View Point

The HRM(Human Resource Management Department will solve the problem since it involves
relationship and issues between supervisory level to an employee also, employee to employee and in
accordance with that there are rights to be considered and emphasized.

Central Problem

The central problem that arise when John Oliver became isolated with his work group and other
employees due to lost of communication, participation and cooperation between workers and the
violation of John's right. In connection with the first problem is the idea of having a strong labor force
that become affected as the problem arise because of the fear that is experiencing by John's co-workers.
Other than these is the slow productivity due to the conflict. Moreover, John is the most affected
because he was the center of the gossip in the workplace regarding his health condition. The problem
ruined his reputation because it is an insult for him. Also, the following given statement clearly shows
violation that the company supervisor portrays. In accordance to Section 13 of Data Privacy Act of 2012
(DPA), the processing of sensitive personal information and privileged information shall be prohibited. It
therefore conclude that a consent must be given upon knowing the data or information.

Objectives

a. To protect the right to privacy of each employee specially those private matters regarding
personal life.

b. To lessen the rate of asset employee resignation.

c. To raise awareness regarding AIDS and promote equal working culture values for them

d. Building strong policies regarding rights to privacy and AIDS, also justified sanctions for person
that commit violations.

e. To promote the Health welfare and safety of all employees on the company.

Areas of Consideration

Strength

 Transparency : An employee observe transparency on the supervisor regarding the

Weaknesses

 Proper Internal Communication: this is the element that does not observe on the case that
cause an asset employee resignation.
  Lack of Awareness regarding Rights to privacy and AIDS : this cause communication loss and
causes gossip in the workplace
 Lack of accountability: Of supervisory level employee on their action that affects the
productivity of the labor force and results on the asset loss of the company

Opportunities

 Human Resource Management : to review their policies regarding Rights to Privacy and AIDS
also to strengthen their campaigns regarding awareness of the disease and to ensure and
secure healthy relationship between employees in the work place . Serve as a way of
improving policies, procedures and methods within a company Plan of Action
 Promoting equality: this case could also be the way to promote equal and healthy culture
value among employees regardless of their status and health conditions. It will pave way for
the new or old employees to avoid office gossip and help to protect employee's right in the
company.
 It will serve as a reminder to practice and apply transparency and confidentiality in a more
responsible way and to observe accountability as a major culture in the workplace

Threats

 Employee to Supervisory Relationship : this may affect the relationship between employee
and supervisory management because of the current issue that happens regarding
deprivation of privacy.
 Employee to Employee : this may affect the working atmosphere between co workers
because this may produce gap to each employee and may cause interruption on work
process itself , productivity and competitiveness.
 Company Background : Could affect the public image of the company and foster mentality of
discrimination for other possible applicant who want to apply on specific position but has
also same health condition.

Alternative Courses of Action

1 . Awareness campaign regarding AIDS and Right to Privacy

Advantage: It will raise awareness on safe practices on how to prevent and to treat AIDS. It will made
employee realize that AIDS is curable and should not be scared of. This will also promote equal working
culture values for those people having this cases . Therefore it could be a way to promote the right to
privacy of each person regarding health conditions and other personal issues .

Disadvantage: The company has to find an effective speaker for the campaign. There's also a need to
spend money for the campaign.

2. Anti-Gossip campaign in the workplace

Disadvantage: This will be needing again an effective speaker for this campaign and a capital for the
expenses and also an effective policy to be implemented on the workplace

3. Monthly Health assistance for employees

Advantage: On work, it is important that employees are healthy enough. Seeing a doctor at least once a
month can lessen the chance of getting sick. This monthly health assistance will be a big help in
monitoring not only health but also other issues regarding diseases that could be acquire in the
workplace and how to maintain healthcare and productivity.

Disadvantage: This would affect the production for it would be time consuming and could also be added
on the expenses for the company lastly, has to be maintained accordingly but there are instances that it
could be conflict to the demand schedule of the work.

Recommendation

The best recommendation in this case is alternative course of action number 3: Monthly health
assistance for employees. As being part of an organization, the employers should implement this course
of action to be able to monitor their employee's health condition, lessen the possibility of getting
infected and avoid this situation from happening again. Employees are the best asset of a company and
giving them benefits like this health assistance will help them to improve their performance in the
company and boost its productivity and profitability.

Plan of Action

1. Determine what would be the best techniques to implement on the seminar about AIDS AWARENESS
and who would be the possible speakers that could greatly influence the employees.

2. Clearly emphasized the "Right to Privacy" of each employee and its relation to AIDS AWARENESS
campaign of the company.

3. Formulate and review rules and regulations that protect the "Right to Privacy" of each employee to
promote camaraderie while being committed to productivity and competitiveness.

4. Make justified sanctions according to the considerations of policies and work culture of the company
on those people that would violate rules regarding the rights of employees.

5. Make and organize healthcare programs for the employees to ensure their mental and physical
stability on work.

6. Make leisure activities for the employees to release their stress after hard work and to promote
harmonious relationship between employees within the company.
7. Make progression on the activities, techniques and policies of the HRM(Human Resource
Management) Department every quarter to review cases and make strictly possible regulation and
implementation of rules also successive activities that would be a great help for employee's safety ,
work competitiveness and work appraisal.

 The new policies to be implemented should be with the considerations and guidance of the
following laws; Section 13 of Data Privacy Act of 2012 (DPA), the processing of sensitive
personal information and privileged information shall be prohibited. It therefore conclude
that a consent must be given upon knowing the data or information. Republic Act No.
11166, otherwise known as the "Philippine HIV and AIDS Policy Act" was approved by the
Philippine President on 20 December 2018. Under the Philippine HIV and AIDS Policy Act, all
private employers and employees shall be regularly provided with standardized basic
information and instruction of HIV and AIDS, including topics on confidentiality in the
workplace and reduction or elimination of stigma and discrimination. The Department of
Labor and Employment (DOLE) shall provide free standardized basic information and
conduct instruction for the private sector
 GANTT CHART

March March March March March March March April April

Activities

Proposal making for

Finalization of the
upcoming seminar
regarding AIDS
awareness
( preparation )

Making in action of
the seminar (Seminar
Day)

Revision of the policies

Distributing new
memorandum
regarding the policies
changed and the
sanctions
implemented
Updating profiles of
the employees to
asses the health
benefits needed and
concerns

Making a proposal
plan for the updated
healthy benefits and
monthly health
checkup of employees

Finalization of the
schedule of monthly
checkup of employees
and implementation of
their updated health
benefits

Distribution of
memorandum
regarding the schedule
of monthly health
checkup and updated
health benefits of
employees