Workplace HIV and AIDS Policy for the Education Sector

Ministry of Education

Workplace HIV and AIDS Policy for the Education Sector

November 2007

Printed November 2007

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Workplace HIV and AIDS Policy for the Education Sector

Foreword

Namibia has a high HIV prevalence rate and as a result, the Education Sector is experiencing an increase in employee
absenteeism; high attrition rate as well as low levels of productivity.

The Education Sector is the nation’s largest single employer engaging approximately 38 000 employees. These amongst
many, comprise of managers, professionals and support staff. Some of these employees are infected or affected by the
HIV and AIDS pandemic.

This poses a great challenge on the financial and human resources of the Education Sector. The need to develop an HIV
and AIDS Workplace Policy in this regard therefore, cannot be overemphasised. This policy aims to provide a regulatory
framework in line with the Medium Term Plan III; the HIV and AIDS Policy for the Education Sector; the National HIV
and AIDS Policy; the HIV and AIDS Charter of Rights, and the Education and Training Sector Improvement Programme
(Component 2: Mainstreaming HIV and AIDS in the Education Sector).

Strong leadership, support and commitment within the sector are essential to deal with issues of this magnitude, for the
successful implementation of the policy and other related programmes at all levels.

ETSIP is the Education Sector’s main response to Vision 2030. It recognises the needs to mainstream HIV and AIDS into
all levels and programmes in the sector. This policy is therefore in accordance with the four key components as detailed
in the ETSIP HIV and AIDS Sub-programme. The policy has four major aims:

• To equip managers with necessary knowledge and skills to supervise, manage and coordinate the
implementation of the policy in the workplace;
• To provide sufficient information regarding HIV and AIDS legal aspects, Treatment and Nutrition as well as
MEDICAL AID;
• To create an understanding that a healthy and happy workforce is more productive than an unhealthy and
unhappy one, and
• To create an enabling environment to enable managers to provide support to those infected or affected.

The Education Sector must continue to be more attentive in minimising the impact of HIV and AIDS, I therefore strongly
urge you to commit yourselves in supporting, managing and implementing this Workplace Policy in our sector.

The Honourable Nangolo Mbumba

MINISTER OF EDUCATION

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 Workplace HIV and AIDS Policy for the Education Sector

Table of Contents

ACRONYMS AND ABBREVIATIONS ................................................................................................................................................................................................. iv

1. INTRODUCTION ........................................................................................................................................................................................................................................... 1
1.1 The education sector as a workplace ............................................................................................................................................................................................. 1
1.2 HIV and AIDS in Namibia ...................................................................................................................................................................................................................... 1
1.3 AIDS and the impact on education sector workplaces ................................................................................................................................................ 1
1.4 The consultative process to develop the Policy .................................................................................................................................................................. 1
1.5 The context for the Policy ........................................................................................................................................................................................................................ 1

2. PURPOSE � 2

3. SCOPE .........� 2

4. APPLICATION ................................................................................................................................................................................................................................................... 2

5. GOAL ...........� 2

6. STRATEGIC OBJECTIVES ................................................................................................................................................................................................................ 2

7. GUIDING PRINCIPLES .......................................................................................................................................................................................................................... 2

7.1 Recognition of HIV and AIDS as a workplace issue affecting the education sector .................................................................... 2
7.2 Broad leadership and commitment .................................................................................................................................................................................................. 2
7.3 Equitable employment practices ........................................................................................................................................................................................................ 2
7.4 Unfair discrimination and reduction of stigma .................................................................................................................................................................... 2
7.5 Confidentiality and disclosure .............................................................................................................................................................................................................. 2
7.6 Gender equality ................................................................................................................................................................................................................................................... 3
7.7 Caring and supportive environment ............................................................................................................................................................................................... 3
7.8 Healthy and safe work environment .............................................................................................................................................................................................. 3
7.9 Social partnerships and networking ............................................................................................................................................................................................... 3
7.10 Research .....� 3
7.11 Capacity building ..............................................................................................................................................................................................................................................
7.12 Responsiveness and flexibility ............................................................................................................................................................................................................ 3
7.13 Rights and responsibilities ....................................................................................................................................................................................................................... 3

8. LEGAL FRAMEWORK ........................................................................................................................................................................................................................... 3

9. POLICY COMPONENTS ....................................................................................................................................................................................................................... 3

9.1 Awareness raising and empowerment .......................................................................................................................................................................................... 3
9.2 Mainstreaming HIV and AIDS ............................................................................................................................................................................................................ 4
9.3 Strengthening regulatory frameworks .......................................................................................................................................................................................... 5
9.4 Managing the HIV and AIDS response ...................................................................................................................................................................................... 6

10. IMPLEMENTING THE POLICY ................................................................................................................................................................................................... 7

11. REVIEW OF THE POLICY .................................................................................................................................................................................................................. 7

Annexture One: Glossary ......................................................................................................................................................................................................................................... 8

Annexture Two: Legal and policy instruments .................................................................................................................................................................................. 11
Annexture Three: Universal Precautions .................................................................................................................................................................................................. 12
Annexture Four:..� 13
Annexture Five ....� 14
Annexture Six: Members of the Representative Editorial Board .................................................................................................................................... 16
Annexture Seven: Participants who attended the Stakeholders Conference for the
Workplace Programme, 10-13 July 2007 ................................................................................................................................................................................................. 17

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Workplace HIV and AIDS Policy for the Education Sector

Acronyms and Abbreviations

AIDS Acquired immune deficiency syndrome

ARV Antiretroviral
CEDAW Convention on the Elimination of All Forms of Discrimination Against Women
EAP Employee Assistance Programme
ECD Early Childhood Development
EFA Education For All (Goals)
EMIS Education Management Information System
ETSIP Education and Training Sector Improvement Programme
GRN Government of the Republic of Namibia
HAART Highly active antiretroviral therapy/treatment
HAMU HIV and AIDS Management Unit
HIV Human immunodeficiency virus
HR Human resources
IEC Information, Education, Communication
ILO International Labour Organisation
M&E Monitoring and evaluation
MDG Millennium Development Goal
MoE Ministry of Education
MTP Medium Term Plan (National Strategic Plan on HIV and AIDS)
NABCOA Namibia Business Coalition on AIDS
NANTU Namibia National Teacher’s Union
NDP National Development Plan (NDP III 2007 – 2012)
NIED National Institute for Educational Development
NPC National Planning Commission
OPM Office of the Prime Minister
PEP Post - Exposure Prophylaxis
PLWHA Person/people living with HIV and AIDS
PSEMAS Public Service Medical Aid Scheme
RACE Regional AIDS Committees for Education
REB Representative Editorial Board
SADC Southern African Development Community
SGB School Governing Board
SMT School Management Team
TB Tubercolosis
UNAM University of Namibia
UNAIDS Joint United Nations Programme on HIV and AIDS
UNESCO United Nations Educational, Scientific and Cultural Organisation
UNGASS United Nations General Assembly Special Session on HIV and AIDS
USAID United States Agency for International Development
VCT Voluntary Counselling and Testing
VTC Vocational Training Centre

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 Workplace HIV and AIDS Policy for the Education Sector

implications for countries – including Namibia –

1. Introduction especially in terms of their ability to reach the Millennium
Development Goals (MDGs) of reducing poverty and
improving the overall health and well-being of their
HIV and AIDS is the single largest threat to the citizens. Also at stake in Namibia are the goals and
development of Namibia. Its impacts are felt at every targets of the National Development Plan (NDP) III (2007
level of our society, and affect all individuals, families and – 2012) and Vision 2030. Namibia is ranked amongst the
communities, who are the fundamental building blocks of top ten countries in the world in terms of HIV and AIDS
our social and economic development. (National Policy on prevalence rate (UNAIDS, 2006).
HIV and AIDS, 2007)
1.3 AIDS and the impact on education sector
1.1 The education sector as a workplace workplaces

