Guidelines for a joint Labour-management workplace policy on AIDS.
"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
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"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
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) [#printed] => 1 [#children] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
[summary] => [format] => 3 [safe_value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
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[format] => [safe_value] => Guidelines for a joint Labour-management workplace policy on AIDS. ) ) ) [field_poster_image] => Array ( [und] => Array ( [0] => Array ( [fid] => 2379 [uid] => 121 [filename] => AP3813.jpg [uri] => public://aep_posters/AP3813.jpg [filemime] => image/jpeg [filesize] => 80113 [status] => 1 [timestamp] => 1297976465 [alt] => [title] => [width] => [height] => ) ) ) [field_timeline_date] => Array ( ) [field_location] => Array ( [und] => Array ( [0] => Array ( [value] => Hong Kong [format] => [safe_value] => Hong Kong ) ) ) [field_seealso] => Array ( [und] => Array ( [0] => Array ( [target_id] => 43265 ) [1] => Array ( [target_id] => 43266 ) ) ) [taxonomy_vocabulary_7] => Array ( [und] => Array ( [0] => Array ( [target_id] => 954 ) ) ) [locations] => Array ( [0] => Array ( [lid] => 2756 [name] => [street] => [additional] => [city] => [province] => [postal_code] => [country] => hk [latitude] => 0.000000 [longitude] => 0.000000 [source] => 0 [is_primary] => 0 [province_name] => [country_name] => Hong Kong S.A.R., China ) ) [location] => Array ( [lid] => 2756 [name] => [street] => [additional] => [city] => [province] => [postal_code] => [country] => hk [latitude] => 0.000000 [longitude] => 0.000000 [source] => 0 [is_primary] => 0 [province_name] => [country_name] => Hong Kong S.A.R., China ) [name] => admin [picture] => 0 [data] => a:3:{s:18:"admin_compact_mode";b:1;s:13:"form_build_id";s:37:"form-94f241486b19897f89670ad1a7ddfd03";s:7:"contact";i:0;} ) [access] => 1 ) [1] => Array ( [target_id] => 43265 [entity] => stdClass Object ( [vid] => 67854 [uid] => 1 [title] => Guidelines for a joint Labour-management workplace policy on AIDS. [log] => [status] => 1 [comment] => 2 [promote] => 0 [sticky] => 0 [nid] => 43265 [type] => aids_poster [language] => und [created] => 1291839281 [changed] => 1415911072 [tnid] => 0 [translate] => 0 [revision_timestamp] => 1415911072 [revision_uid] => 0 [body] => Array ( [und] => Array ( [0] => Array ( [value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
[summary] => [format] => 3 [safe_value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
[safe_summary] => ) ) ) [field_language] => Array ( [und] => Array ( [0] => Array ( [value] => English [format] => [safe_value] => English ) ) ) [field_date] => Array ( ) [field_otherholdings] => Array ( ) [field_latitude] => Array ( ) [field_longitude] => Array ( ) [field_alpha_title] => Array ( [und] => Array ( [0] => Array ( [value] => Guidelines for a joint labor-management workplace policy on AIDS [format] => [safe_value] => Guidelines for a joint labor-management workplace policy on AIDS ) ) ) [field_series] => Array ( ) [field_artist] => Array ( ) [field_creators_group] => Array ( [und] => Array ( [0] => Array ( [value] => Hong Kong. Department of Health. AIDS Unit [format] => [safe_value] => Hong Kong. Department of Health. AIDS Unit ) ) ) [field_width] => Array ( [und] => Array ( [0] => Array ( [value] => 42.0 ) ) ) [field_height] => Array ( [und] => Array ( [0] => Array ( [value] => 58.0 ) ) ) [field_poster_1] => Array ( [und] => Array ( [0] => Array ( [value] => AP3812.jpg [format] => [safe_value] => AP3812.jpg ) ) ) [field_poster_2] => Array ( ) [field_mature_flag] => Array ( ) [field_copyright] => Array ( ) [field_aep_description] => Array ( [und] => Array ( [0] => Array ( [value] => Text and seven graphic images. [format] => [safe_value] => Text and seven graphic images. ) ) ) [field_staffnote] => Array ( ) [field_aep_translation] => Array ( ) [field_trans_title] => Array ( ) [field_poster_image] => Array ( [und] => Array ( [0] => Array ( [fid] => 3997 [uid] => 121 [filename] => AP3812.jpg [uri] => public://aep_posters/AP3812.jpg [filemime] => image/jpeg [filesize] => 78536 [status] => 1 [timestamp] => 1296595448 [alt] => [title] => [width] => [height] => ) ) ) [field_timeline_date] => Array ( ) [field_location] => Array ( [und] => Array ( [0] => Array ( [value] => Hong Kong [format] => [safe_value] => Hong Kong ) ) ) [field_seealso] => Array ( [und] => Array ( [0] => Array ( [target_id] => 43266 ) [1] => Array ( [target_id] => 43266 ) ) ) [taxonomy_vocabulary_7] => Array ( [und] => Array ( [0] => Array ( [target_id] => 954 ) [1] => Array ( [target_id] => 1221 ) ) ) [locations] => Array ( [0] => Array ( [lid] => 2739 [name] => [street] => [additional] => [city] => [province] => [postal_code] => [country] => hk [latitude] => 0.000000 [longitude] => 0.000000 [source] => 0 [is_primary] => 0 [province_name] => [country_name] => Hong Kong S.A.R., China ) ) [location] => Array ( [lid] => 2739 [name] => [street] => [additional] => [city] => [province] => [postal_code] => [country] => hk [latitude] => 0.000000 [longitude] => 0.000000 [source] => 0 [is_primary] => 0 [province_name] => [country_name] => Hong Kong S.A.R., China ) [name] => admin [picture] => 0 [data] => a:3:{s:18:"admin_compact_mode";b:1;s:13:"form_build_id";s:37:"form-94f241486b19897f89670ad1a7ddfd03";s:7:"contact";i:0;} ) [access] => 1 ) ) ) [taxonomy_vocabulary_7] => Array ( [und] => Array ( [0] => Array ( [target_id] => 954 [entity] => stdClass Object ( [tid] => 954 [vid] => 7 [name] => AIDS (Disease)--Transmission--Prevention [description] => fst00793969 [format] => [weight] => 0 [vocabulary_machine_name] => vocabulary_7 ) [access] => 1 ) [1] => Array ( [target_id] => 1221 [entity] => stdClass Object ( [tid] => 1221 [vid] => 7 [name] => AIDS (Disease)--Prevention [description] => fst00793908 [format] => [weight] => 0 [vocabulary_machine_name] => vocabulary_7 ) [access] => 1 ) ) ) [locations] => Array ( [0] => Array ( [lid] => 2740 [name] => [street] => [additional] => [city] => [province] => [postal_code] => [country] => hk [latitude] => 0.000000 [longitude] => 0.000000 [source] => 0 [is_primary] => 0 [province_name] => [country_name] => Hong Kong S.A.R., China ) ) [location] => Array ( [lid] => 2740 [name] => [street] => [additional] => [city] => [province] => [postal_code] => [country] => hk [latitude] => 0.000000 [longitude] => 