ACHIEVERS MANPOWER MANAGEMENT SERVICES INC

 In conformity with Republic Act No.

8504 otherwise known as the Philippine
AIDS prevention and Control Act of 1998
which recognizes workplace-based
programs as a potent tool in addressing
HIV/AIDS as an international pandemic
problem, this Company policy is hereby
issued for the information and guidance
of the employees in the diagnosis,
treatment and prevention of HIV/AIDS in
the workplace
A - Acquired
I - Immuno
D - Deficiency
S - Syndrome
 It is a medical condition wherein the immune system
is too weak to fight off infections

 The disease attacks the immune system

 It is a disease caused by a virus called HIV

H - Human

I - Immunodefiency (CD4)

V - Virus
Scientists believe that probably
humans came in contact with HIV
when they hunted and ate
infected animals in Western
Africa

First identified in the early

1980’s

Today, there are an estimated 34

million people living with HIV and
AIDS worldwide

There are about 1.8 million

people dying from AIDS every
year
S
T
A
T
I
S
T
I
C
S
DO ALL PEOPLE WITH HIV
HAVE AIDS?
Rate of progression may vary depending on several
factors such as: age, body’s ability to defend
against HIV, access to health care, existence of co-
existing infection, genetic inheritance, etc.
 Sexually Active Homosexual
 Bisexual Men and their partners
 IV drug users and their sexual partners
 People who share needles (drug use, tatooing,
piercing)
 Heterosexual men and women with more than
one sexual partners
 People given blood transfusions
 Immigrants from areas with many cases of AIDS
(Haiti, Central Africa)
 People who had sex with an HIV-infected person
 Babies born to HIV-infected mothers
 HIV can be detected in specific body
fluids
 Blood
 Semen
 Vaginal Secretions
 Breast Milk
Sexual Transmission Perinatal Blood
Transmission Transmission

•Having unprotected • During •Injecting Drugs

sexual intercourse Pregnancy •Blood
with an infected •Delivery Transfusion
partner •Breast Feeding •Tatoos
•Vaginal •Ear Piercing
•Anal
•oral
 Have yourself tested
The most commonly used test ---ELISA Test
Three months after possible exposure

 If positive, a thorough medical examination will follow

 Treatment will include anti viral medicines, lab tests

every few weeks, regular dental exams and other
preventive treatments (PTB, HEPA B, Tetanus,
Influenza. Etc)

 Treatment for infections and tumors as they develop

 CD4 Count is a good way to know how one’s immune

system is working
 How many people
have died from AIDS?
 An HIV-infected
person is
Since the first cases
diagnosed with
AIDS when he of AIDS were
starts to identified in 1981,
develop the so more than 30 million
called people have died from
Opportunistic AIDS.
Infections
 If CD4 Count An estimated of 1.8
falls below 200 million died in 2010
per cubic alone
millimeter of
blood
 None. However, there are anti-retroviral
drug combinations that are available.

 When properly administered and

maintained by the patient, it will result
to prolonged survival of people with HIV
 Often without symptoms
 There are common symptoms of other less
serious illnesses and do not necessarily
mean that a person has HIV
 Early signs and symptoms
 Fever and chills
 Joint pains and muscle ache
 Sore throat
 Sweats (particularly at night)
 Enlarged glands
 Red rashes
 Tiredness/fatigue/weakness
 Weight loss
 Short-term memory loss
 Blurred Vision

 Persistent diarrhea

 Dry Cough
One cannot get HIV from….
 Can HIV be transmitted by
kissing?
 Can HIV be transmitted through
human bite?
 Can HIV be transmitted by being
scratched?
 Can HIV be transmitted by being
spit on?
 Non-discriminatory Policy and Practices
 Discrimination in any form from pre-employment to
post-employment, including hiring, promotion or
assignment, termination of employment based on the
actual perceived or suspected HIV status of an
individual is prohibited
 Workplace management of sick employees shall not
differ from that of the other illness
 Discriminatory act done by an officer or an employee
against their co-officer or co-employee shall be
likewise penalize
 Access to personal data relating to a worker’s
HIV status shall be bound by the rules of
confidentiality consistent with provisions of
RA 8504 and the ILO Code of Practice
 Job applicants and workers shall not be
compelled to disclose their HIV/AIDS status
and other related medical information
 Co-employees shall not be obliged to reveal
any personal information relating to the
HIVAIDS status of fellow workers
 The Company, through its Safety and Health
Committee should develop, implement,
monitor and evaluate the workplace policy and
program on HIV/AIDS