The Education Sector is the nation’s largest single HIV and AIDS are development challenges affecting
employer, engaging approximately 38 000 employees that every sector in society. The impact of the epidemic is
include: felt in the delivery of all Government services, including
education. The HIV and AIDS epidemic is affecting the
• Large number of classroom teachers, College and education sector in three important ways – changing the
University lecturers as well as VTC instructors, District demand for education; the supply of education; and the
Literacy Organisers and Literacy Promoters. quality of education. Of particular relevance to the sector,
as the largest workforce in the country, is the fact that the
• Large number of professional and para-professional epidemic is affecting the size, growth rate, age and skill
staff; composition of both current and future workforces. HIV
and AIDS are therefore threatening the targets – in all
• Large number of managers at various levels spheres and at all levels of education – of the Education
and Training Sector Improvement Programme (ETSIP).
• Large number of lower level administrative support
staff, and 1.4 The consultative process to develop the Policy

• Last but not least vast number of students and learners. A representative group of education sector stakeholders
gathered in Walvis Bay in July 2007 to draft the
The concern of the Ministry of Education extends to all Workplace HIV and AIDS Policy for the Education
of these. Very many may be living with HIV and AIDS or Sector (hereafter referred to as the Policy). At the end
affected by the pandemic in one way or another. In short, of the workshop, a Representative Editorial Board (REB)
the disease affects almost every one of them. Absenteeism was formed and tasked to consolidate the inputs from
and employee attrition impact on productivity, employee the workshop and to oversee the consultative process on
benefits, production costs and work morale. successive drafts. (Refer to Annextures Six and Seven)

1.5 The context for the Policy

The Ministry of Education as the lead agency of the
Education Sector has a responsibility to ensure that its
employees and students/learners have access to care and The Policy complements and expands on the National
support and treatment Policy on HIV and AIDS for the Education Sector (Section
• on humanitarian ground 13: HIV and AIDS as a workplace issue in the education
• on efficiency and effectiveness ground sector). In addition, the Policy provides a framework
for the implementation of (i) ETSIP (Component 2:
The Ministry should give unmistaken evidence that it is Mainstreaming HIV and AIDS) and (ii) the Ministry
a caring and concerned employer, to show its humanity of Education (MoE) Employee Wellness Programme:
and to promote good labour relations. The Ministry of Strategic Plan 2007-2012.
Education recognizes that morbidity and mortality among
teachers, managers and other sector personnel undermine It is important to note that, whereas the Policy addresses
its ability to attain its educational objectives, and hence HIV and AIDS as a critical workplace issue, implementation
that it would like to take steps to pre-empt this negative will be carried out within the context of and commitment
outcome. to a comprehensive workplace wellness programme that
encompasses all health, social and lifestyle conditions.
1.2 HIV and AIDS in Namibia

Sub-Saharan Africa continues to bear the largest burden

of HIV infections in the world. This has significant

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Workplace HIV and AIDS Policy for the Education Sector

7.1 Recognition of HIV and AIDS as a workplace

2. Purpose issue affecting the education sector

HIV and AIDS are an issue for all educational institutions,

The purpose of this Policy is to create an enabling not only because the virus affects employees, but also
environment for the implementation of HIV and AIDS because educational institutions can play a vital role
programmes in the workplace within the education sector. in reducing the spread of HIV and the effects of the
The Policy also aims to enhance commitment amongst epidemic.
educational institutions1 and education sector employees2
7.2 Broad leadership and commitment
at all levels to respond effectively to HIV and AIDS in the
education sector.
Strong leadership and commitment at all levels are
essential for a sustained and effective response to HIV and
AIDS. This includes Government, the private sector, trade
3. Scope unions and other relevant stakeholders.

The Policy shall be applicable to all employees in the 7.3 Equitable employment practices
education sector – managers, professionals and support
staff. Employees who are HIV infected, are perceived to be,
or who are affected by HIV and AIDS have the same
opportunities and obligations in the workplace as all other
4. Application employees. Every person whether infected or affected has
the right to fair labour practices in terms of recruitment,
The Policy shall be applicable to all educational institutions appointment and continued enjoyment of employment,
at all levels (from early childhood development (ECD) promotion, training and benefits. HIV testing as a
to tertiary education and including adult and Life Long requirement for any of these is prohibited. HIV infection
Learning of the education system in Namibia. is not a valid reason for the termination, suspension,
involuntary transfer or denial of career advancement of any
employee. Employees living with HIV related illnesses
5. Goal should be able to work or study for as long as medically
fit to do so.
The goal of the Policy is to provide a supportive policy
environment for the implementation of workplace 7.4 Unfair discrimination and reduction of stigma
programmes to address HIV and AIDS: programmes
that reduce new infections; improve care, treatment and In the interests of an effective workplace environment and
support; mitigate the impact of HIV and AIDS and reduce respect for human rights, there shall be no discrimination
stigma and discrimination. against an employee who is HIV infected, is perceived
to be, or who is affected by HIV and AIDS. Unfair
discrimination and stigmatisation inhibit efforts for
prevention, care, treatment and support. Educational
6. Strategic Objectives institutions shall adopt a proactive approach to avoiding
and eliminating stigma and discrimination as part of this
Within the education sector workplace in Namibia:
Policy.
• To reduce the transmission of HIV; and 7.5 Confidentiality and disclosure
• To mitigate the associated social and economic impact
on the education system. All personal medical information, whether oral, written,
or in electronic format, obtained from an individual or
third party will be treated as confidential. No employee is
7. Guiding Principles compelled to disclose his or her HIV status to authorities
at any educational institution. Although disclosure shall
The adoption of this Policy implies commitment to the always be voluntary, it is encouraged for purposes of
following key principles: support.

1
This term refers to any establishment that renders educational services
2
This term refers to administrators, teachers or non-teaching support staff members employed in educational institutions

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 Workplace HIV and AIDS Policy for the Education Sector

7.6 Gender equality 7.10 Research

HIV and AIDS impact on men and women differently. Any research shall be conducted in accordance with ethical
Women are often more adversely affected by the epidemic, standards and assuring feedback to groups and persons
for biological, socio-cultural and economic reasons. involved.
Women may also be more vulnerable due to unequal
gender relations. Sexual harassment in the educational 7.11 Capacity building
setting must be addressed. Any discrimination and/or
action that may put an employee of either sex at risk The Policy shall be implemented in ways that invest in the
of HIV because of their sex strictly violates the basic capacity building of our human resources at both personal
principles of this Policy and shall be reported and dealt and professional levels.
with in accordance with relevant disciplinary policies and
procedures. Education programmes shall address the roles 7.12 Responsiveness and flexibility
and responsibilities of men in promoting gender equality as
well as protecting the rights of women. Application of this The HIV and AIDS epidemic requires a dynamic,
Policy is designed to take account of these unequal gender responsive and flexible response and this Policy shall be
relations and enable all employees to successfully avoid applied accordingly and reviewed regularly.
risks related to the spread of HIV infection and to cope
7.13 Rights and responsibilities
with the impact of HIV and AIDS.
Education authorities, the governing body, administrators,
7.7 Caring and supportive environment
teachers and other employees and their representatives are
expected to respect and protect the rights and dignity of all
An employee who has contracted HIV needs empathy, care,
learners, students and other education sector employees,
treatment and support. Equal access to comprehensive
regardless of their actual or perceived HIV status. Each
care and affordable health services shall be guaranteed
employee has the right to relevant and factual HIV and
for all employees infected and affected by HIV and AIDS.
AIDS information, knowledge and skills. Each employee
Educational institutions shall establish or form partnerships
has the right to access appropriate and affordable workplace
with programmes of care and support that guarantee access
wellness services. Every education sector employee has
to treatment and provide for reasonable accommodation,
the responsibility to protect him or herself and others
counselling services, healthy living information/education
against HIV infection or re-infection, as the case may be.
(on nutrition, positive living, and risk-reducing sexual
behaviour), including life skills education where relevant,
and that consider the extension of employee assistance
programmes (EAP) where these are available. 8. Legal Framework