0.000000 [source] => 0 [is_primary] => 0 [province_name] => [country_name] => Hong Kong S.A.R., China ) [name] => admin [picture] => 0 [data] => a:3:{s:18:"admin_compact_mode";b:1;s:13:"form_build_id";s:37:"form-94f241486b19897f89670ad1a7ddfd03";s:7:"contact";i:0;} [entity_view_prepared] => 1 ) [#items] => Array ( [0] => Array ( [value] => English [format] => [safe_value] => English ) ) [#formatter] => text_default [0] => Array ( [#markup] => English ) ) [field_date] => [field_otherholdings] => [field_latitude] => [field_longitude] => [field_alpha_title] => Array ( [#theme] => field [#weight] => 34 [#title] => Search Title [#access] => 1 [#label_display] => inline [#view_mode] => full [#language] => und [#field_name] => field_alpha_title [#field_type] => text [#field_translatable] => 0 [#entity_type] => node [#bundle] => aids_poster [#object] => stdClass Object ( [vid] => 67855 [uid] => 1 [title] => Guidelines for a joint Labour-management workplace policy on AIDS. [log] => [status] => 1 [comment] => 2 [promote] => 0 [sticky] => 0 [nid] => 43266 [type] => aids_poster [language] => und [created] => 1291839281 [changed] => 1415911072 [tnid] => 0 [translate] => 0 [revision_timestamp] => 1415911072 [revision_uid] => 0 [body] => Array ( [und] => Array ( [0] => Array ( [value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
[summary] => [format] => 3 [safe_value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
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[format] => [safe_value] => Text and seven graphic images. ) ) ) [field_staffnote] => Array ( ) [field_aep_translation] => Array ( ) [field_trans_title] => Array ( ) [field_poster_image] => Array ( [und] => Array ( [0] => Array ( [fid] => 3998 [uid] => 121 [filename] => AP5341.jpg [uri] => public://aep_posters/AP5341.jpg [filemime] => image/jpeg [filesize] => 76421 [status] => 1 [timestamp] => 1296595463 [alt] => [title] => [width] => [height] => ) ) ) [field_timeline_date] => Array ( ) [field_location] => Array ( [und] => Array ( [0] => Array ( [value] => Hong Kong [format] => [safe_value] => Hong Kong ) ) ) [field_seealso] => Array ( [und] => Array ( [0] => Array ( [target_id] => 47566 [entity] => stdClass Object ( [vid] => 72155 [uid] => 1 [title] => [Guidelines for a joint Labour-management workplace policy on AIDS.] [log] => [status] => 1 [comment] => 2 [promote] => 0 [sticky] => 0 [nid] => 47566 [type] => aids_poster [language] => und [created] => 1291839589 [changed] => 1384456978 [tnid] => 0 [translate] => 0 [revision_timestamp] => 1384456978 [revision_uid] => 129 [body] => Array ( [und] => Array ( [0] => Array ( [value] => [summary] => [format] => 3 [safe_value] => [safe_summary] => ) ) ) [field_language] => Array ( [und] => Array ( [0] => Array ( [value] => Chinese [format] => [safe_value] => Chinese ) ) ) [field_date] => Array ( ) [field_otherholdings] => Array ( ) [field_latitude] => Array ( ) [field_longitude] => Array ( ) [field_alpha_title] => Array ( [und] => Array ( [0] => Array ( [value] => [Guidelines for a joint Labour-management workplace policy on AIDS.] [format] => [safe_value] => [Guidelines for a joint Labour-management workplace policy on AIDS.] ) ) ) [field_series] => Array ( ) [field_artist] => Array ( ) [field_creators_group] => Array ( [und] => Array ( [0] => Array ( [value] => Hong Kong. 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[format] => [safe_value] => Guidelines for a joint Labour-management workplace policy on AIDS. ) ) ) [field_poster_image] => Array ( [und] => Array ( [0] => Array ( [fid] => 2379 [uid] => 121 [filename] => AP3813.jpg [uri] => public://aep_posters/AP3813.jpg [filemime] => image/jpeg [filesize] => 80113 [status] => 1 [timestamp] => 1297976465 [alt] => [title] => [width] => [height] => ) ) ) [field_timeline_date] => Array ( ) [field_location] => Array ( [und] => Array ( [0] => Array ( [value] => Hong Kong [format] => [safe_value] => Hong Kong ) ) ) [field_seealso] => Array ( [und] => Array ( [0] => Array ( [target_id] => 43265 ) [1] => Array ( [target_id] => 43266 ) ) ) [taxonomy_vocabulary_7] => Array ( [und] => Array ( [0] => Array ( [target_id] => 954 ) ) ) [locations] => Array ( [0] => Array ( [lid] => 2756 [name] => [street] => [additional] => [city] => [province] => [postal_code] => [country] => hk [latitude] => 0.000000 [longitude] => 0.000000 [source] => 0 [is_primary] => 0 [province_name] => [country_name] => Hong Kong S.A.R., China ) ) [location] => Array ( [lid] => 2756 [name] => [street] => [additional] => [city] => [province] => [postal_code] => [country] => hk [latitude] => 0.000000 [longitude] => 0.000000 [source] => 0 [is_primary] => 0 [province_name] => [country_name] => Hong Kong S.A.R., China ) [name] => admin [picture] => 0 [data] => a:3:{s:18:"admin_compact_mode";b:1;s:13:"form_build_id";s:37:"form-94f241486b19897f89670ad1a7ddfd03";s:7:"contact";i:0;} ) [access] => 1 ) [1] => Array ( [target_id] => 43265 [entity] => stdClass Object ( [vid] => 67854 [uid] => 1 [title] => Guidelines for a joint Labour-management workplace policy on AIDS. [log] => [status] => 1 [comment] => 2 [promote] => 0 [sticky] => 0 [nid] => 43265 [type] => aids_poster [language] => und [created] => 1291839281 [changed] => 1415911072 [tnid] => 0 [translate] => 0 [revision_timestamp] => 1415911072 [revision_uid] => 0 [body] => Array ( [und] => Array ( [0] => Array ( [value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
[summary] => [format] => 3 [safe_value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
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[format] => [safe_value] => Guidelines for a joint Labour-Management workplace policy on AIDS. ) ) [#formatter] => text_default [0] => Array ( [#markup] => Guidelines for a joint Labour-Management workplace policy on AIDS. ) ) [field_series] => [field_artist] => [field_creators_group] => Array ( [#theme] => field [#weight] => 24 [#title] => Creators / Group [#access] => 1 [#label_display] => inline [#view_mode] => full [#language] => und [#field_name] => field_creators_group [#field_type] => text_long [#field_translatable] => 0 [#entity_type] => node [#bundle] => aids_poster [#object] => stdClass Object ( [vid] => 67855 [uid] => 1 [title] => Guidelines for a joint Labour-management workplace policy on AIDS. [log] => [status] => 1 [comment] => 2 [promote] => 0 [sticky] => 0 [nid] => 43266 [type] => aids_poster [language] => und [created] => 1291839281 [changed] => 1415911072 [tnid] => 0 [translate] => 0 [revision_timestamp] => 1415911072 [revision_uid] => 0 [body] => Array ( [und] => Array ( [0] => Array ( [value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
