Policies from the South African Afrikaanse Handelsinstituut

Contact Information:

AHI, Lynnwood Galleries, First Floor,
354 Rosemary Road,
Lynnwood, 0081,
P O Box 35100,
Menlopark, 0102
South Africa
Tel: +27 12 348 5440
Fax: +27 12 361 0203
Email: pta@ahi.co.za
www.ahi.co.za/eng.html

The following are some adapted examples of policies which have been developed. These may help you develop your organization's policy.

Draft HIV Policy for a Large Group of Companies

Employment

• Applicants for employment need to pass a standard pre-employment medical examination which, at present, does not include an HIV test.
• Employees who contract HIV will continue to be employed until they become medically unfit for work.

Employee Benefits

• Medical assistance will be provided for employees with HIV, in accordance with the rules of the relevant medical scheme. Group companies must ensure that employees are aware of any limitation of benefits imposed by their respective schemes.
• When an employee is no longer able to continue in employment due to ill-health, the company's rules governing ill-health retirement will apply.

Confidentiality

• An employee who contracts HIV will not be obliged to inform management.
• If employees with HIV inform their supervisors or the personnel department of their situation, then all reasonable precautions will be taken to ensure confidentiality and the employees' right to disclosure.

Counselling

Access to appropriate support and counselling services will be made available to employees affected by the disease.

Education

Employees will have access to information and education programmes on HIV and AIDS.

Policy Review

This policy will be reviewed on a regular basis to take account of the progression of the epidemic, developments in medical care, experience in managing it in the workplace, and its impact on employee benefit schemes.

top    

Management Statement on AIDS

The company treats AIDS and HIV-infection as disabilities in accordance with our policy on Equal Employment Opportunity (EEO). The company's EEO, non-discriminatory policy makes reasonable accommodation for disability. In addition, the following guidelines are intended to assist managers in:

• maintaining a work environment that responds to the workplace issues created by AIDS and HIV infection;
• responding to the concerns of employees who may request management assistance; and
• recognising that a supportive and caring response is an important factor in maintaining the quality of life for an employee who has HIV or AIDS.

Managers should be sensitive to the special needs of employees and assist them by demonstrating personal support, referring them to counselling services and arranging for benefits counselling, as necessary. Studies show that the support for others in the workplace can be therapeutic for the employee and may help to prolong the employee's life.

AIDS does not present a risk to the health or safety of co-workers or customers. On the basis of current medical and scientific evidence, the company recognises that AIDS is a life-threatening illness that is not transmitted through casual personal contact under normal working conditions. Co-workers are expected to continue working relationships with employees with HIV or AIDS.

Managers are encouraged to contact the personnel department for assistance in providing employees with general information about AIDS and HIV infection. Any employee who is unduly concerned about contracting AIDS may be further assisted through individual counselling.

An employee's health condition is private and confidential. An employee with AIDS or HIV infection is under no obligation to disclose his/her condition to a manager or any other employee. Managers are expected to take careful precautions to protect the confidentiality of information regarding any employee's health condition, including an employee with AIDS or HIV infection.

An employee with AIDS or HIV infection is expected to meet the same performance requirements that apply to other employees, with reasonable accommodation, if necessary. If an employee becomes disabled from performing the work involved, managers will make reasonable accommodation, as with any other employee with a disability, to enable the employee to meet established performance criteria. Reasonable accommodation may include, but is not limited to, flexible or part-time working schedules, leave of absence, work restructuring or reassignment.

The company is following the process of medical research on AIDS and HIV infection. If any significant developments occur, these guidelines will be modified accordingly.

top    

Draft HIV/AIDS and STD Policy for Government Departments

Preamble

This Department:

• acknowledges the seriousness of the HIV/AIDS epidemic;
• seeks to minimise the social, economic and developmental consequences to the Department and its staff; and
• commits itself to providing resources and leadership to implement an HIV/AIDS and STD programme.

Principles

The Department affirms that:

• the policy shall be developed and implemented in consultation with staff and their representatives;
• staff living with HIV/AIDS have the same rights and obligations as all staff;
• staff living with HIV/AIDS shall be protected against discrimination;
• HIV status shall not constitute a reason to preclude any person from employment;
• no staff member shall be required to undergo HIV testing. Where testing is done at the insistence of the employee, this will be with his/her informed consent and accompanied by counselling; and
• confidentiality regarding the HIV status of any member of staff shall be maintained at all times.

top    

HIV/AIDS and STD Programme in the Workplace

Co-ordination and Implementation

The Department shall appoint an HIV/AIDS Programme Co-ordinator and Working Group to:

• communicate the policy to all staff;
• implement, monitor and evaluate the Department's HIV/AIDS Programme;
• advise management regarding programme implementation and progress;
• liaise with local AIDS service organisations and other resources in the community; and
• create a supportive and non-discriminatory working environment.

Management of Infected Employees

HIV/AIDS shall be treated in the same way as other disabling or terminal conditions.

Programme Components

The HIV/AIDS programme of the Department shall provide all staff access to:

• information, education and communication activities, including media materials and peer education;
• barrier methods (male condoms);
• health services for the appropriate management of STDs;
• treatment of opportunistic infections for infected staff, along with testing and counselling services;
• personal protective equipment for staff who may potentially be exposed to blood or blood products; and
• support for both infected and affected staff.

Planning

The Department shall conduct regular impact analyses in order to understand the evolving epidemic and how it will impact on the future of the Department, its structure, operations and functions.

Benefits

HIV infected staff are entitled to the same benefits as all staff.

Budget

The Department shall allocate an adequate budget to implement every aspect of the programme.

Interactions with civil society

The Department shall try to utilise all opportunities in which it interacts with civil society to contribute to the mission and objectives of the National HIV/AIDS and STD Programme.

Interactions with government

The Department shall serve on the Inter-departmental Committee to ensure a uniform and concerted response by Government to the epidemic.

top