7.8 Healthy and safe work environment This Policy shall be interpreted and implemented in
accordance with international, regional and national laws,
The work environment shall be healthy and safe, so far as policies, conventions and agreements. In particular those
is practicable, for all concerned parties in order to reduce related to education, HIV and AIDS, the workplace, human
the risk of HIV infection and transmission. While there rights and gender will apply.
is no risk of HIV transmission through normal casual
contact, universal precautions shall be applied to avoid Key legal and policy instruments are listed in Annexture
transmission in the event of accidents in the education Two.
setting and the risks shall be reduced or eliminated.

7.9 Social partnerships and networking 9. Policy Components

The success of a workplace HIV and AIDS policy and In accordance with ETSIP, the Policy covers the following
programme requires cooperation, trust and networking key components:
– between Government officials, the governing body of • Awareness raising and empowerment;
the educational institution, administrators, employees, • Mainstreaming HIV and AIDS;
education union representatives and other relevant • Strengthening regulatory frameworks; and
stakeholders. The greater effective involvement of people • Managing the HIV and AIDS response.
living with HIV and AIDS (PLWHA) in workplace policy
and programme design and implementation is crucial for 9.1 Awareness raising and empowerment
an effective response to HIV and AIDS.
9.1.1 This component recognises that, even in situations
where HIV prevalence is high, the majority of
employees are still uninfected. Prevention in the

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Workplace HIV and AIDS Policy for the Education Sector

workplace therefore remains a priority, in every in all cases of workplace injuries, exposure
sector, including the education sector, as part of a to blood and body fluids, the management of
comprehensive continuum of prevention, care and sharps/sharp instruments and the treatment of
support. employees and/or learners with open wounds.

9.1.2 Objectives: (j) Education sector employees shall be empowered

with the knowledge and understanding about
To raise awareness about HIV and AIDS and related health their rights and obligations. These rights
conditions amongst all education sector employees. and obligations are enshrined in the guiding
principles of this Policy.
To empower all education sector employees to make
informed decisions and lifestyle choices by providing (k) Advocate for workplace support through media
information, knowledge and skills on HIV and AIDS and coverage the development and distribution of
other health conditions. IEC materials.

9.1.3 Policy statements: (l) All Education Sector employees shall have access
All education sector employees shall be given to affordable short term antiretroviral prophylaxis,
the opportunity to participate during working expecially for persons who have experienced
time in a planned HIV and AIDS workplace accidental occupational exposure to HIV.
wellness programme that addresses their concerns
concerning coping strategies with regard to risk, as
well as care, treatment and support, and: 9.2 Mainstreaming HIV and AIDS

(a) All education sector employees shall be 9.2.1 Mainstreaming HIV and AIDS into an employee
informed and educated about the possible ways wellness programme is the optimal way to provide
of contracting and transmitting HIV. HIV- and AIDS-related treatment, care and support
to employees who are infected or affected. An
(b) Education sector employees infected and/ employee wellness programme aims to improve and
or affected by HIV and AIDS may not be maintain an employee’s physical and psychosocial
stigmatised and discriminated against. condition.

(c) Educational institutions shall have a health 9.2.2 Objectives:

resource area or section with all relevant
materials. To mainstream HIV and AIDS into all programmes
and activities within the workplace.
(d) All educational institutions shall have male and
female condom distribution mechanisms that To enable all education sector employees to
are accessible to all employees. access HIV- and AIDS-related services within
an enabling workplace environment and as part
(e) Regular HIV and AIDS information campaigns of a comprehensive holistic workplace wellness
or meetings shall be held by all educational programme.
institutions.
9.2.3 Policy statements:
(f) Capacity development and enhancement
programmes on HIV and AIDS shall be (a) Educational institutions shall advocate for
designed and implemented. and facilitate access to medical services
specifically for education sector employees
(g) Every educational institution shall have trained who are not on a medical aid scheme.
peer educators.
(b) Educational institutions shall facilitate
(h) HIV and AIDS information must be sensitive access to and participation in healthy living
to the age, gender, culture, tradition, faith and programmes. Such programmes shall include
beliefs of education sector employees. voluntary counselling and testing (VCT)
services, antiretroviral (ARV) and other
(i) Basic hygiene, first aid procedures and universal treatments to relieve HIV-related symptoms
precautions, as specified in the National Policy and common opportunistic infections,
on HIV and AIDS for the Education Sector nutritional advice and supplements and the
(2003) (Annexture A, p11), shall be followed facilitation of home-based care services.

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 Workplace HIV and AIDS Policy for the Education Sector

(c) Employees who wish to be tested as part of 9.3.2 Objectives:

voluntary HIV testing or ‘Know your status’
programmes shall be provided with information To provide a safe and secure working environment
on where to do so and on what the procedure for all employees through the development,
entails. Such testing shall normally be carried implementation, and monitoring of good practice
out by community health services and not working conditions, procedures and regulatory
in the educational institution itself. If such mechanisms.
programmes are organised by health services
within the educational institution, testing shall To strengthen an enabling working environment
only be carried out at the request of and with the so that employees infected and affected with HIV
written consent of the employee, be performed enjoy equal rights in a culture of acceptance,
by suitably qualified health personnel, openness, and compassion.
adhere to strict confidentiality and disclosure
requirements and be accompanied by gender- 9.3.3 Policy statements:
sensitive pre- and post-test counselling on the
nature and purpose of the test and on post-test (a) The conduct of education sector employees
options and services, whether the result is is central to the mission of the educational
positive or negative. institution and shall be based on mutual respect
and trust, and shall be subject to the Codes of
(d) Services shall also be available to education Conduct for the public service and the teaching
sector employees that provide psychosocial service.
support, counselling, support groups, stress
management and drug and alcohol use. (b) There are risks in any personal relationship
between persons in inherently unequal
(e) All services shall promote values such as positions of authority, and in the case of a
respect, acceptance, love, recognition and a sexual relationship these risks could include
sense of caring. vulnerability to HIV infection. No employee
may sexually harass or in any way abuse
(f) As appropriate and where feasible, services shall any other person in the workplace.3 (Refer to
be negotiated as part of collective bargaining Annexture Four (a) 6a)
to establish or extend employee services, in
cooperation with public education authorities (c) Further, education sector employee-learner/
and/or community-based organisations. This student relationships shall be based on mutual
may be considered within existing employee respect and trust. No sexual or romantic
assistance programmes (EAP). relationship will therefore be permitted between
employees and learners or students in the
(g) Educational institutions shall provide workplace.
information on and facilitate access to death
and funeral benefits and entitlements; social (d) The educational institution shall not engage in
security and other forms of financial support, the mandatory testing for HIV of employees
such as social welfare grants. Referrals for legal as a condition for employment, for continued
information and assistance and other services employment, or for purposes of work
will also be facilitated. assignments or benefits. Therefore, HIV
infection shall not be taken into consideration
(h) Attention shall be paid to the needs of as part of the employment procedure or decision
education sector employees who are caring for any individual applying to an educational
for HIV positive family members, with special institution for work. Further, routine fitness
consideration for female employees, who testing related to employment will not include
assume a relatively larger burden of care. HIV testing.