[summary] => [format] => 3 [safe_value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
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[log] => [status] => 1 [comment] => 2 [promote] => 0 [sticky] => 0 [nid] => 43265 [type] => aids_poster [language] => und [created] => 1291839281 [changed] => 1415911072 [tnid] => 0 [translate] => 0 [revision_timestamp] => 1415911072 [revision_uid] => 0 [body] => Array ( [und] => Array ( [0] => Array ( [value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
[summary] => [format] => 3 [safe_value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
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Department of Health. AIDS Unit [format] => [safe_value] => Hong Kong. Department of Health. AIDS Unit ) ) [#formatter] => text_default [0] => Array ( [#markup] => Hong Kong. Department of Health. AIDS Unit ) ) [field_width] => Array ( [#theme] => field [#weight] => 31 [#title] => Width [#access] => 1 [#label_display] => inline [#view_mode] => full [#language] => und [#field_name] => field_width [#field_type] => number_decimal [#field_translatable] => 0 [#entity_type] => node [#bundle] => aids_poster [#object] => stdClass Object ( [vid] => 67855 [uid] => 1 [title] => Guidelines for a joint Labour-management workplace policy on AIDS. [log] => [status] => 1 [comment] => 2 [promote] => 0 [sticky] => 0 [nid] => 43266 [type] => aids_poster [language] => und [created] => 1291839281 [changed] => 1415911072 [tnid] => 0 [translate] => 0 [revision_timestamp] => 1415911072 [revision_uid] => 0 [body] => Array ( [und] => Array ( [0] => Array ( [value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. 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[summary] => [format] => 3 [safe_value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
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Department of Health. AIDS Unit [format] => [safe_value] => Hong Kong. Department of Health. AIDS Unit ) ) ) [field_width] => Array ( [und] => Array ( [0] => Array ( [value] => 42.0 ) ) ) [field_height] => Array ( [und] => Array ( [0] => Array ( [value] => 58.0 ) ) ) [field_poster_1] => Array ( [und] => Array ( [0] => Array ( [value] => AP3813.jpg [format] => [safe_value] => AP3813.jpg ) ) ) [field_poster_2] => Array ( ) [field_mature_flag] => Array ( ) [field_copyright] => Array ( ) [field_aep_description] => Array ( [und] => Array ( [0] => Array ( [value] => Text with drawings. [format] => [safe_value] => Text with drawings. ) ) ) [field_staffnote] => Array ( ) [field_aep_translation] => Array ( ) [field_trans_title] => Array ( [und] => Array ( [0] => Array ( [value] => Guidelines for a joint Labour-management workplace policy on AIDS. [format] => [safe_value] => Guidelines for a joint Labour-management workplace policy on AIDS. ) ) ) [field_poster_image] => Array ( [und] => Array ( [0] => Array ( [fid] => 2379 [uid] => 121 [filename] => AP3813.jpg [uri] => public://aep_posters/AP3813.jpg [filemime] => image/jpeg [filesize] => 80113 [status] => 1 [timestamp] => 1297976465 [alt] => [title] => [width] => [height] => ) ) ) [field_timeline_date] => Array ( ) [field_location] => Array ( [und] => Array ( [0] => Array ( [value] => Hong Kong [format] => [safe_value] => Hong Kong ) ) ) [field_seealso] => Array ( [und] => Array ( [0] => Array ( [target_id] => 43265 ) [1] => Array ( [target_id] => 43266 ) ) ) [taxonomy_vocabulary_7] => Array ( [und] => Array ( [0] => Array ( [target_id] => 954 ) ) ) [locations] => Array ( [0] => Array ( [lid] => 2756 [name] => [street] => [additional] => [city] => [province] => [postal_code] => [country] => hk [latitude] => 0.000000 [longitude] => 0.000000 [source] => 0 [is_primary] => 0 [province_name] => [country_name] => Hong Kong S.A.R., China ) ) [location] => Array ( [lid] => 2756 [name] => [street] => [additional] => [city] => [province] => [postal_code] => [country] => hk [latitude] => 0.000000 [longitude] => 0.000000 [source] => 0 [is_primary] => 0 [province_name] => [country_name] => Hong Kong S.A.R., China ) [name] => admin [picture] => 0 [data] => a:3:{s:18:"admin_compact_mode";b:1;s:13:"form_build_id";s:37:"form-94f241486b19897f89670ad1a7ddfd03";s:7:"contact";i:0;} ) [access] => 1 ) [1] => Array ( [target_id] => 43265 [entity] => stdClass Object ( [vid] => 67854 [uid] => 1 [title] => Guidelines for a joint Labour-management workplace policy on AIDS. [log] => [status] => 1 [comment] => 2 [promote] => 0 [sticky] => 0 [nid] => 43265 [type] => aids_poster [language] => und [created] => 1291839281 [changed] => 1415911072 [tnid] => 0 [translate] => 0 [revision_timestamp] => 1415911072 [revision_uid] => 0 [body] => Array ( [und] => Array ( [0] => Array ( [value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
[summary] => [format] => 3 [safe_value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
[safe_summary] => ) ) ) [field_language] => Array ( [und] => Array ( [0] => Array ( [value] => English [format] => [safe_value] => English ) ) ) [field_date] => Array ( ) [field_otherholdings] => Array ( ) [field_latitude] => Array ( ) [field_longitude] => Array ( ) [field_alpha_title] => Array ( [und] => Array ( [0] => Array ( [value] => Guidelines for a joint labor-management workplace policy on AIDS [format] => [safe_value] => Guidelines for a joint labor-management workplace policy on AIDS ) ) ) [field_series] => Array ( ) [field_artist] => Array ( ) [field_creators_group] => Array ( [und] => Array ( [0] => Array ( [value] => Hong Kong. Department of Health. AIDS Unit [format] => [safe_value] => Hong Kong. Department of Health. AIDS Unit ) ) ) [field_width] => Array ( [und] => Array ( [0] => Array ( [value] => 42.0 ) ) ) [field_height] => Array ( [und] => Array ( [0] => Array ( [value] => 58.0 ) ) ) [field_poster_1] => Array ( [und] => Array ( [0] => Array ( [value] => AP3812.jpg [format] => [safe_value] => AP3812.jpg ) ) ) [field_poster_2] => Array ( ) [field_mature_flag] => Array ( ) [field_copyright] => Array ( ) [field_aep_description] => Array ( [und] => Array ( [0] => Array ( [value] => Text and seven graphic images. [format] => [safe_value] => Text and seven graphic images. ) ) ) [field_staffnote] => Array ( ) [field_aep_translation] => Array ( ) [field_trans_title] => Array ( ) [field_poster_image] => Array ( [und] => Array ( [0] => Array ( [fid] => 3997 [uid] => 121 [filename] => AP3812.jpg [uri] => public://aep_posters/AP3812.jpg [filemime] => image/jpeg [filesize] => 78536 [status] => 1 [timestamp] => 1296595448 [alt] => [title] => [width] => [height] => ) ) ) [field_timeline_date] => Array ( ) [field_location] => Array ( [und] => Array ( [0] => Array ( [value] => Hong Kong [format] => [safe_value] => Hong Kong ) ) ) [field_seealso] => Array ( [und] => Array ( [0] => Array ( [target_id] => 43266 ) [1] => Array ( [target_id] => 43266 ) ) ) [taxonomy_vocabulary_7] => Array ( [und] => Array ( [0] => Array ( [target_id] => 954 ) [1] => Array ( [target_id] => 1221 ) ) ) [locations] => Array ( [0] => Array ( [lid] => 2739 [name] => [street] => [additional] => [city] => [province] => [postal_code] => [country] => hk [latitude] => 0.000000 [longitude] => 0.000000 [source] => 0 [is_primary] => 0 [province_name] => [country_name] => Hong Kong S.A.R., China ) ) [location] => Array ( [lid] => 2739 [name] => [street] => [additional] => [city] => [province] => [postal_code] => [country] => hk [latitude] => 0.000000 [longitude] => 0.000000 [source] => 0 [is_primary] => 0 [province_name] => [country_name] => Hong Kong S.A.R., China ) [name] => admin [picture] => 0 [data] => a:3:{s:18:"admin_compact_mode";b:1;s:13:"form_build_id";s:37:"form-94f241486b19897f89670ad1a7ddfd03";s:7:"contact";i:0;} ) [access] => 1 ) ) ) [taxonomy_vocabulary_7] => Array ( [und] => Array ( [0] => Array ( [target_id] => 954 [entity] => stdClass Object ( [tid] => 954 [vid] => 7 [name] => AIDS (Disease)--Transmission--Prevention [description] => fst00793969 [format] => [weight] => 0 [vocabulary_machine_name] => vocabulary_7 ) [access] => 1 ) [1] => Array ( [target_id] => 1221 [entity] => stdClass Object ( [tid] => 1221 [vid] => 7 [name] => AIDS (Disease)--Prevention [description] => fst00793908 [format] => [weight] => 0 [vocabulary_machine_name] => vocabulary_7 ) [access] => 1 ) ) ) [locations] => Array ( [0] => Array ( [lid] => 2740 [name] => [street] => [additional] => [city] => [province] => [postal_code] => [country] => hk [latitude] => 0.000000 [longitude] => 0.000000 [source] => 0 [is_primary] => 0 [province_name] => [country_name] => Hong Kong S.A.R., China ) ) [location] => Array ( [lid] => 2740 [name] => [street] => [additional] => [city] => [province] => [postal_code] => [country] => hk [latitude] => 0.000000 [longitude] => 0.000000 [source] => 0 [is_primary] => 0 [province_name] => [country_name] => Hong Kong S.A.R., China ) [name] => admin [picture] => 0 [data] => a:3:{s:18:"admin_compact_mode";b:1;s:13:"form_build_id";s:37:"form-94f241486b19897f89670ad1a7ddfd03";s:7:"contact";i:0;} [entity_view_prepared] => 1 ) [#items] => Array ( [0] => Array ( [value] => 59.5 ) ) [#formatter] => number_decimal [0] => Array ( [#markup] => 59.50cm ) ) [field_height] => Array ( [#theme] => field [#weight] => 32 [#title] => Height [#access] => 1 [#label_display] => inline [#view_mode] => full [#language] => und [#field_name] => field_height [#field_type] => number_decimal [#field_translatable] => 0 [#entity_type] => node [#bundle] => aids_poster [#object] => stdClass Object ( [vid] => 67855 [uid] => 1 [title] => Guidelines for a joint Labour-management workplace policy on AIDS. [log] => [status] => 1 [comment] => 2 [promote] => 0 [sticky] => 0 [nid] => 43266 [type] => aids_poster [language] => und [created] => 1291839281 [changed] => 1415911072 [tnid] => 0 [translate] => 0 [revision_timestamp] => 1415911072 [revision_uid] => 0 [body] => Array ( [und] => Array ( [0] => Array ( [value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
[summary] => [format] => 3 [safe_value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
[safe_summary] => ) ) ) [field_language] => Array ( [und] => Array ( [0] => Array ( [value] => English [format] => [safe_value] => English ) ) ) [field_date] => Array ( ) [field_otherholdings] => Array ( ) [field_latitude] => Array ( ) [field_longitude] => Array ( ) [field_alpha_title] => Array ( [und] => Array ( [0] => Array ( [value] => Guidelines for a joint Labour-Management workplace policy on AIDS. [format] => [safe_value] => Guidelines for a joint Labour-Management workplace policy on AIDS. ) ) ) [field_series] => Array ( ) [field_artist] => Array ( ) [field_creators_group] => Array ( [und] => Array ( [0] => Array ( [value] => Hong Kong. Department of Health. AIDS Unit [format] => [safe_value] => Hong Kong. Department of Health. AIDS Unit ) ) ) [field_width] => Array ( [und] => Array ( [0] => Array ( [value] => 59.5 ) ) ) [field_height] => Array ( [und] => Array ( [0] => Array ( [value] => 84.5 ) ) ) [field_poster_1] => Array ( [und] => Array ( [0] => Array ( [value] => AP5341.jpg [format] => [safe_value] => AP5341.jpg ) ) ) [field_poster_2] => Array ( ) [field_mature_flag] => Array ( ) [field_copyright] => Array ( ) [field_aep_description] => Array ( [und] => Array ( [0] => Array ( [value] => Text and seven graphic images. [format] => [safe_value] => Text and seven graphic images. ) ) ) [field_staffnote] => Array ( ) [field_aep_translation] => Array ( ) [field_trans_title] => Array ( ) [field_poster_image] => Array ( [und] => Array ( [0] => Array ( [fid] => 3998 [uid] => 121 [filename] => AP5341.jpg [uri] => public://aep_posters/AP5341.jpg [filemime] => image/jpeg [filesize] => 76421 [status] => 1 [timestamp] => 1296595463 [alt] => [title] => [width] => [height] => ) ) ) [field_timeline_date] => Array ( ) [field_location] => Array ( [und] => Array ( [0] => Array ( [value] => Hong Kong [format] => [safe_value] => Hong Kong ) ) ) [field_seealso] => Array ( [und] => Array ( [0] => Array ( [target_id] => 47566 [entity] => stdClass Object ( [vid] => 72155 [uid] => 1 [title] => [Guidelines for a joint Labour-management workplace policy on AIDS.] [log] => [status] => 1 [comment] => 2 [promote] => 0 [sticky] => 0 [nid] => 47566 [type] => aids_poster [language] => und [created] => 1291839589 [changed] => 1384456978 [tnid] => 0 [translate] => 0 [revision_timestamp] => 1384456978 [revision_uid] => 129 [body] => Array ( [und] => Array ( [0] => Array ( [value] => [summary] => [format] => 3 [safe_value] => [safe_summary] => ) ) ) [field_language] => Array ( [und] => Array ( [0] => Array ( [value] => Chinese [format] => [safe_value] => Chinese ) ) ) [field_date] => Array ( ) [field_otherholdings] => Array ( ) [field_latitude] => Array ( ) [field_longitude] => Array ( ) [field_alpha_title] => Array ( [und] => Array ( [0] => Array ( [value] => [Guidelines for a joint Labour-management workplace policy on AIDS.] [format] => [safe_value] => [Guidelines