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发表于 2004-8-2 03:37
An ILO code of practice
on HIV/AIDS
and the world of work
工作场所内HIV/AIDS相关指引 （国际劳工组织）
8. Testing
Testing for HIV should not be carried out at the workplace except as specified in this
code. It is unnecessary and imperils the human rights and dignity of workers: test results
may be revealed and misused, and the informed consent of workers may not always be
fully free or based on an appreciation of all the facts and implications of testing. Even
outside the workplace, confidential testing for HIV should be the consequence of voluntary
informed consent and performed by suitably qualified personnel only, in conditions
of the strictest confidentiality.
在工作场所中不应进行针对HIV的检测。这样的检测是不必要的并且会有害于工作者的人权和尊严： 测试结果可能会被泄漏和被滥用。 工作场所外的检测也只能在最严格的保密的条件下， 在当事人同意的情况下进行。
8.1. Prohibition in recruitment and employment
HIV testing should not be required at the time of recruitment or as a condition of
continued employment. Any routine medical testing, such as testing for fitness carried
out prior to the commencement of employment or on a regular basis for workers, should
not include mandatory HIV testing.
禁止在雇佣前或作为延续雇佣的条件进行HIV的检测。所有例行的体检不得包括强制性的HIV检验。
8.2. Prohibition for insurance purposes
禁止以保险目的的HIV检测
(a) HIV testing should not be required as a condition of eligibility for national social
security schemes, general insurance policies, occupational schemes and health
insurance.
(b) Insurance companies should not require HIV testing before agreeing to provide coverage
for a given workplace. They may base their cost and revenue estimates and
their actuarial calculations on available epidemiological data for the general population.
(c) Employers should not facilitate any testing for insurance purposes and all information
that they already have should remain confidential.
8.3. Epidemiological surveillance
疫情监控
Anonymous, unlinked surveillance or epidemiological HIV testing in the workplace
may occur provided it is undertaken in accordance with the ethical principles of scientific
research, professional ethics and the protection of individual rights and confidentiality.
Where such research is done, workers and employers should be consulted and informed
that it is occurring. The information obtained may not be used to discriminate against
individuals or groups of persons. Testing will not be considered anonymous if there is a
reasonable possibility that a person’s HIV status can be deduced from the results.
8.4. Voluntary testing
自愿检测
There may be situations where workers wish at their own initiative to be tested including
as part of voluntary testing programmes. Voluntary testing should normally be
carried out by the community health services and not at the workplace. Where adequate
medical services exist, voluntary testing may be undertaken at the request and with the
written informed consent of a worker, with advice from the workers’ representative if so
requested. It should be performed by suitably qualified personnel with adherence to
strict confidentiality and disclosure requirements. Gender-sensitive pre- and post-test
counselling, which facilitates an understanding of the nature and purpose of the HIV
tests, the advantages and disadvantages of the tests and the effect of the result upon the
worker, should form an essential part of any testing procedure.
8.5. Tests and treatment after occupational exposure
(a) Where there is a risk of exposure to human blood, body fluids or tissues, the workplace
should have procedures in place to manage the risk of such exposure and
occupational incidents.
(b) Following risk of exposure to potentially infected material (human blood, body fluids,
tissue) at the workplace, the worker should be immediately counselled to cope
with the incident, about the medical consequences, the desirability of testing for HIV
and the availability of post-exposure prophylaxis, and referred to appropriate medi |
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