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The organisation promotes and facilitates access to voluntary confidential counselling and testing (vcct) for all employees, in collaboration with the national HIV/AIDS Commission/Secretariat, or any other relevant entity.

Grievance and Disciplinary procedures
In the event that a work-related grievance arises, the organisation’s agreed procedure for grievance handling as outlined in the collective agreement/ procedures manual will be followed. The organisation’s agreed disciplinary procedures and policy manual shall be revised accordingly.


Protection against victimization
The organisation shall not tolerate discrimination or harassment by any employees, of persons infected or affected by HIV and AIDS. To this end the employer and employees shall not victimize or refuse to work with an employee or employer infected or affected or perceived to be infected or affected by HIV and AIDS.

For travel to or assignment in a country which requires HIV screening for entry or residence, the organisation will make this requirement known to applicants or staff in advance of recruitment, duty travel or re-assignment. Where HIV screening is required, the organisation will facilitate pre and post-test counselling for the individual. If an employee is unable to take an assignment in a particular country because of that country’s.

HIV-related requirements, the organisation will take all reasonable steps to find an alternative post.
The organisation will also advise employees when proof of vaccination is required for travel to some countries. In such cases the organisation will advise employees and ensure that they have the opportunity to seek confidential medical advice on the advisability of vaccination.

Een succesvolle implementatie van een HIV/AIDS beleid vereist de samenwerking en het vertrouwen van de werkgever, medewerkers en hun personeelsvertegenwoor-diging. Betrokkenheid van de Vakorganisatie verhoogt het draagvlak binnen de organisatie, Aanbevolen wordt om de vakorganisaties bij de totstandkoming van werkplek programma's te betrekken.

The organisation has a zero tolerance policy on stigmatization and discrimination against persons known or perceived to be affected or infected with HIV and AIDS. The organisation will, through its education and training programme promote the need to protect employees from stigma, discrimination and harassment based on real or perceived HIV or AIDS status. The organisation guarantees that job access, status, promotion, security and training will not be influenced by the HIV status of any employee. Redress shall be available for persons who have been stigmatized and discriminated against through the organisation’s established grievance procedure, or other appropriate mechanism.

The organisation acknowledges that HIV and AIDS impacts on male and female employees differently. It is recognized that females are more likely to be infected and are more often adversely affected due to biological, socio cultural and economic reasons. Gender specific programmes will be developed to ensure that both men and women are adequately informed about their rights and responsibilities in the fight against HIV and AIDS.

The organisation recognises that the successful implementation of an HIV/AIDS policy and programme requires cooperation and trust between employers, workers and their representatives and governments, where appropriate, with the active involvement of persons living with, and affected by, HIV and AIDS. As such, the organisation is committed to the successful implementation of an HIV and AIDS policy and programme which creates and fosters partnerships between employers, workers and governments. To ensure the effective implementation of the organisation’s policy on HIV and AIDS, a joint committee consisting of an equal number of representatives from management, employees and union designated representatives will be established, a programme coordinator or a focal point person will be selected.

The joint committee/programme coordinator/focal point person is mandated to:

  • Review and/or revise the policy periodically.
  • Work closely with the joint health and safety committee and will be responsible for ensuring that the policy is being effectively implemented and adhered to.
  • Identify appropriate education and training programmes for the employees of the organization.
  • Provide gender sensitive education and information on how to prevent the transmission and spread of HIV.
  • Manage the disease where it already exists, providing the necessary care, support and referrals, and work with co-workers without fear and discrimination.
  • Keep abreast of national laws and their implications.
  • Assess the impact of the epidemic on the workplace and the needs of the workers affected and infected with HIV or AIDS with ongoing program evaluation.
  • Further develop and implement initiatives as necessary and appropriate.

The organisation recognizes that persons who are infected or affected by HIV or AIDS should be granted time off to access or to provide the necessary care and support for persons associated with them, who are infected or affected.

The organisation will ensure that all employees will be given the relevant information or directed to the national agencies, departments/ministries that offer support for persons who are infected or affected by HIV and AIDS.

The organisation will develop and implement an extensive education and training programme for all employees, to be conducted in collaboration with the joint health and safety, HIV/AIDS committees or relevant entities. The training programme shall inform employees about methods of prevention and transmission of HIV, and related communicable diseases; promotion of safe sex and risk reduction measures in relation to sexually transmitted infections; testing and counselling facilities for HIV and AIDS; care and support and rights of employees who are affected or infected with HIV and AIDS.

Persons from within the organization will also be given training as trainers to further the cause against HIV and AIDS. The organisation will also give employees reasonable time from work in keeping with organisation policy for participation in HIV and AIDS training and education activities.

In addition, literature on HIV and AIDS will be made available to all employees and placed at key locations within the organisation.

De organisatie zal teneinde de privacy van de medewerkers te kunnen garanderen in de beleidsontwikkeling zich moeten uitspreken over het standpunt dat geen maatregelen, ofwel direct (HIV test), indirect (beoordeling van risicovol gedrag) zullen worden genomen ofwel geen vragen zullen worden gesteld omtrent eerder ondergane tests of omtrent het gebruik van medicamenten, teneinde beslissingen te nemen omtrent indiensttreden danwel voortzetting van de dienstbetrekking.

Bedrijven zullen in de beleidsontwikkeling aandacht besteden aan gelijke werkgelegenheidsmogelijkheden voor gekwalificeerde kandidaten op een niet discriminerende basis bieden en zal aan kandidaten of medewerkers geen HIV/AIDS test opleggen als voorwaarde voor tewerkstelling, bevordering of opleiding.

Nochtans zal een bedrijf de toegang voor alle medewerkers tot het vrijwillig en vertrouwelijk testen (VCT) adviseren, bevorderen en faciliteren.

It is the policy of the organisation to respond to the changing health status of employees by making reasonable accommodation in the workplace for employees where necessary and appropriate. The organization in consultation with the worker(s) and their representatives, shall take measures to reasonably accommodate the worker(s) with AIDS-related illnesses. These could include rearrangement of working time, special equipment, opportunities for rest breaks, time off for medical appointments, flexible sick leave, part-time work and return-to-work arrangements.

The organization accepts that an individual’s health condition is private and confidential. This information shall only be disclosed after signed written permission is given by the employee, who shall identify the person/institution to which the information shall be disclosed. Where an employee with HIV or AIDS discloses his or her status to management, the identity of that person will be kept confidential, and should not be used to discriminate against that individual in any way.

Any person who breaches the confidentiality and non-disclosure of information relative to HIV and AIDS shall be dealt with in accordance with the grievance procedure, where it exis

No employee shall be terminated on the basis of their HIV-status. Persons who are living with HIV and AIDS will be allowed to work as long as they are medically fit to do so, and performing according to the organisation’s standards of performance. If the infected employee fails to maintain agreed standards of performance in his/her job due to the effects of their illness, and no suitable alternate arrangement within the organisation can be made, the manager or supervisor must resolve the situation in accordance with the organisation’s policies on agreed performance standards, sick leave and absenteeism.

HIV is preventable, and the organisation will do all that is reasonably practicable to ensure that the contraction rate among its employees is minimized. To this end:


  1. The organisation shall provide continuous training and education to employees on the disease, including methods of transmission as well as types of behaviour modification required to prevent contracting the disease and other sexually transmitted or blood borne infections.
  2. For the purpose of developing and ultimately assessing the effectiveness of its prevention programme the organization should gather basic information on the level of knowledge, attitudes and behavioural practices among employees, as well as regular risk and impact assessment studies. These will be carried out in consultation and with the informed consent of employees and their representatives, and under conditions of complete confidentiality.