for a joint Labour-management workplace policy on AIDS.] ) ) ) [field_series] => Array ( ) [field_artist] => Array ( ) [field_creators_group] => Array ( [und] => Array ( [0] => Array ( [value] => Hong Kong. Department of Health. AIDS Unit [format] => [safe_value] => Hong Kong. Department of Health. AIDS Unit ) ) ) [field_width] => Array ( [und] => Array ( [0] => Array ( [value] => 42.0 ) ) ) [field_height] => Array ( [und] => Array ( [0] => Array ( [value] => 58.0 ) ) ) [field_poster_1] => Array ( [und] => Array ( [0] => Array ( [value] => AP3813.jpg [format] => [safe_value] => AP3813.jpg ) ) ) [field_poster_2] => Array ( ) [field_mature_flag] => Array ( ) [field_copyright] => Array ( ) [field_aep_description] => Array ( [und] => Array ( [0] => Array ( [value] => Text with drawings. [format] => [safe_value] => Text with drawings. ) ) ) [field_staffnote] => Array ( ) [field_aep_translation] => Array ( ) [field_trans_title] => Array ( [und] => Array ( [0] => Array ( [value] => Guidelines for a joint Labour-management workplace policy on AIDS. [format] => [safe_value] => Guidelines for a joint Labour-management workplace policy on AIDS. ) ) ) [field_poster_image] => Array ( [und] => Array ( [0] => Array ( [fid] => 2379 [uid] => 121 [filename] => AP3813.jpg [uri] => public://aep_posters/AP3813.jpg [filemime] => image/jpeg [filesize] => 80113 [status] => 1 [timestamp] => 1297976465 [alt] => [title] => [width] => [height] => ) ) ) [field_timeline_date] => Array ( ) [field_location] => Array ( [und] => Array ( [0] => Array ( [value] => Hong Kong [format] => [safe_value] => Hong Kong ) ) ) [field_seealso] => Array ( [und] => Array ( [0] => Array ( [target_id] => 43265 ) [1] => Array ( [target_id] => 43266 ) ) ) [taxonomy_vocabulary_7] => Array ( [und] => Array ( [0] => Array ( [target_id] => 954 ) ) ) [locations] => Array ( [0] => Array ( [lid] => 2756 [name] => [street] => [additional] => [city] => [province] => [postal_code] => [country] => hk [latitude] => 0.000000 [longitude] => 0.000000 [source] => 0 [is_primary] => 0 [province_name] => [country_name] => Hong Kong S.A.R., China ) ) [location] => Array ( [lid] => 2756 [name] => [street] => [additional] => [city] => [province] => [postal_code] => [country] => hk [latitude] => 0.000000 [longitude] => 0.000000 [source] => 0 [is_primary] => 0 [province_name] => [country_name] => Hong Kong S.A.R., China ) [name] => admin [picture] => 0 [data] => a:3:{s:18:"admin_compact_mode";b:1;s:13:"form_build_id";s:37:"form-94f241486b19897f89670ad1a7ddfd03";s:7:"contact";i:0;} ) [access] => 1 ) [1] => Array ( [target_id] => 43265 [entity] => stdClass Object ( [vid] => 67854 [uid] => 1 [title] => Guidelines for a joint Labour-management workplace policy on AIDS. [log] => [status] => 1 [comment] => 2 [promote] => 0 [sticky] => 0 [nid] => 43265 [type] => aids_poster [language] => und [created] => 1291839281 [changed] => 1415911072 [tnid] => 0 [translate] => 0 [revision_timestamp] => 1415911072 [revision_uid] => 0 [body] => Array ( [und] => Array ( [0] => Array ( [value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
[summary] => [format] => 3 [safe_value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
[safe_summary] => ) ) ) [field_language] => Array ( [und] => Array ( [0] => Array ( [value] => English [format] => [safe_value] => English ) ) ) [field_date] => Array ( ) [field_otherholdings] => Array ( ) [field_latitude] => Array ( ) [field_longitude] => Array ( ) [field_alpha_title] => Array ( [und] => Array ( [0] => Array ( [value] => Guidelines for a joint labor-management workplace policy on AIDS [format] => [safe_value] => Guidelines for a joint labor-management workplace policy on AIDS ) ) ) [field_series] => Array ( ) [field_artist] => Array ( ) [field_creators_group] => Array ( [und] => Array ( [0] => Array ( [value] => Hong Kong. Department of Health. AIDS Unit [format] => [safe_value] => Hong Kong. Department of Health. AIDS Unit ) ) ) [field_width] => Array ( [und] => Array ( [0] => Array ( [value] => 42.0 ) ) ) [field_height] => Array ( [und] => Array ( [0] => Array ( [value] => 58.0 ) ) ) [field_poster_1] => Array ( [und] => Array ( [0] => Array ( [value] => AP3812.jpg [format] => [safe_value] => AP3812.jpg ) ) ) [field_poster_2] => Array ( ) [field_mature_flag] => Array ( ) [field_copyright] => Array ( ) [field_aep_description] => Array ( [und] => Array ( [0] => Array ( [value] => Text and seven graphic images. [format] => [safe_value] => Text and seven graphic images. ) ) ) [field_staffnote] => Array ( ) [field_aep_translation] => Array ( ) [field_trans_title] => Array ( ) [field_poster_image] => Array ( [und] => Array ( [0] => Array ( [fid] => 3997 [uid] => 121 [filename] => AP3812.jpg [uri] => public://aep_posters/AP3812.jpg [filemime] => image/jpeg [filesize] => 78536 [status] => 1 [timestamp] => 1296595448 [alt] => [title] => [width] => [height] => ) ) ) [field_timeline_date] => Array ( ) [field_location] => Array ( [und] => Array ( [0] => Array ( [value] => Hong Kong [format] => [safe_value] => Hong Kong ) ) ) [field_seealso] => Array ( [und] => Array ( [0] => Array ( [target_id] => 43266 ) [1] => Array ( [target_id] => 43266 ) ) ) [taxonomy_vocabulary_7] => Array ( [und] => Array ( [0] => Array ( [target_id] => 954 ) [1] => Array ( [target_id] => 1221 ) ) ) [locations] => Array ( [0] => Array ( [lid] => 2739 [name] => [street] => [additional] => [city] => [province] => [postal_code] => [country] => hk [latitude] => 0.000000 [longitude] => 0.000000 [source] => 0 [is_primary] => 0 [province_name] => [country_name] => Hong Kong S.A.R., China ) ) [location] => Array ( [lid] => 2739 [name] => [street] => [additional] => [city] => [province] => [postal_code] => [country] => hk [latitude] => 0.000000 [longitude] => 0.000000 [source] => 0 [is_primary] => 0 [province_name] => [country_name] => Hong Kong S.A.R., China ) [name] => admin [picture] => 0 [data] => a:3:{s:18:"admin_compact_mode";b:1;s:13:"form_build_id";s:37:"form-94f241486b19897f89670ad1a7ddfd03";s:7:"contact";i:0;} ) [access] => 1 ) ) ) [taxonomy_vocabulary_7] => Array ( [und] => Array ( [0] => Array ( [target_id] => 954 [entity] => stdClass Object ( [tid] => 954 [vid] => 7 [name] => AIDS (Disease)--Transmission--Prevention [description] => fst00793969 [format] => [weight] => 0 [vocabulary_machine_name] => vocabulary_7 ) [access] => 1 ) [1] => Array ( [target_id] => 1221 [entity] => stdClass Object ( [tid] => 1221 [vid] => 7 [name] => AIDS (Disease)--Prevention [description] => fst00793908 [format] => [weight] => 0 [vocabulary_machine_name] => vocabulary_7 ) [access] => 1 ) ) ) [locations] => Array ( [0] => Array ( [lid] => 2740 [name] => [street] => [additional] => [city] => [province] => [postal_code] => [country] => hk [latitude] => 0.000000 [longitude] => 0.000000 [source] => 0 [is_primary] => 0 [province_name] => [country_name] => Hong Kong S.A.R., China ) ) [location] => Array ( [lid] => 2740 [name] => [street] => [additional] => [city] => [province] => [postal_code] => [country] => hk [latitude] => 0.000000 [longitude] => 0.000000 [source] => 0 [is_primary] => 0 [province_name] => [country_name] => Hong Kong S.A.R., China ) [name] => admin [picture] => 0 [data] => a:3:{s:18:"admin_compact_mode";b:1;s:13:"form_build_id";s:37:"form-94f241486b19897f89670ad1a7ddfd03";s:7:"contact";i:0;} [entity_view_prepared] => 1 ) [#items] => Array ( [0] => Array ( [value] => 84.5 ) ) [#formatter] => number_decimal [0] => Array ( [#markup] => 84.50cm ) ) [field_aep_description] => Array ( [#theme] => field [#weight] => 19 [#title] => Description [#access] => 1 [#label_display] => inline [#view_mode] => full [#language] => und [#field_name] => field_aep_description [#field_type] => text_long [#field_translatable] => 0 [#entity_type] => node [#bundle] => aids_poster [#object] => stdClass Object ( [vid] => 67855 [uid] => 1 [title] => Guidelines for a joint Labour-management workplace policy on AIDS. [log] => [status] => 1 [comment] => 2 [promote] => 0 [sticky] => 0 [nid] => 43266 [type] => aids_poster [language] => und [created] => 1291839281 [changed] => 1415911072 [tnid] => 0 [translate] => 0 [revision_timestamp] => 1415911072 [revision_uid] => 0 [body] => Array ( [und] => Array ( [0] => Array ( [value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
[summary] => [format] => 3 [safe_value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
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[log] => [status] => 1 [comment] => 2 [promote] => 0 [sticky] => 0 [nid] => 43265 [type] => aids_poster [language] => und [created] => 1291839281 [changed] => 1415911072 [tnid] => 0 [translate] => 0 [revision_timestamp] => 1415911072 [revision_uid] => 0 [body] => Array ( [und] => Array ( [0] => Array ( [value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
[summary] => [format] => 3 [safe_value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
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[format] => [safe_value] => Text and seven graphic images. ) ) ) [field_staffnote] => Array ( ) [field_aep_translation] => Array ( ) [field_trans_title] => Array ( ) [field_poster_image] => Array ( [und] => Array ( [0] => Array ( [fid] => 3997 [uid] => 121 [filename] => AP3812.jpg [uri] => public://aep_posters/AP3812.jpg [filemime] => image/jpeg [filesize] => 78536 [status] => 1 [timestamp] => 1296595448 [alt] => [title] => [width] => [height] => ) ) ) [field_timeline_date] => Array ( ) [field_location] => Array ( [und] => Array ( [0] => Array ( [value] => Hong Kong [format] => [safe_value] => Hong Kong ) ) ) [field_seealso] => Array ( [und] => Array ( [0] => Array ( [target_id] => 43266 ) [1] => Array ( [target_id] => 43266 ) ) ) [taxonomy_vocabulary_7] => Array ( [und] => Array ( [0] => Array ( [target_id] => 954 ) [1] => Array ( [target_id] => 1221 ) ) ) [locations] => Array ( [0] => Array ( [lid] => 2739 [name] => [street] => [additional] => [city] => [province] => [postal_code] => [country] => hk [latitude] => 0.000000 [longitude] => 0.000000 [source] => 0 [is_primary] => 0 [province_name] => [country_name] => Hong Kong S.A.R., China ) ) [location] => Array ( [lid] => 2739 [name] => [street] => [additional] => [city] => [province] => [postal_code] => [country] => hk [latitude] => 0.000000 [longitude] => 0.000000 [source] => 0 [is_primary] => 0 [province_name] => [country_name] => Hong Kong S.A.R., China ) [name] => admin [picture] => 0 [data] => a:3:{s:18:"admin_compact_mode";b:1;s:13:"form_build_id";s:37:"form-94f241486b19897f89670ad1a7ddfd03";s:7:"contact";i:0;} ) [access] => 1 ) ) ) [taxonomy_vocabulary_7] => Array ( [und] => Array ( [0] => Array ( [target_id] => 954 [entity] => stdClass Object ( [tid] => 954 [vid] => 7 [name] => AIDS (Disease)--Transmission--Prevention [description] => fst00793969 [format] => [weight] => 0 [vocabulary_machine_name] => vocabulary_7 ) [access] => 1 ) [1] => Array ( [target_id] => 1221 [entity] => stdClass Object ( [tid] => 1221 [vid] => 7 [name] => AIDS (Disease)--Prevention [description] => fst00793908 [format] => [weight] => 0 [vocabulary_machine_name] => vocabulary_7 ) [access] => 1 ) ) ) [locations] => Array ( [0] => Array ( [lid] => 2740 [name] => [street] => [additional] => [city] => [province] => [postal_code] => [country] => hk [latitude] => 0.000000 [longitude] => 0.000000 [source] => 0 [is_primary] => 0 [province_name] => [country_name] => Hong Kong S.A.R., China ) ) [location] => Array ( [lid] => 2740 [name] => [street] => [additional] => [city] => [province] => [postal_code] => [country] => hk [latitude] => 0.000000 [longitude] => 0.000000 [source] => 0 [is_primary] => 0 [province_name] => [country_name] => Hong Kong S.A.R., China ) [name] => admin [picture] => 0 [data] => a:3:{s:18:"admin_compact_mode";b:1;s:13:"form_build_id";s:37:"form-94f241486b19897f89670ad1a7ddfd03";s:7:"contact";i:0;} [entity_view_prepared] => 1 ) [#items] => Array ( [0] => Array ( [value] => Text and seven graphic images. [format] => [safe_value] => Text and seven graphic images. ) ) [#formatter] => text_default [0] => Array ( [#markup] => Text and seven graphic images. ) ) [field_aep_translation] => [field_trans_title] => [field_timeline_date] => [field_location] => Array ( [#theme] => field [#weight] => 25 [#title] => Locale [#access] => 1 [#label_display] => inline [#view_mode] => full [#language] => und [#field_name] => field_location [#field_type] => text [#field_translatable] => 0 [#entity_type] => node [#bundle] => aids_poster [#object] => stdClass Object ( [vid] => 67855 [uid] => 1 [title] => Guidelines for a joint Labour-management workplace policy on AIDS. [log] => [status] => 1 [comment] => 2 [promote] => 0 [sticky] => 0 [nid] => 43266 [type] => aids_poster [language] => und [created] => 1291839281 [changed] => 1415911072 [tnid] => 0 [translate] => 0 [revision_timestamp] => 1415911072 [revision_uid] => 0 [body] => Array ( [und] => Array ( [0] => Array ( [value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
[summary] => [format] => 3 [safe_value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
