1. WWF EARPO POLICY ON HIV/ AIDS
Anne Mugo
WWF- Eastern Africa Regional Programme Office (EARPO)
(Click, Click) GOOD AFTERNOON LADIES AND GENTLEMEN.
MY NAME IS ANNE MUGO AND I WORK WITH WWF’S EASTERN AFRICA REGIONAL PROGRAMME OFFICE.
I AM HERE TO SHARE WITH YOU WWF’S POLICY ON HIV/AIDS IN THE WORK PLACE

2. PRESENTATION OUTLINE HIV/ AIDS - WWF PERSPECTIVE WWF EARPO POLICY
CHALLENGES
COPING
CONCLUSION
MY PRESENTATION THIS AFTERNOON/ MORNING WILL (Click):
TOUCH ON WWF’S PERSPECTIVE ON HIV/AIDS IN THE WORKPLACE (Click)
HIGHLIGHT WWF EARPO’S HIV/AIDS POLICY (Click)
EXPLAIN THE CHALLENGES THAT WWF FACES IN THE IMPLEMENTATION OF THIS POLICY (Click)
TOUCH ON SOME OF THE METHODS/ WAYS IN WHICH WE ARE COPING WITH THE SITUATION (Click)
AND FINALLY CONCLUDE MY PRESENTATION (Click)

3. HIV/ AIDS - WWF PERSPECTIVE
ORGANISATIONAL
DIMINISHING PRODUCTIVITY
COST IMPLICATIONS
Medication (Anti-retroviral),
Salary paid to non-performing staff
Increased cost of administration
(Click) ORGANISATIONALLY SPEAKING, THERE ARE 2 MAIN CONSIDERATIONS THAT COME INTO PLAY. ONE IS (Click)
DIMINISHING PRODUCTIVITY ARISING FROM LESS THAN OPTIMAL HEALTH CONDITIONS OF AFFECTED STAFF AND TWO, (Click)
COST IMPLICATIONS THAT ARE RELATED TO (Click) MEDICATION THAT IS NEEDED, (Click) SALARY PAID TO NON PERFORMING STAFF THAT COULD TRANSLATE TO LESS THAN OPTIMAL USE OF RESOURCES, AS WELL AS (Click) THE INCREASED ADMINISTRATION COSTS INVOLVED.
WITH THIS IN MIND, WWF EARPO DEVELOPED A HIV/AIDS POLICY (Click)

4. WWF-EARPO POLICY ON HIV/ AIDS IN THE WORKPLACE
NB: GENERAL CONDITION
OBJECTIVES
For the Employee
For the Employer
ELEMENTS
Information & Preventive Measures
HIV/AIDS Personnel Policy
WWF RECOGNISED THE NEED TO COMPLEMENT NATIONAL EFFORTS AND ADOPT A MICRO LEVEL APPROACH AND THEREFORE DEVELOPED A HIV/AIDS POLICY WHICH I AM GLAD TO SAY HAS BEEN IN EXISTENCE SINCE (Click)
ONE IMPORTANT CLAUSE OF THIS POLICY IS KNOWN AS THE GENERAL CONDITION THAT STATES THAT THIS POLICY WILL BE COMPLEMENTARY IN NATURE TO ANY STATUTORY REQUIREMENTS FROM THE NAIONAL GOVERNMENTS OF THE COUNTRIES IN WHICH WE WORK. IN THE EVENT THAT THERE IS A CONFLICT, THE NATIONAL STATUES OF THE RESPECTIVE COUNTRIES TAKE PRECEDENCE. (Click)
THIS POLICY HAS TWO OBJECTIVES THAT ADDRESS THE RIGHTS AND RESPONSIBILITIES OF BOTH (Click) THE EMPLOYEE AND (Click) THE EMPLOYER.
EXAMPLES OF THESE INCLUDE: EMPLOYEE - INFORMATION, UNDERSTAND WWF’S RESP., GUIDELINES, PREVEN. EMPLOYER - GUIDELINES, PROTECTION FROM UNDUE LIABILITY, SAFEGUARD PRODUC., FACILITATE MUTUAL UNDERSTANDING
THIS POLICY HAS 2 ELEMENTS (Click) HIGHLIGHTS INFORMATION & PREVENTATIVE MEASURES AND TWO, (Click) HIGHLIGHTS THE HIV/AIDS PERSONAL POLICY. (Click) THE PERSONAL POLICY ELEMENT STATES THAT (Click)

