable life-threatening conditions should apply without

discrimination.

Occupational benefits

Government, employers and employee representatives should ensure that occupational benefits are nondiscriminatory

and sustainable and provide support to all employees including those with HIV infection. Such

occupational benefit schemes should make efforts to protect the rights and benefits of the dependents of

deceased and retired employees. Information from benefit schemes on the medical status of an employee

should be kept confidential and should not be used by the employer or any other party to affect any other

aspect of the employment contract or relationship. Medical schemes and health benefits linked to

employment should non-discriminatory. Private and public health financing mechanisms should provide

standard

services should be made available to inform all employees on their rights and benefits from

medical aid, life insurance, pension and social security funds. This should include information on

intended changes to the structure, benefits and premiums to these funds.

APPENDIX 6

Vice-Chancellor’s Standing Committee on HIV and AIDS,UNZA

Prof. Robert Serpell Vice-Chancellor

Dr Mary Ngoma Chairperson

Mr Hector Chiboola Dean Of Students

Mr Sandson Tembo Vice-Secretary

Mr Roman Mukendi Programme Manager

Mr Mulenga Musepa Member

Dr Phillimon Ndubani Member

Mr Davis Kabwe Member

Ms Patricia Mate Member

Mr Robert Siwale Member

Prof. Peter Siziya Member

APPENDIX 7

References

A Tool Kit for Higher Education Institutions in Africa: Mitigating the Impact of HIV/AIDS,

Association

of African Universities (2004).

Commonwealth Universities in the Age of HIV/AIDS: What Every Senior Executive Needs to

Know,

Dzekedzeke, K., Malungo, J.C.R., Chisumpa, V., Buckner, B., Bloom, S.H.,

Behaviour Survey 2000

Education and HIV/AIDS: A Window of Hope,

HIV/AIDS Guidelines for Educators,

HIV/AIDS policy

HIV/AIDS policy,

HIV/AIDS policy,

HIV/AIDS policy,

HIV/AIDS Strategic Plan: 2001- 2005

HIV/AIDS Towards a Strategy for Commonwealth Universities: Issues in Policy Development

Association of Commonwealth Universities, (2001).

KAP Survey on HIV/AIDS at Twelve Institutions of Higher Learning in Lusaka, Zambia,

SHARES Project Final Report (2003).

Kelly, M. J.

Planning Series, No. 66,

Kelly, M.J.

Universities in Africa to HIV/AIDS

Education

and Association for the Development of Education in Africa (2001).

Mwape, G. K.

Initiative Countries. The case of Zambia

(2004).

National HIV/AIDS/STI/TB Intervention Plan 2002-2005

(2003).

Ngoma, M S., Ndubani, P., Chiboola, H., Siziya, S., Tembo, S., Concept Paper: “Strengthening

the Management of HIV/AIDS at the University of Zambia” (2002).

Study of African Universities’ Response to Threat of HIV/AIDS in 12 Global Initiative Countries:

Country Report of Zambia,

The Code on HIV/AIDS and Employment in the Southern African Development Community

(SADC), (2000).

The Social, Demographic and Development Impact of HIV/AIDS

Association of Commonwealth Universities (1999).

The University Act, 1999 (No. 11 of 1999) in the

Government Gazette

University of Zambia Strategic Plan 2002-2006,

(2002).

ZAWECA (2005), KAP Survey

The University of Zambia

P.O. Box 32379, Lusaka, Zambia:

Contacts

•

Office of the Chairperson – VCCA

The University of Zambia

School of Medicine

P.O Box 50110, Lusaka, 10101,

Zambia

Tel: + 260-1-254824 / 254824

•

University of Zambia

HIV/AIDS response

Great East Road Main Campus

P.O Box 32379, Lusaka, 10101,

Zambia

Tel: + 260-1-292608