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[log] => [status] => 1 [comment] => 2 [promote] => 0 [sticky] => 0 [nid] => 43265 [type] => aids_poster [language] => und [created] => 1291839281 [changed] => 1415911072 [tnid] => 0 [translate] => 0 [revision_timestamp] => 1415911072 [revision_uid] => 0 [body] => Array ( [und] => Array ( [0] => Array ( [value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
[summary] => [format] => 3 [safe_value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
[safe_summary] => ) ) ) [field_language] => Array ( [und] => Array ( [0] => Array ( [value] => English [format] => [safe_value] => English ) ) ) [field_date] => Array ( ) [field_otherholdings] => Array ( ) [field_latitude] => Array ( ) [field_longitude] => Array ( ) [field_alpha_title] => Array ( [und] => Array ( [0] => Array ( [value] => Guidelines for a joint labor-management workplace policy on AIDS [format] => [safe_value] => Guidelines for a joint labor-management workplace policy on AIDS ) ) ) [field_series] => Array ( ) [field_artist] => Array ( ) [field_creators_group] => Array ( [und] => Array ( [0] => Array ( [value] => Hong Kong. Department of Health. AIDS Unit [format] => [safe_value] => Hong Kong. Department of Health. 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[log] => [status] => 1 [comment] => 2 [promote] => 0 [sticky] => 0 [nid] => 43266 [type] => aids_poster [language] => und [created] => 1291839281 [changed] => 1415911072 [tnid] => 0 [translate] => 0 [revision_timestamp] => 1415911072 [revision_uid] => 0 [body] => Array ( [und] => Array ( [0] => Array ( [value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
[summary] => [format] => 3 [safe_value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
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[log] => [status] => 1 [comment] => 2 [promote] => 0 [sticky] => 0 [nid] => 43265 [type] => aids_poster [language] => und [created] => 1291839281 [changed] => 1415911072 [tnid] => 0 [translate] => 0 [revision_timestamp] => 1415911072 [revision_uid] => 0 [body] => Array ( [und] => Array ( [0] => Array ( [value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
[summary] => [format] => 3 [safe_value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
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Department of Health. AIDS Unit [format] => [safe_value] => Hong Kong. Department of Health. AIDS Unit ) ) ) [field_width] => Array ( [und] => Array ( [0] => Array ( [value] => 42.0 ) ) ) [field_height] => Array ( [und] => Array ( [0] => Array ( [value] => 58.0 ) ) ) [field_poster_1] => Array ( [und] => Array ( [0] => Array ( [value] => AP3813.jpg [format] => [safe_value] => AP3813.jpg ) ) ) [field_poster_2] => Array ( ) [field_mature_flag] => Array ( ) [field_copyright] => Array ( ) [field_aep_description] => Array ( [und] => Array ( [0] => Array ( [value] => Text with drawings. [format] => [safe_value] => Text with drawings. ) ) ) [field_staffnote] => Array ( ) [field_aep_translation] => Array ( ) [field_trans_title] => Array ( [und] => Array ( [0] => Array ( [value] => Guidelines for a joint Labour-management workplace policy on AIDS. [format] => [safe_value] => Guidelines for a joint Labour-management workplace policy on AIDS. ) ) ) [field_poster_image] => Array ( [und] => Array ( [0] => Array ( [fid] => 2379 [uid] => 121 [filename] => AP3813.jpg [uri] => public://aep_posters/AP3813.jpg [filemime] => image/jpeg [filesize] => 80113 [status] => 1 [timestamp] => 1297976465 [alt] => [title] => [width] => [height] => ) ) ) [field_timeline_date] => Array ( ) [field_location] => Array ( [und] => Array ( [0] => Array ( [value] => Hong Kong [format] => [safe_value] => Hong Kong ) ) ) [field_seealso] => Array ( [und] => Array ( [0] => Array ( [target_id] => 43265 ) [1] => Array ( [target_id] => 43266 ) ) ) [taxonomy_vocabulary_7] => Array ( [und] => Array ( [0] => Array ( [target_id] => 954 ) ) ) [locations] => Array ( [0] => Array ( [lid] => 2756 [name] => [street] => [additional] => [city] => [province] => [postal_code] => [country] => hk [latitude] => 0.000000 [longitude] => 0.000000 [source] => 0 [is_primary] => 0 [province_name] => [country_name] => Hong Kong S.A.R., China ) ) [location] => Array ( [lid] => 2756 [name] => [street] => [additional] => [city] => [province] => [postal_code] => [country] => hk [latitude] => 0.000000 [longitude] => 0.000000 [source] => 0 [is_primary] => 0 [province_name] => [country_name] => Hong Kong S.A.R., China ) [name] => admin [picture] => 0 [data] => a:3:{s:18:"admin_compact_mode";b:1;s:13:"form_build_id";s:37:"form-94f241486b19897f89670ad1a7ddfd03";s:7:"contact";i:0;} ) [access] => 1 ) [1] => Array ( [target_id] => 43265 [entity] => stdClass Object ( [vid] => 67854 [uid] => 1 [title] => Guidelines for a joint Labour-management workplace policy on AIDS. [log] => [status] => 1 [comment] => 2 [promote] => 0 [sticky] => 0 [nid] => 43265 [type] => aids_poster [language] => und [created] => 1291839281 [changed] => 1415911072 [tnid] => 0 [translate] => 0 [revision_timestamp] => 1415911072 [revision_uid] => 0 [body] => Array ( [und] => Array ( [0] => Array ( [value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
[summary] => [format] => 3 [safe_value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
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[#item] => Array ( [target_id] => 43265 [entity] => stdClass Object ( [vid] => 67854 [uid] => 1 [title] => Guidelines for a joint Labour-management workplace policy on AIDS. [log] => [status] => 1 [comment] => 2 [promote] => 0 [sticky] => 0 [nid] => 43265 [type] => aids_poster [language] => und [created] => 1291839281 [changed] => 1415911072 [tnid] => 0 [translate] => 0 [revision_timestamp] => 1415911072 [revision_uid] => 0 [body] => Array ( [und] => Array ( [0] => Array ( [value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
[summary] => [format] => 3 [safe_value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
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[summary] => [format] => 3 [safe_value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
