|
There are five components to the BRTA/LRTA programs. Each of these components can be implemented individually, but the program works best when all five components are implemented as a group. The BRTA/LRTA components are relevant to large and small businesses, labor unions, and other organizations, both domestically and internationally. These components can be used for a specific HIV/AIDS prevention program or can be incorporated into a larger, overall health and wellness program:
- HIV/AIDS Policy Development. A written policy that covers HIV that complies with U.S. Federal, state, and local laws or relevant laws in other countries and describes the parameters of legal and other workplace issues such as reasonable accommodation, non-discrimination, confidentiality, hiring and other employment practices, universal precautions, co-worker anxiety, insurance and other healthcare issues, and implementation of workplace education efforts. This can be a specific HIV policy or part of a pre-existing catastrophic illness policy.
- Training for managers, supervisors, and labor leaders to address HIV issues in the workplace. This includes imparting knowledge of the organization's policy and strengthening the ability of leaders and managers to exercise the skills necessary to address the full scope of HIV issues in the workplace.
- HIV/AIDS education for employees/workers to address HIV transmission, prevention practices, workplace issues, and the company's HIV policies in these and related areas; with the increased turnover and high mobility of today's workplace, it is necessary to continue with educational efforts consistent with sound training principles. Training sessions must be an ongoing process of information dissemination.
- HIV/AIDS education for employees'/workers' families through the employee/worker or directly from the employer to the family.
- HIV-related community service, volunteerism, and philanthropy, to encourage employees, managers, and labor leaders to engage in individual support of HIV/AIDS initiatives in their communities and to encourage corporate and labor union philanthropic support of HIV/AIDS initiatives.
These components, although initially developed for the American workplace, are now also being used internationally. More information about the international application of the BRTA/LRTA programs can be found in the Global Strategies for Global Companies section.
|