5. HIV/ AIDS PERSONNEL POLICY
No pre-employment screening for HIV/AIDS
No mandatory testing for persons in employment
Encourage HIV/ AIDS Screening & status sharing
Continued employment For HIV/ AIDS infected persons
Fitness to work testing if staff is on extended sick leave
CONFIDENTIALITY
WWF shall NOT Discriminate
1. UNLESS REQUIRED BY LAW. ONLY CRITERIA IS FITNESS TO WORK. REQUIREMENTS OF PENSION SCHEME (Click)
2. WWF COVERS PREMIUMS ON MEDICAL COVER ON INSURABLE CONDITIONS AND WITHIN BUDGETARY ALLOCATION. INSURERS REQUIREMENTS ARE THE RESPONSIBILITY OF STAFF (Click)
3. RESULTS ARE PRIVATE UNLESS WILL TO SHARE WITH SNR. MGT. - CONFIDENTIAL (Click)
4. IF FITNESS IS IMPARED - ALTERNATIVE WORKING ARRANGEMENTS WILL BE MADE TO THE EXTENT POSSIBLE WITHIN LIMITS OF SIZE AND ACTIVITIES OF WWF. REDUCED RESPONSIBILITY IS AN OPTION (Click)
5. DR. RECOMMENDATION ON FITNESS TO CONTINUE WORKING (Click)
6. (Click)
7. NO DISCRIMINATION IN RELATION TO STAFF BENEFITS UNLESS CONTRACTED BY THIRD PARTIES WHO MAY HAVE THEIR OWN CONDITIONS. HOWEVER, DISCRIMINATION ON THIS GROUNDS IS NOT TOLERATED AND IS SUBJECT TO DISCIPLINARY ACTION. (Click)

6. CHALLENGES LOSS OF STAFF DIMINISHING PRODUCTIVITY
SHOULD WE ASK FOR STATUS?
REQUIREMENTS OF MEDICAL SCHEME
SHOULD I BE TESTED OR NOT?
EVALUATE SUCCESS OF POLICY
WWF STAFF LOCATIONS
WWF CONSIDERS STAFF TO BE AN INVESTMENT. THE PASSING AWAY OF A STAFF MEMBER IS TANTAMOUNT TO PRIMARY LOSS OF A VALUABLE MEMBER OF THE WWF FAMILY BUT ALSO A LOST INVESTMENT.
CHALLENGE - HOW TO REPLACE THE INDIVIDUALS SKILLS, KNOWLEDGE, SPIRIT?
(Click)
A MEMBER OF STAFF WHO IS AILING IS DEFINITELY NOT AS PRODUCTIVE AS HE USED TO BE.
CHALLENGE - IN OUR EFFORTS TO EASE THE LOADAND KEEP THEM ON WORKING AT LESS CAPACITY, WHEN DO YOU DRAW THE LINE ?
SOME ASPECTS OF THE SUCCESS CANNOT BE EVALUATED …
CHALLENGE - EG. HOW DO YOU MEASURE CHANGE IN ATTITUDE? (Click)
MOST PERSONS DEBATE THE MERITS OF BEING TESTED EITHER DUE TO FEAR OF COPING SHOULD THEY BE POSITIVE OR DUE TO SCARING STATISTICS THAT MAKE THEM DEFENSIVE. HOW DO WE ENCOURAGE STAFF TO FIND OUT THEIR STATUS? (Click)

7. COPING PRESENTATIONS TO STAFF COLLATION & DISSEMINATION OF INFORMATION
CONFIDENTIALITY

8. CONCLUSION PROACTIVE STANCE Community Taking Responsibilities
Experience
Community
PROACTIVE STANCE
(Click) BASED ON THE CURRENT STATISTICS, MOST OF US HAVE BEEN TOUCHED BY THIS PANDEMIC IN ONE WAY OR ANOTHER. IN TYING OUR INTERPERSONAL AND ORGANISATIONAL EXPERIENCES (Click) (Click) WE THEREFORE NEED TO TAKE ON MORE RESPONSIBILITY.
AS CONSERVATION ORGANISATIONS, WE HAVE A LOT TO LOSE IF WE SIT AROUND DOING NOTHING. WE THEREFORE CANNOT AFFORD TO WAIT FOR OUR GOVERNMENTS TO DO ALL THE WORK. WE EACH HAVE TO IDENTIFY OUR ROLES & RESPONSIBILITIES (Click) (Click) & TAKE A PROACTIVE STANCE IN THIS WAR AGAINST THE HIIV/ AIDS PANDEMIC
THANK YOU.