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Department of Health. AIDS Unit [format] => [safe_value] => Hong Kong. Department of Health. AIDS Unit ) ) ) [field_width] => Array ( [und] => Array ( [0] => Array ( [value] => 42.0 ) ) ) [field_height] => Array ( [und] => Array ( [0] => Array ( [value] => 58.0 ) ) ) [field_poster_1] => Array ( [und] => Array ( [0] => Array ( [value] => AP3813.jpg [format] => [safe_value] => AP3813.jpg ) ) ) [field_poster_2] => Array ( ) [field_mature_flag] => Array ( ) [field_copyright] => Array ( ) [field_aep_description] => Array ( [und] => Array ( [0] => Array ( [value] => Text with drawings. [format] => [safe_value] => Text with drawings. ) ) ) [field_staffnote] => Array ( ) [field_aep_translation] => Array ( ) [field_trans_title] => Array ( [und] => Array ( [0] => Array ( [value] => Guidelines for a joint Labour-management workplace policy on AIDS. [format] => [safe_value] => Guidelines for a joint Labour-management workplace policy on AIDS. ) ) ) [field_poster_image] => Array ( [und] => Array ( [0] => Array ( [fid] => 2379 [uid] => 121 [filename] => AP3813.jpg [uri] => public://aep_posters/AP3813.jpg [filemime] => image/jpeg [filesize] => 80113 [status] => 1 [timestamp] => 1297976465 [alt] => [title] => [width] => [height] => ) ) ) [field_timeline_date] => Array ( ) [field_location] => Array ( [und] => Array ( [0] => Array ( [value] => Hong Kong [format] => [safe_value] => Hong Kong ) ) ) [field_seealso] => Array ( [und] => Array ( [0] => Array ( [target_id] => 43265 ) [1] => Array ( [target_id] => 43266 ) ) ) [taxonomy_vocabulary_7] => Array ( [und] => Array ( [0] => Array ( [target_id] => 954 ) ) ) [locations] => Array ( [0] => Array ( [lid] => 2756 [name] => [street] => [additional] => [city] => [province] => [postal_code] => [country] => hk [latitude] => 0.000000 [longitude] => 0.000000 [source] => 0 [is_primary] => 0 [province_name] => [country_name] => Hong Kong S.A.R., China ) ) [location] => Array ( [lid] => 2756 [name] => [street] => [additional] => [city] => [province] => [postal_code] => [country] => hk [latitude] => 0.000000 [longitude] => 0.000000 [source] => 0 [is_primary] => 0 [province_name] => [country_name] => Hong Kong S.A.R., China ) [name] => admin [picture] => 0 [data] => a:3:{s:18:"admin_compact_mode";b:1;s:13:"form_build_id";s:37:"form-94f241486b19897f89670ad1a7ddfd03";s:7:"contact";i:0;} ) [access] => 1 ) [1] => Array ( [target_id] => 43265 [entity] => stdClass Object ( [vid] => 67854 [uid] => 1 [title] => Guidelines for a joint Labour-management workplace policy on AIDS. [log] => [status] => 1 [comment] => 2 [promote] => 0 [sticky] => 0 [nid] => 43265 [type] => aids_poster [language] => und [created] => 1291839281 [changed] => 1415911072 [tnid] => 0 [translate] => 0 [revision_timestamp] => 1415911072 [revision_uid] => 0 [body] => Array ( [und] => Array ( [0] => Array ( [value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
[summary] => [format] => 3 [safe_value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
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Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
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[summary] => [format] => 3 [safe_value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
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[format] => [safe_value] => Guidelines for a joint Labour-management workplace policy on AIDS. ) ) ) [field_poster_image] => Array ( [und] => Array ( [0] => Array ( [fid] => 2379 [uid] => 121 [filename] => AP3813.jpg [uri] => public://aep_posters/AP3813.jpg [filemime] => image/jpeg [filesize] => 80113 [status] => 1 [timestamp] => 1297976465 [alt] => [title] => [width] => [height] => ) ) ) [field_timeline_date] => Array ( ) [field_location] => Array ( [und] => Array ( [0] => Array ( [value] => Hong Kong [format] => [safe_value] => Hong Kong ) ) ) [field_seealso] => Array ( [und] => Array ( [0] => Array ( [target_id] => 43265 ) [1] => Array ( [target_id] => 43266 ) ) ) [taxonomy_vocabulary_7] => Array ( [und] => Array ( [0] => Array ( [target_id] => 954 ) ) ) [locations] => Array ( [0] => Array ( [lid] => 2756 [name] => [street] => [additional] => [city] => [province] => [postal_code] => [country] => hk [latitude] => 0.000000 [longitude] => 0.000000 [source] => 0 [is_primary] => 0 [province_name] => [country_name] => Hong Kong S.A.R., China ) ) [location] => Array ( [lid] => 2756 [name] => [street] => [additional] => [city] => [province] => [postal_code] => [country] => hk [latitude] => 0.000000 [longitude] => 0.000000 [source] => 0 [is_primary] => 0 [province_name] => [country_name] => Hong Kong S.A.R., China ) [name] => admin [picture] => 0 [data] => a:3:{s:18:"admin_compact_mode";b:1;s:13:"form_build_id";s:37:"form-94f241486b19897f89670ad1a7ddfd03";s:7:"contact";i:0;} ) [access] => 1 ) [1] => Array ( [target_id] => 43265 [entity] => stdClass Object ( [vid] => 67854 [uid] => 1 [title] => Guidelines for a joint Labour-management workplace policy on AIDS. [log] => [status] => 1 [comment] => 2 [promote] => 0 [sticky] => 0 [nid] => 43265 [type] => aids_poster [language] => und [created] => 1291839281 [changed] => 1415911072 [tnid] => 0 [translate] => 0 [revision_timestamp] => 1415911072 [revision_uid] => 0 [body] => Array ( [und] => Array ( [0] => Array ( [value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
[summary] => [format] => 3 [safe_value] =>"(from World Health Organisation and International Labour Office) On-site education on AIDS for all workers and management personnel should be provided. Employment or pre-employment testing for HIV antibody in unnecessary and should not be required. Like all medical information, information on whether someone is infected with HIV should be kept confidential. There should be no obligation for an employee to inform the employer about his or her HIV/AIDS status. HIV infection is not a reason for dismissal. Workers who are HIV infected must be protected from any discrimination or stigmatization. Since HIV infection by itself does not limit fitness to work, no changes in working arrangements are necessary. But if an employee becomes impaired by illness related to HIV, reasonable alternative work arrangements should be made to help the worker stay on the job."
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Text and seven graphic images. Creators / Group:
Hong Kong. Department of Health. AIDS Unit Language:
English Locale:
Hong Kong Dimensions:
85 x 60 cm. Identifier:
AP5341.jpg This image may be protected by the U.S. Copyright Law (Title 17, U.S.C.). It is displayed here only for the purposes of research. The written permission of the copyright owners may be required for distribution or reproduction beyond that allowed by fair use. All responsibility for obtaining permissions, and for any use rests exclusively with the user.