9.3 Strengthening regulatory frameworks (e) No education sector employee shall be

compelled to disclose his or her HIV status
9.3.1 An optimal workplace HIV and AIDS programme to their employer or to other employees.
requires a review and possible revision of Where an education sector employee chooses
existing regulatory provisions, as well as rigorous to voluntarily disclose his or her HIV status
application of all provisions that collectively create to an employer or another employee, such
and support an enabling workplace environment. information shall not be disclosed to others
without his or her written consent.

3
Refer to the relevant clauses in the Codes of Conduct (i) for the public service and (ii) for the teaching service

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Workplace HIV and AIDS Policy for the Education Sector

(f) All health records, notes, and other documents 9.4 Managing the HIV and AIDS response
that make reference to an education sector
employee living with HIV shall be kept 9.4.1 HIV and AIDS are affecting every workplace,
confidentially in a secure place accessible only increasing absenteeism and morbidity and
in accordance with provisions on the protection mortality amongst employees; increasing costs, of
of employees’ personal data. Medical benefits, staff replacement and training; decreasing
certificates shall not specify an education sector productivity and negatively affecting performance
employee’s HIV status, unless approved by the and worker morale as well as creating difficult
employee concerned. Any violation of medical working conditions. These and other issues
privacy may result in disciplinary action being represent challenges that require managing and
taken.( Refer to Annexture Four (d)) monitoring.

(g) Employees living with HIV should not be 9.4.2 Objective:

discriminated against in decisions concerning
their job security or tenure, renewal of fixed To ensure that management structures, monitoring and
term contracts, opportunities for professional financial systems for the education sector workplace
development or promotion. They may, HIV and AIDS response are in place in all educational
however, be transferred from work positions institutions and for all education sector employees.
that have been determined by their physician or
an educational institution medical board to be 9.4.3 Policy statements:
too strenuous for their condition.
(a) Workplace wellness management and coordination
(h) Measures shall be taken to reasonably structures shall be in place within the existing HIV
accommodate employees with advanced HIV, and AIDS governance framework.
including those experiencing severe ARV side-
effects or AIDS-related illnesses, to enable them (b) Management shall ensure effective human resource
to continue working as long as possible. Needs (HR) strategies to deal with the impact of HIV
shall be established by the administration of the and AIDS throughout the education system,
educational institution, or the human resources including HIV and AIDS relevant information in
department if more appropriate, on a case-by- the education management and information system
case basis, in consultation with the physician of (EMIS) for purposes of planning, recruitment,
the employee concerned and with the employee’s deployment and replacement of staff, with particular
informed and written consent; balancing both attention to prevalence and risk, geographical
the institution’s and employee’s needs. (Refer to impact, subject shortages, vulnerability and the
Annexture Four (c)) provision of qualified and skilled education sector
employees. Application of an EMIS will need to
(i) The procedures for discipline and grievance be in the context of a commitment to maintaining
resolution for education sector employees in confidentiality in the use of statistics for planning
relation to perceived or actual violations of purposes.
this Policy shall be carried out in accordance
with the relevant national legislation (criminal, (c) Education sector employees’ relief systems shall
discrimination and labour acts), institutional be in place to manage absenteeism, attrition and
policy and regulations and negotiated or productivity.
collective bargaining agreements. (Refer to
Annexture Four (d)) (d) Data collection and information systems shall be
established on key indicators for the workplace
(j) Education management shall establish due programmes and the education sector employee
process procedures for investigating and relief system.
taking decisions regarding employee rights
and responsibilities as part of employment (e) Capacity development and training of education
relationships. sector employees shall be established and sustained
to deal with workplace HIV and AIDS strategies.
(k) An education sector employee living with or
affected by HIV and AIDS shall be subject (f) Financial and budgetary provisions and resource
to the same conditions relating to sick or mobilisation shall be set up and maintained.
compassionate leave as those applicable to any
other employee in terms of the education sector (g) Existing partnerships shall be strengthened and
conditions of service. maintained in all educational institutions, in order

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to coordinate efforts and activities for effective application. Appropriate forms of communication
education sector workplace programmes. to ensure dissemination of information to illiterate
or semi-literate education sector employees shall be
used.
10. Implementing the Policy
10.4 Provisions in the policy shall be discussed at
suitable opportunities and translated into time-
10.1 Every educational institution will appoint and bound implementation plans, with clearly defined
provide training for a workplace wellness outputs and responsibilities.
coordinator and where practicable an HIV and
AIDS committee, as appropriate to its size and 10.5 Education authorities shall monitor and evaluate
resources, in order to apply and monitor this the implementation of the Policy in all educational
Policy. institutions and assist educational institutions with
capacity development and training to implement
10.2 The HIV and AIDS Management Unit (HAMU) at the Policy.
national level and the Regional AIDS Committees
for Education (RACE) at regional level shall guide
and support the coordinators, committees. 11. Review of the Policy

10.3 A copy of this Policy is to be kept on display in This Policy will be reviewed after every five years
all educational institutions and made available to regularly to take account of new developments in medical
all education sector employees for reading and information or experience in the management of HIV
implementation. All forms of communication and AIDS in educational institutions. The results of such
normally used in the educational institutions – e.g. reviews and changes in the Policy shall be made known to
posters, circulars to education sector employees, all relevant stakeholders.
meetings, notices of governing bodies, institution
assemblies and electronic mail shall be used
to make the Policy known and help ensure its

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ANNEXTURE ONE: Glossary

Access Being able to use available medical resources and other facilities.
Affected person A person whose life is challenged in any way by HIV and AIDS due to the
broader impact of this epidemic.
AIDS Acquired Immune Deficiency Syndrome is a range of medical conditions that
occurs when a person’s immune system is seriously weakened by infection with
the Human Immunodeficiency Virus (HIV). HIV weakens cells in the immune
system; this impairs the body’s ability to respond to other infections. People
living with HIV are susceptible to a wide range of unusual and potential life
threatening diseases and infections. Though most of these can be treated, there
is no successful treatment to date for the underlying immune deficiency caused
by the virus.4
Antiretroviral therapy Treatment with two or more antiretroviral drugs, (ideally with 3 drugs to delay
and prevent the onset of drug resistance), for people with advanced HIV disease
and evidence of a compromised immune system.
Behaviour Change Communication Interventions and activities to promote and sustain risk-reducing behaviour
change in individuals and groups by means of customised messages and using a
variety of communication channels.
Care, treatment and support The care, treatment and support available to employees living with HIV, or
affected by HIV and AIDS according to national legislation, education service
regulations or institutional policy.5
Confidentiality The right of every person, employee or job applicant to have their medical
information, including HIV status, kept private. All information about a person’s
health, including his/her HIV status is confidential information. This means that
this information may not be shared by the health care worker or the counsellor
with any other person without the informed consent of the person concerned.
Counselling A confidential dialogue between a client and a trained counsellor aimed at
enabling the client to cope with stress and take personal decisions related to HIV
and AIDS. Counselling may be provided by a professional or lay counsellor.
Discrimination Any distinction, exclusion or preference made on the basis of HIV status
or perceived HIV status, including discrimination on the grounds of sexual
orientation, which has the effect of nullifying or impairing equality of opportunity
or treatment in employment or occupation, or training, in accordance with the
definition and principles of the Discrimination (Employment and Occupation)
Convention, 1958 (no. 111).6
Educational institution Any establishment that renders educational services.
Education sector All Government and private educational institutions, including stakeholders, all
programmes, activities and players in the field of education.
Education sector employee An administrator, teacher or non-teaching support staff member employed in an
educational institution.7
Educator Any person who imparts knowledge and skills within the education sector.
Employee benefit Any benefit granted to an employee or his/her family by an employer in respect
of the period of employment of the employee, over and above the salary. The
term is usually used in the sense of leave, retirement, life insurance and medical
benefits.