 Provide information, education and training on

HIV/AIDS for its workforce

 Ensure non-discriminatory practices in the

workplace and that the policy and program
adhered to existing legislations and guidelines

 Ensure confidentiality of the health status of its

employees and the access to medical records is
limited to authorized personnel only
 The employees’ organization shall undertake
an active role in educating and training their
members on HIV prevention and control

 Must practice non-discriminatory acts against

co-employees

 Should not access Personnel’s data on HIV

status of an employee

 Must comply to preventive measures

 Conduct of HIV - AIDS Education

 Safer Sexual Behavior

◦ Condomize
◦ Be faithful to one’s partner or have
fewer partners

 Comprehensive Sex Education

ACHIEVERS MANPOWER MANAGEMENT SERVICES INC

Republic Act 9165

Dangerous Drugs Board

•1972 - RA 6425 was approved otherwise known

As the Dangerous Drugs Act of 1972

Was amended thru PD 44 by the late

president Marcos organizing the
Dangerous Drugs Board on 11/14/1972

Presidential Proclamation 1192 was

promulgated declaring second week of
November asDrug Abuse Prevention and
Control Week

•2002 - RA 6425 was repealed by RA 9165

Comprehensive Dangerous Drugs Act of
2002
 Policy –making body and coordinating
council

 Training
 Education
 Rehabilitation
 Treatment
 Prevention

 Partnership with both government and

private institutions
 It commonly affects young people

 Profile
◦ Mean age is 28 years old
◦ Sex Ratio of Male to Female: 10.1
◦ Civil Status: Single (58.21%)
◦ Place of Residence : Urban
◦ Duration of Drug-Taking : 6 years
◦ Employment Status : Unemployed
◦ Educational Attainment : High School
◦ Commonly Used substances:
 Methamphetamine Hydrochloride (Shabu)
 Cannabis (Marijuana)
 Inhalants
 An estimated 1.8 million Filipinos
are hooked on drugs
 1,700 of them dying every year due
to addiction
Why do People Take
Drugs?

•To fit in
•To escape/relax
•To relieve boredom
•To seem grown up
•To rebel
•To experiment
 AMMSI commits itself to a drug-free
environment in order to provide a safe
place for its employees to work. It is also
NDP’s policy to prevent the use of
dangerous drugs in its premises and
assists employees with drug dependence
program.
 RA 9165 otherwise known as the
Comprehensive Dangerous Drugs
Act of 2002.
 This policy will be managed by the Health and
Safety Committee of AMMSI composed of the
following:
 General Manager
 Operations Head
 HR Head
 One (1) representative from the supervisory
group
 One (1) representative from the rank & file
group
AMMSI prohibits:
 USE, POSSESSION, SOLICITATION, DISTRIBUTION
OR SALE of dangerous drugs within company
premises whether on duty or not.
 USE, POSSESSION, SOLICITATION, DISTRIBUTION
OR SALE of dangerous drugs even if employee is
away from work especially if such will affect the
employee’s work performance and places at risk
the safety of its employees, guests, customers
and the Company’s image as well
 Reporting for work under the influence of
dangerous drugs
The Company, at any time may require all its
officials and employees to undergo a random
drug test for purposes of reducing and
eliminating the risk of drug – related incidents
in the workplace.

Strict confidentiality must be observed in the

conduct of screening procedures and handling
the results as well.

Done by a DOH accredited drug testing center

1) Screening Test (+/-) and the type of
drugs used

2) Confirmatory Tests
 Protest should be in writing
 Additional tests, if employee so request,
should be done on the same specimen
used in the original test
 Licensed DOH-accredited drug testing
center
 Should be supervised by at least 2
members of the Safety Committee
 Related expenses should be at the
employee’s expense
Confirmed Positive Drug Test Results
during the surprise drug test

IMMEDIATE
DISCHARGE
FROM SERVICE
The Program will include:
◦ Orientation and seminars
◦ Information pertaining to
drug-related problems
◦ Education pertaining to
physical, social and
psychological effects of
dangerous drugs
 Step 1

The employee must VOLUNTARILY DISCLOSE his drug

problems to the Management before he is apprehended
or subjected to random drug testing

