CFMEU FOREST AND FOREST PRODUCTS DIVISION
NATIONAL DIVISIONAL POLICY ON A.I.D.S AND THE WORKPLACE

A.I.D.S. AND THE WORKPLACE POLICY
This document sets out the Policy of the CFMEU FOREST AND FOREST PRODUCTS DIVISION for the information of all Members, Representatives and Officials.

Included with the Policy is an introduction, which provides a background for the reading and application of the Policy.

This Policy is binding on all CFMEU FOREST AND FOREST PRODUCTS DIVISION Members and Officials.

Any queries about the Policy should be directed to the Branch or National Divisional Office.

1. INTRODUCTION

H.I.V. Human Immuno – Deficiency Virus
A.I.D.S Acquired Immuno – Deficiency Syndrome

There is an alarming number of people contracting the H.I.V. disease. We know that by October 1988 there were 1,023 cases officially recorded, with thousands more possibly infected and not yet aware. (cases are focused on the most sexually active age groups of 20 to 49 years). A person can carry the virus for three to four years before showing any signs.

H.I.V/A.I.D.S does not discriminate, but it dies kill. These people can be a friend, family or a child. Casual sex and drug usage increase the risks of contracting the virus, therefore it is imperative, we continue to educate society to reduce the risks of contracting this fatal disease

There is a broad range of symptoms ranging from:

  • Fever
  • Muscle and joint pains;
  • Enlarged lymph glands;
  • Sore throat;
  • Loss of appetite;
  • Nausea;
  • Headaches;
  • Diarrhoea.

The H.I.V. attacks the T4Ç cells, when these become critically low the body becomes susceptable to opportunist infections, and attacks parts of the nervous system. The respiratory system is quite often affected. (59% of A.I.D.S. patients hospitalised had respiratory diseases).

Persons with H.I.V. need help and understanding from family, friends and workmates, as stress only speeds up the effects of H.I.V.

It has been identified in the Forest and Furnishing Products Industry, by both workers and management, that some particular work areas have high blood splat accidents, whereby contact by other persons can occur. This reiterates the relevance and importance of continuing educational programmes in the workplace on A.I.D.S.

A.I.D.S. is transmitted by:
  • The sharing of needles;
  • Blood transfusion;
  • Blood to blood contact;
  • Unsafe sex between homosexuals and heterosexuals.

A.I.D.S. cannot be transmitted by:
  • Mosquitoes;
  • Swimming pools;
  • Drinking fountains;
  • Cups, plates and cutlery;
  • Through the air;
  • Casual contact with people already affected with the disease.


2. FIRST AID IN THE WORKPLACE
Accidents are common in any industry. Simple precautions taken while giving first aid will help prevent the spreading of H.I.V. and people not receiving the help that is required. These precautions involve the use of gloves instead of washing hands and where resuscitation is required, the use of "resuscitation bags or disposable devices.

3. COMPENSATION
Compensation for people who have contracted the disease, through helping a workmate with H.I.V. after an accident, has a 50/50 chance of compensation.

A person tested prior to the incident and shown H.I.V. negative, then tested after contact with a person who has H.I.V. and shown H.I.V positive stands a better chance of receiving compensation.

4. CONFIDENTIALITY
The Policy on confidentiality of information concerning an employee with H.I.V. is very high. Employers are not entitled to know if an employee has H.I.V. Information disclosed by the employee must have that confidence respected. Where a company has their own doctor the duty to maintain confidentiality is very strict. An employee can seek redress in court from an employer who does not maintain confidentiality.
Testing current employees can be voluntary or, it could be imposed by the employer. If testing is imposed, this may constitute a serious breach of enforced dismissal. This could also constitute an unlawful assult. Testing done voluntarily or forced, disclosing or withholding information relating to testing needs to be established. H.I.V. infection is not sufficient grounds for dismissal.

Infected employees can continue to work for as long as they are able. Employees with H.I.V. can request sick leave or annual leave or leave without pay for treatment, or recuperation from a H.I.V. related illness.

5. TRADE UNION POLICY ON A.I.D.S
The ACTU believes that educating workers will help prevent the spread of the virus in the workplace. The following three elements are the Unions response to the virus:

1. Implementation of Occupational Health and Safety guidelines on infectious diseases in the workplace;

2. Provision of clear and accurate information on infectious diseases to all Union members;

3. Protection of Union members of high risk groups from discrimination in the workplace.

The need for educational programmes within the workplace to raise awareness and better understanding of H.I.V. and A.I.D.S. is extremely necessary. Understanding H.I.V. helps prevent its wide spread.

Until a cure is discovered, Educational Programmes within the Forest and Furnishing Products Industry are required, and must involve all Union members. This disease still maintains high risk factors and continues to spread.
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