4
Source: ILO & UNESCO: An HIV and AIDS workplace policy for the education sector in Southern Africa
5
Source: ILO & UNESCO: An HIV and AIDS workplace policy for the education sector in Southern Africa (amended)
6
Source: ILO & UNESCO: An HIV and AIDS workplace policy for the education sector in Southern Africa
7
Source: ILO & UNESCO: An HIV and AIDS workplace policy for the education sector in Southern Africa

8
 Workplace HIV and AIDS Policy for the Education Sector

Employer A person or organisation employing workers in an education institution under a

written or verbal contract of employment which establishes the rights and duties
of both parties, in accordance with national or sectoral law and practice.8
Epidemic A disease, usually infectious, that spreads quickly through a population.
Gender Differences in social roles and relations between men and women.
Governing body An entity responsible for managing, coordinating and monitoring all HIV and
AIDS related activities of a sector and or institution.
HIV Human Immunodeficiency Virus – a virus that weakens the body’s immune
system, ultimately causing AIDS.
Impact mitigation Refers to ways we can reduce the severity and alleviate the effects of HIV and
AIDS.9
Infected person A person who is infected with HIV, the virus that causes AIDS.
Informed consent Refers to the voluntary agreement of a person to undergo or be subjected to
a procedure based on full information, whether such permission is written, or
expressed indirectly.
Learner A learner is a person receiving instruction and training from a learning institution
or programme.
Life skills A group of psychosocial and interpersonal skills which assist a person to make
informed decisions, to communicate effectively and to develop coping and self-
management strategies to help them lead a healthy and productive life.
Mainstreaming HIV and AIDS Incorporating the implications of HIV and AIDS into normal everyday
considerations and actions of an organisation is called mainstreaming.
Mainstreaming of HIV and AIDS has two aspects to consider – how HIV and
AIDS are affecting the core functions of an organisation and how HIV and AIDS
are affecting the organisation itself. Every organisation needs to understand
how, in its ordinary work, it can reduce the risk of infection and the impact of
AIDS. It needs to incorporate its response into its core functions and internally
through HRD and workplace programmes.10
Occupational exposure Exposure to blood or other body fluids, which may be HIV infected, during the
course of carrying out working duties
Opportunistic infection Any infections arising from a compromised immune system, eg. TB, candidiasis,
etc.11
Partners Refers to any private sector or non-governmental organisation or other civil
society body working with Government in the multisectoral response to the HIV
and AIDS epidemic.12
Peer education Refers to activities aimed at providing factual/vital information to people of a
certain age, same sex, has the same interest, of the same organisation or social
group, status or position on matters governing their existence.
Peer educator The trained employee who develops or implements a information, education and
skills development programme to meet the personal, psychosocial, social and
educational needs of employees in relation to HIV and AIDS.13

8
Source: ILO & UNESCO: An HIV and AIDS workplace policy for the education sector in Southern Africa
9
Source: Republic of Namibia: National policy on HIV and AIDS 2007
10
Source: Republic of Namibia: National policy on HIV and AIDS 2007
11
Source: Republic of Namibia: National policy on HIV and AIDS 2007
12
Source: Republic of Namibia: National policy on HIV and AIDS 2007
13
Source: ILO & UNESCO: An HIV and AIDS workplace policy for the education sector in Southern Africa (amended)

9
Workplace HIV and AIDS Policy for the Education Sector

Post exposure prophylaxis Measures to be instituted after possible accidental exposure to HIV infection,
rape or exposure to blood or body fluids following an injury with a sharp
instrument.14
Psychosocial support Physical, economic, moral or spiritual support provided to an individual under
any form of stress
Reasonable accommodation Any modification or adjustment to a job or to the workplace that is reasonably
practicable and will enable a person living with HIV or AIDS to have access to
or participate or advance in employment.15
Screening Assessing the level of actual risk of exposure to HIV and/or providing access
to HIV testing. HIV screening should be done within the framework of the
Workplace HIV and AIDS Policy.16
Sexual harassment Sexual harassment means unwanted behaviour or advances of a sexual nature
which may include physical acts of unsolicited and unwanted touching, verbal,
non-verbal, written or electronic invitations, suggestive or obscene remarks or
jokes.17
Social partnerships and Any form of information sharing, consultation or negotiation between educational
networking authorities, public and private, and employees or their representatives.18
Stakeholder An individual, organisation or body with a direct and continuing interest in an
educational institution.19
Stigma A process of devaluation of people either living with or associated with HIV and
AIDS. This stigma often stems from the underlying stigmatisation of sex and
intravenous drug use, sexual orientation and sexual preference.20
Teacher A staff member who is professionally qualified to teach others in formal
education and whose occupation is teaching; also including a professionally
unqualified person whose occupation is teaching.21
Unfair labour practice Unfair conduct of an employer relating to the employment terms and conditions,
including probation or promotion, training, provision of benefits or disciplinary
action of an employee as defined in national law or practice.22
Universal (infection control) Infection control practices to be used to minimize the risk of exposure to blood-
precautions borne pathogens.23 (Annexture Three)
Voluntary counselling and testing A confidential dialogue between a client and a care provider aimed at enabling
the client to cope with stress and take personal decisions related to HIV and
AIDS, including blood testing for HIV.
Wellness programme A programme designed to promote the physical and mental health and wellbeing
of employees, including components such as counselling, support groups,
nutritional supplements, provision of treatment for opportunistic infections,
provision of antiretroviral therapy, etc.
Work environment All conditions related to the workplace.
Workplace Any occupational setting, station or place where workers spend time for gainful
employment.

14
Source: ILO & UNESCO: An HIV and AIDS workplace policy for the education sector in Southern Africa (amended)
15
Source: ILO Code of Practice on HIV/AIDS in the workplace
16
Source: ILO & UNESCO: An HIV and AIDS workplace policy for the education sector in Southern Africa
17
Source: MoE: Code of conduct for the teaching service
18
Source: ILO & UNESCO: An HIV and AIDS workplace policy for the education sector in Southern Africa (amended)
19
Source : ILO & UNESCO: An HIV and AIDS workplace policy for the education sector in Southern Africa
20
Source : ILO & UNESCO: An HIV and AIDS workplace policy for the education sector in Southern Africa
21
Source: GRN; Education Act (Act 16 of 2001)
22
Source : ILO & UNESCO: An HIV and AIDS workplace policy for the education sector in Southern Africa
23
Source: ILO Code of Practice on HIV/AIDS in the workplace

10
 Workplace HIV and AIDS Policy for the Education Sector

ANNEXTURE TWO: Legal and Policy Instruments

The following are key legal and policy instruments that define the context within which the Policy was developed and
will be implemented.