 Step 2

The employee will undergo drug screening and the

expense will be shouldered by the Company
Step 2….continuation

 If result is positive, the

confirmatory test will follow

 If confirmatory test has been

confirmed positive, the
employee will be referred to
proper government agency to
determine extent of drug
dependence

1. Rehabilitation
2. Counseling
 Step 3
If certified as drug
dependent requiring
rehabilitation, employee
maybe allowed to file a
leave of absence for six (6)
months without pay to
undergo the rehabilitation
program
◦ He maybe re-employed
after the period of
rehabilitation provided he
is able to present a
medical certificate issued
by a DOH-accredited
physician certifying his
fitness to return to work.

◦ He will also be required

to execute an
undertaking not to use
any dangerous drugs at
anytime.
 Step 3……………continuation
If employee is not a certified
drug user requiring
rehabilitation but a mere drug
user capable of being cured
medically and through
counseling, he maybe allowed
to remain at work, provided, he
agrees to attend the counseling
sessions and subject himself to
surprise drug tests while being
treated.

He should also execute an

undertaking never again to
take dangerous drugs at
anytime
 An employee who is undergoing
rehabilitation under the EARP will be
allowed six (6) months to go on leave
without pay and all expenses will be
paid by the employee.
Important!!

Should the employee be positively found to

have used, possessed, distributed, sold or
attempted to sell, tolerate or transfer
dangerous drugs after undergoing a
rehabilitation program-------

He will be immediately terminated

from service.
In the Workplace
 The Management of AMMSI commits itself in
maintaining a sexual harassment free
workplace and will never allow any form of
sexual harassment, intimidation and
exploitation..
 RA 7877 otherwise known as the Philippine
anti-Sexual Harassment Law which took
effect on March 5, 1995
 Lack of Understanding
 Support from the Companies
 Victims are uncooperative
 When there are
demands, requests that
require any sexual favor
from the other
regardless of whether
the demands or
requests are accepted
by the object of such
act.
 By whom > By any person who, having
authority, influence or moral ascendancy over
another
 a condition in the hiring or re-employment
continuous employment
 Condition in granting favorable compensation,
promotions or privileges
 Refusal of the subject would result to deprivation
or limiting employment opportunities
 Refusal would impair the employee’s rights and
privileges under existing laws
 The above-acts would result in an intimidating,
hostile or offensive environment for the employee
• Within company premises

• In Training Venues
 Company Outings

 During work-related travels

 Persistent telling of smutty
or obscene jokes to a co-
employee

 Taunting a co-employee
with constant talk of
sexual innuendo
 Displaying obscene and
indecent pictures or
publications offensive to
morals and decency
 Making obscene phone
calls to a co-employee
during and outside work
 Making obscene and
indecent hand or body
gestures at co-
employee; staring;
leering

 Continuously asking a
co-employee intimate
questions in his/her
sexual activities
 Unnecessary pinching
and/or brushing up against
a co-employee’s body

 Requesting for dates or

favors in exchange for job,
favorable working
conditions or assignments

 Touching a co-employee in
sensitive parts of his/her
body

 Threats of a sexual nature

and actual sexual assault
 Clinton vs. Paula Jones
 Clinton vs. Monica Lewinsky
 Cristy Ramos vs. Lexton Moy (Azkal No. 25) and Azkal
No. 12 Angel Guirado
 Lourdes Domingo vs. the DOLE Sec. Bienvenido
Laguesma
 Descrimination
 Falsely denying, lying about or otherwise
covering up or attempting to cover up acts of
sexual harassment
 Limiting and hampering opportunities for
promotion, job security and other related
benefits and privileges
 Other acts similar to the foregoing causing an
employee to feel anxious or fearful in his/her
job
 Must be submitted to HR in writing, signed and
sworn by the complainant

 Must be filed with the CODI within (3) years after the
incident

 The complaint must be treated as confidential and

reliable mechanism
 General Manager
 HR Head
 Operations Head
 One (1) representative
from the Supervisors
 One (1) Representative
from the rank and file
 Retaliation – Any form of proven retaliation
committed by a manager, supervisor or any
superior officer of the company will result to
his suspension from work for a period of
fifteen (15) days.
 A second proven offense will merit
termination from service.
 Sexual Harassment – Any proven acts of sexual
harassment will merit termination from service.