International instruments

• Millennium Development Goals (MDGs) (2000)

• Education For All (EFA) (2000)
• UNGASS; Declaration of commitment on HIV and AIDS (2001)
• Convention on the elimination of all forms of discrimination against women (CEDAW) (1979)
• ILO; Code of practice on HIV and AIDS and the world of work (2001)

Regional and continental instruments

• Abuja Declaration (2001) and subsequent summit on AIDS, TB and other infectious diseases (2006)
• Maseru Declaration (2003)
• Brazzaville Commitment (on scaling up towards universal access) (2005)
• Code of conduct of HIV and AIDS and employment in the Southern African Development Community (SADC)
(1997)
• ILO; An HIV and AIDS workplace policy for the education sector in Southern Africa (2006)

National instruments
• GRN; The Constitution of the Republic of Namibia
• GRN; Labour Act, 1992 (Act 6 of 1992)
• GRN; Labour Bill of 2006
• GRN; Public Services Act, 1995 (Act 13 of 1995)
• GRN; Regulations under the Public Service Act, 1995 (Act 13 of 1995)
• GRN; Education Act, 2001 (Act 16 of 2001)
• GRN; Employees Compensation Act, 1941 (Act 30 of 1941)
• GRN; Social Security Act, 1994 (Act 34 of 1994) and Regulations under the Social Security Act, 1994 (1995)
• MBESC & MHETEC; National Policy on HIV and AIDS for the education sector (2003)
• GRN; National Policy on HIV and AIDS (2006)
• Public Service Staff Rules: Amendment Notice No.4 of 1997
• Public Service Staff Rules: Public Service Code of Conduct (2000)
• MoE; Code of Conduct for teaching service (2004)
• Namibian HIV and AIDS Charter of Rights
• GRN; National code on HIV and AIDS in employment, (1998)
• GRN; MTP III (2004-2009)
• GRN; ETSIP (2006-2015)
• GRN; Vision 2030

11
Workplace HIV and AIDS Policy for the Education Sector

ANNEXTURE THREE: Universal Precautions

1. Blood or bloodstains, must be handled with extreme solution for at least one hour before drying and re-
caution. Skin accidentally exposed to blood should using.
be washed immediately with soap and running
water. All bleeding wounds, sores, breaks in the 9. Needles and syringes should be safely disposed of
skin, grazes and open skin lesions should ideally be and not re-used.
cleaned immediately with running water and/or other
First Aids Kits:
antiseptics. If there is a biting or scratching incident
where the skin is broken, the wound should be washed • Store First Aid Kits in selected rooms in the Education
and cleaned under running water, dried, treated with Institutions
antiseptic and covered with a waterproof dressing. • Ensure that the first aid kits contain the following:
Blood splashes to the face (mucous membranes of ® Four disposal latex gloves, gauze, scissors and
the eyes, nose or mouth) should be flushed with materials to help heal the wound
running water for at least three minutes. ® two large and two medium pairs of household rubber
gloves (for handling blood-soaked material in specific
2. Disposable bags or incinerators must be made
instances such as when broken glass makes the use of
available to dispose sanitary wear.
latex gloves inappropriate)
3. All open wounds, sores, breaks in the skin, grazes ® absorbent material
and open skin lesions should be covered completely ® waterproof plasters
and securely at all times with a non-porous or ® disinfectant (such as hypo chloride)
waterproof dressing or plaster so that there is no ® cotton wool
risk of exposure to blood. ® tissues
® water containers
4. Cleaning and washing should always be done with ® resuscitation mouthpiece or similar device with
running water and not in containers of water. Where which mouth-to-mouth resuscitation can be applied
running tap water is not available, containers should without any contact being made with blood or other
be used to pour water over the area to be cleaned. body fluids
Educational institutions without running water ® protective eye wear
should keep a supply on hand specifically for use in ® protective facemask to cover nose and mouth
emergencies (for instance, in a 25-litre drum). This
water can be kept fresh for a long period of time by Alternatives
adding a disinfectant, such as Milton, to it. The universal precautions help prevent contact with blood
and other body fluids. Less sophisticated items than those
5. All persons should wear protective latex gloves
described above can also be used, such as:
or plastic bags over their hands when attending
• unbroken plastic bags on hands where latex or rubber
to blood spills, open wounds, sores, and breaks in
gloves are not available
the skin, grazes, open skin lesions, body fluids and
• common household bleach for use as disinfectant (diluted
excretions. Doing this will effectively eliminate the
one part bleach to ten parts water [1:10 solution])
risk of HIV transmission. Bleeding can be managed
• spectacles instead of protective eye wear
by compression with material that will absorb the
• a scarf instead of a protective face mask.
blood (for instance, a towel).
Used items should be dealt with as indicated in paragraphs
6. If a surface has been contaminated with body fluids
7 to 9 above.
and excretions which could include some blood (for
instance tears, saliva, mucus, phlegm, urine, vomit, Post Exposure Prophylaxis (PEP)
faeces and pus), that surface should be cleaned with Give PEP for exposure posing risk of infection
running water and household bleach (1:10 solution) transmission:
using paper or disposal cloths. The person doing • HIV: Initiate PEP as soon as possible, preferably within
the cleaning must wear protective gloves or plastic 48 hours of exposure
bags over their hands. • Evaluate exposed persons taking PEP within 72 hours
7. Blood-contaminated material should be sealed in a after exposure and monitor for drug toxicity for at least
plastic bag and incinerated or sent to an appropriate 2 weeks
disposal firm. Tissues and toilet paper can be • Offer pregnancy testing to all women of childbearing
flushed down a toilet. age not known to be pregnant:
® Seek expert consultation if viral resistance is
8. If instruments (for instance scissors) become suspected:
contaminated with blood or other body fluids, they ® Administer PEP for 4 weeks if tolerated
should be washed and placed in a household bleach

12
 Workplace HIV and AIDS Policy for the Education Sector

ANNEXTURE FOUR:

A. Extra information on sexual harassment and regulation or institutional rules on sexual misconduct
abuse and staff/student relationships, as appropriate to national
laws and custom.
• Sexual harassment constitutes unwanted behaviour
or advances of a sexual nature, which may include B. Extra information on confidentiality
physical acts of unsolicited and unwanted touching,
verbal, non-verbal, written, or electronic invitations, • Confidentiality should also be assured by providing
suggestive and obscene remarks or jokes among a private environment for personal discussions (for
education sector employees. example, any conversation related to HIV status), and
by working out arrangements for care and support with
• Sexual abuse constitutes behaviours that is likely to the person concerned, including wellness programmes.
harm other employees and deprive him or her of a sense
of physical or psychological safety, that includes: • Although disclosure should always be voluntary, it
should be encouraged for purposes of support.
(1) unwanted touching, fondling, or stroking;
• Employees who acquire personal information about
(2) non-contact through gestures, sexually explicit
the real or perceived HIV status of other employees
pictures;
must not disclose such information unless the person
(3) unwanted verbal or non-verbal (e.g., sexual
concerned has given her/his informed written consent.
comments or jokes), violent or non-violent,
coerced and seduced sexual activities; and • Procedures should be established to ensure confidentiality
(4) exploitative acts (e.g., use of unwelcome gifts) of HIV status in the institution, based on the social
between employees. partnerships and networking processes in accordance
with national laws and education sector regulations.
Employees may not sexually abuse each other or any other
person in the workplace. C. Extra information on benefits and reasonable
accommodation
• Relationships between administrators, teachers and
other employees in all institutions and relationships • Employees living with HIV, including those with
between employees and students in post-secondary AIDS should enjoy the same social protection benefits
institutions will be subject to the institutional code of under national law, education service regulations
conduct. or institution provisions as employees with other
chronic or serious illnesses. In accordance with
• To apply the above policies, as appropriate, employees national education service regulations, the institution
are expected to ensure a learning environment, which or the human resources department of the education
supports clear boundaries concerning respectful service, if more appropriate, should also examine the
student/staff interaction and relationships, including sustainability of new benefits packages addressing the
respect for the following guidelines: specific nature of HIV infection and AIDS as part of its
human resource strategy.
® Employees should avoid being alone with a learner
• Transfers for reasonable accommodation should occur
or student of either sex;
in consultation with the employee living with HIV, in
® When meeting individually with a learner or
accordance with the principles of social dialogue of
student, staff should ensure that this meeting is in
this policy, be voluntary as far as possible, and where
the sight or earshot of other adults;
involuntary, may be subject to the grievance procedure
® Staff should avoid meeting learners or students
provisions of the Policy.
outside the educational institution unless this is part
of an approved learning activity or excursion. The • Reasonable accommodation may include: rearrangement
permission of both the administrator and parent/ of working hours; modified tasks or jobs; adapted work
guardian should be received in such circumstances. equipment; provision of rest periods; part-time, job
sharing, substitute, or other flexible work arrangements;
• Public education authorities and administrators of reassignment to other institutions (closer to appropriate
education institutions should strictly enforce legislation, medical facilities); and appropriate leave provisions.

13
Workplace HIV and AIDS Policy for the Education Sector

D. Extra information on disciplinary grievance

procedures ANNEXTURE FIVE
• The procedures should be the result of consultations
with employees’ organizations, include proper Checklist for implementation of an HIV and AIDS policy
guarantees of confidentiality, rights to information for Educational Institutions
access, representation, written notification of decisions
and appeal in accordance with international standards, A) At national level
and should be made known to all staff. Complainants
may have recourse to normal appeal procedures related Ministry of Education establishes a review committee
to unfair labour practices (including dismissal, denial composed of representatives of government, education
or unjustified restriction of employment or work sector unions and private sector representatives and private
related rights and benefits), and may refer in this school employers/managers, and other stakeholders as
regard to the provisions and related jurisprudence of agreed among the partners, to consider application of the
the ILO Discrimination (Employment and Occupation) policy’s provisions at institutional level in accordance with
Convention, 1958 (No. 111). Relevant part of Namibian existing national laws and the education sector strategic
acts and laws. framework, regulations, policies and collective bargaining
agreements, as well as human resources (HR) policies.
The following are grounds for disciplinary action (but not
exhaustive): Education sector partner organizations and education
sector unions review the policy framework in order
• Stigma, discrimination, or refusal to work with an to ensure reflection of its principles and guidelines in
individual living with HIV or AIDS: There is no collective agreements.
justification for stigmatization, including refusing to
work, study or be present in the education institution Review committee revises the policy as needed and
with HIV positive individuals, since HIV cannot organizes distribution of the agreed policy to all educational
be transmitted through casual contact within the institutions.
workplace. Employees who are not prepared to work
or engage in learning activities with an HIV positive Review committee establishes implementation support
individual will be offered education and counselling mechanisms to assist educational institutions to apply the
by the institution or from the community or education policy.
service.
The sectoral governing body
• If after counselling, the individual refuses to carry
out contractual duties or to participate in the learning The HIV and AIDS Management Unit (HAMU) shall guide
programmes of the education institution with HIV and support the coordinators, committees at national level.
positive employees, the education institution’s The governing body of the educational institution where
disciplinary procedures concerning refusal to work or applicable should ensure that the institution implements
study should be followed. (develops or adopts a) the workplace policy on HIV and
AIDS - based on the principles set out in section 6, that the
• Where discrimination occurs in the form of physical process includes consultation between the representatives
or verbal abuse, the employee who has experienced of employers and employees, and that appropriate
any form of discrimination will have recourse measures are taken for its implementation, including
to existing mechanisms for redress, including making it known to all Education Sector employees and
regulations governing physical attacks and bullying. the development of a continuous training programme for
The appropriate representative of the Committee or management and ES employees. The governing body is
Coordinator should also be informed to ensure that expected to promote an educational climate that protects
proper measures are taken. the rights of every employee living with HIV and/or
affected by HIV and AIDS.
• Violation of medical confidentiality.
B) At Regional and education institution level
• Sexual relationships with learners or students. (see
above section) In consultation with other major stakeholders, the
governing body of the educational institution appoints
• Sexual harassment. (see above section) an HIV and AIDS coordinator/committee - depending on
the size and resources of the institution - to coordinate
• Sexual abuse. (see above section) the implementation of the policy and design a monitoring
mechanism. The HIV and AIDS program implementer in
consultation with the HR department of the educational

14
 Workplace HIV and AIDS Policy for the Education Sector

institution, the governing body or education sector The Programme implementer shall:
employees or their representatives shall:
• Advise the governing body of the implications of
a) identify specific institutional needs by reviewing HIV and AIDS for the educational institutions, to
the policy framework adopted at national level enable governing body members to develop successful
and considering how to adapt it to the specific strategies to reduce stigmatization and eliminate
workplace setting; discrimination against those living with and/or affected
by HIV and AIDS, and prevent the spread and mitigate
b) identify the needs of education sector employees the effects of HIV in the educational institutions
prior to planning the institutional programme. and create a supportive and caring environment for
education sector employees;
The HIV and AIDS workplace wellness manager/ • Take the necessary steps to develop or adopt, through
coordinator assesses what health, social and support social dialogue, a policy on HIV and AIDS, a plan for
services, information services and other resources are its implementation and a programme for prevention,
already available in the educational institution or in the care and support;
surrounding community. • Agree on the appointment of an HIV focal point or
committee (in larger institutions), in consultation with
On the basis of the needs assessments and mapping of the representatives of the education sector employees,
available services, the coordinator/committee drafts in accordance with this Policy;
possible revisions of the policy framework and a work plan • Ensure a safe and healthy work and study environment,
in consultation with teachers’ and other education sector including the application of universal precautions as
workers’ representatives. The work plan should include: part of first aid provisions.
time frame and lines of responsibility.

The draft policy and plan are circulated for comments to Workplace wellness coordinator
the governing body and the Principal.
The workplace wellness coordinator and/or committee
When the workplace policy and work plan are finalised, will:
the coordinator/committee draws up a list of resources • be responsible for promoting the workplace HIV and
– human, financial and technical that are necessary for AIDS Policy in the institution
implementation, in consultation with the governing body • support the implementation of the education
and principal. programme
• access and mobilize resources and partnerships for
The implementation of the workplace policy should assistance and support
happen through the established planning and budgeting • disseminate information about HIV and AIDS
cycles of the institution. and address HIV and AIDS related stigma and
discrimination
The Coordinator/committee organizes the dissemination • adhere strictly to the confidentiality issues of this
of the policy and work plan through the governing body, Policy
teachers’ assemblies and education sector union meetings, • Help evaluate the objectives, processes and outcomes
students’ assemblies, induction courses and training of the workplace HIV and AIDS programme.
sessions.
Employee representatives
The Coordinator/committee, in consultation with
representatives of teachers and other education sector Representatives of education sector employees shall have
workers and students, designs a monitoring mechanism to the responsibility to protect those they represent from
ensure the implementation of the work plan and review the any form of discrimination related to HIV status and to
impact of the policy as needed. help implement the workplace HIV and AIDS Policy and
programme by monitoring and promoting the information,
Programme implementers24
education, health and safety and other practices and
provisions set out in the Policy.
The Programme implementers shall comprise of
Directorates at National -, Regional -, Circuit -, Cluster
levels and all Educational institutions.

24
It is a generic term coined to assist the education sector and is subject to review

15
Workplace HIV and AIDS Policy for the Education Sector

ANNEXTURE SIX: Members of the Representative Editorial Board

Name Organization

1. Mr. C. Clayton Namibia Business Coalition on AIDS

2. Ms. F.K. Haingura Ministry of Education
3. Mr. M. Matsuib Namibia National Teachers Union
4. Mr. C. Shanyengange Ministry of Education
5. Ms. D. Muruko Legal Assistance Center
6. Ms. A. Beytell Lironga Eparu
7. Mr. D. Sampson Ministry of Education
8. Ms. P. Pieterse Ministry of Education
9. Mr. S. Mabhele International Labour Organization

16
 Workplace HIV and AIDS Policy for the Education Sector

ANNEXTURE SEVEN: Participants who attended the Stake holders Conference

for the Workplace Programme, 10-13 July 2007, Pelican Bay Hotel Walvis Bay

No Name Title Organisation Physical Address E-mail address

Region

1. Nangolo Mbumba Minister of Education MOE HQ MOE GOP

2. Alfred Ilukena Under- Secretary MOE HQ MOE GOP

Formal Education

3. T. Seefeldt Deputy Director Khomas Region Frans Indongo [email protected]

Building

4. B. Boys Director MOE Hardap Region P/B 2122

Mariental

5. J. Awaseb Director MOE Erongo Region P/B 5024

Swakopmund

6. F.K. Haingura SEO Ministry of GOP [email protected]

Education

7. D. Sampson Education Officer NIED P/B 2034 [email protected]

Okahandja

8. N.B. Salom RACE Coordinator MOE Oshana [email protected]

9. V.V. Mattheus HR MOE Oshana [email protected]

Practitioner

10. U.U. Kavari Principal MOE Omaheke P/B 1004,

Otjinene

11. C. L. Kawana HR MOE Caprivi P/B 5006

Practitioner Katima Mulilo

12. A. Muremi RACE Coordinator MOE Kavango P/B 2134, Rundu [email protected]

13. F. Silas HR Practitioner MOE Kunene Region P/B 2007

Khorixas

14. L. Shatiwa REO MOE Omusati P/B 2020, [email protected]

Region Ondangwa

15. R. Goeieman HR Practitioner MOE

Karas Region Office

16. C. Shanjengange Principal Diaz Primary School [email protected]

17. J. Yisa Regional School MOE MOE

Counselor Otjozundjupa Region Otjiwarongo

18. E. Witbooi Regional Literacy MOE Kunene Region P/B 2007

Officer Khomas

19. H. Tibinyane Assistant School MOE Omaheke Region MOE Omaheke [email protected]
Counselor

20. E. Aipanda REO MOE Oshana Region P/B 5518

Oshakati

17
Workplace HIV and AIDS Policy for the Education Sector

21. J.K. Kasembi HR Practitioner MOE P/B2618 kjkasembi@yahoo

Otjozondupa Region Otjiwarongo

22. C. Poulton RACE Coordinator MOE Hardap Region P/B 2122 [email protected]
Mariental

23. I. Ebba RACE Coordinator MOE Omusati Region P/B 3301

Ongwediva

24. E.B. Volkwyn HR Practitioner MOE Hardap Region P/B 2122

25. E. Shindove HR Practitioner MOE Omusati Region P/B 529 Outapi emeliashindove@yahoo

26. H.N. Shemuketa RACE Coordinator MOE P/B 2028 [email protected]

Oshikoto Region

27. G.K. Kabuku RACE Co-ordinator MOE Caprivi Region P/B 5006 Katima [email protected]

28. M.N. Sibeya Lecturer MOE Caprivi College P/B 1096 [email protected]
Katima

29. J.M. Mbangu RACE Co MOE Erongo Region P/B 5024 Swakop [email protected]

30. A. C. Shikulo RACE member MOE P/B 2618 Areas-

Otjodjonzupa Region Otjowarongo [email protected]

31. A.V. Cloete Cluster Centre Principal MOE Karas Region Karasburg

32. A.N. Shitenga HR Practitioner MOE HQ MOE GOP [email protected]

33 H.T. Shingenge HR Practitioner MOE HQ MOE [email protected]

GOP

34. P.E. Topnaar Circuit Inspector MOE Hardap Region P/B 2122 [email protected]
Mariental

35. L.A. Katzao HR Practioner MOE Khomas Region Eiekstr. 10

Suiderhof
Windhoek

36. P.B. Pieterse RACE Coordinator MOE Khomas Region Frans Indongo

37. J. Kapenda MOE Ondangwa [email protected]

38. R.J. Hasheela MOE Ondangwa [email protected]

39. J.E. Katjiteo MOE Omaheke P/B 2130

Region Gobabis

40. R. Tjizu RACE Coordinator MOE Kunene Region P/B 3034

Opuwo

41. B. Kooper MOE Erongo Region P/B 5024

Swakopmund

42. C. Clayton Project Manager NABCOA Windhoek [email protected]

WWP

43. S.N. Indongo Senior Culture Officer MYNSSC P/B 13391 [email protected]
Windhoek

44. G. Eiseb Lecturer UNAM UNAM [email protected]

45. S.N. Iipinge Dr. Head HIV and AIDS Unit UNAM Dorado Park [email protected]
Windhoek

18
 Workplace HIV and AIDS Policy for the Education Sector

46. C.K. Haihambo Faculty officer UNAM Box 20795 [email protected]

Windhoek

47. J. Diedericks Education Officer UNICEF [email protected]

48. L. Marcil Peace Corps Volunteer CCA Box 7930 [email protected]

49. W. Heard EDU-Sector AIDS Response Trust [email protected]

50 M. Simphiwe Focal Person ILO Hatfield, Pretoria [email protected]

51 R. Shikulo Councelor Lironga Eparu P/B 62774 Reainehildeshikulu@yahoo

Windhoek

52. M. Matsuib NTC NANTU P/B 50674 [email protected]

53. M. Nasheya EFAIDS NANTU P/B 61007 [email protected]

54. M. Meyer Reporter Republikein [email protected]

55. H. Shilongo CCP Omusati P/B 175

Oshakati

56. P.H. Sheya Health Educator Walvis Bay P O 2444 [email protected]

Walvis Bay

57. D. Mulonga YEP Coordinator CAA Erongo Box 965 Walvis [email protected]
Bay

58. M. Muuondjo Parliament [email protected]

59. D. Van der Westhuizen Project Manager USAID P/B 12028 [email protected]
Windhoek

60. T. Malone Deputy Chief of Party BES 3/AED MOE GOP

61. T. Kopenhaver M & E Practitioner USAID P/B 12028

Windhoek

62. C. Mushaukwa Program officer UNESCO Box 70640 [email protected]

Windhoek

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Workplace HIV and AIDS Policy for the Education Sector

NOTES

The views expressed in this policy is that of the Ministry of Education and should not be interpreted as official USAID,
Global Fund, ILO or UNESCO Policy.

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