THE BIDVest GROUP LIMITED. HIV / AIDS Policy

Transcription

1 PURPOSE BIDVest THEBIDVestGROUPLIMITED HIV/AIDSPolicy The purpose of this policy statement is to set out the Company s stance on HIV/AIDS and to reassureemployeesthattheywillnotbeinanywaydiscriminatedagainstbyvirtueoftheirhiv statusshouldtheychoosetodiscloseit.thispolicyalsoseekstoprotectthelegalrighttowork of employees who are diagnosed with HIV/AIDS. Our policy is to encourage sensitivity to and understandingforemployeesaffectedbyhiv/aids. BACKGROUND Bidvest recognises the human tragedy caused by the HIV/AIDS epidemic, particularly in SouthernAfrica.Weareconcernedaboutthegravityandimplicationsoftheepidemicforour group operating companies, Bidvest as a whole, employees and their families and the communitieswithinwhichweserve.ouraimistoreducethefearofhiv/aidsandtominimise thesocial,economicanddevelopmentalconsequencesofthisepidemiconourcompanyandits people. Bidvest believes in responding as far as is reasonably possible to the human needs of the epidemic in a supportive, positive and non discriminatory manner, so that people living with HIV/AIDSareabletobeopenabouttheirHIVstatuswithoutfearofstigmaorrejection. Bidvest believes non discrimination, as well as consultation, inclusivity and encouraging full participationofallstakeholdersarekeyprinciples,whichunderpinitshiv/aidsresponses. ThemagnitudeofthehealthchallengesposedbyHIV/AIDSissuchthattheindividualcompanies couldachievemuchmorebyaddressingtheminacoordinatedwaythatsharesknowledgeand experience where possible. An effective response to HIV/AIDS requires a partnership between allstakeholders. TheCompany shiv/aidspolicysupportsthekeyresponsestotheepidemic,namely: Investingineducationofemployees,supervisorsandmanagementtoreduceunrealistic fearsandinappropriateresponsesbornofignorance; Preventionofnewinfectionsandeliminationofstigmaanddiscriminationonthebasis of real or perceived HIV status, through focused prevention and care programmes wherefeasible,anddemonstrationofcommitmentbymanagement/leadership; SensitivecareandsupportofemployeesinfectedandaffectedbyHIV/AIDS; Understanding and management of the impact of HIV/AIDS at the group and the companylevel

2 We are committed to maintaining a healthy work environment by protecting the physical and emotional health and well being of all employees in the workplace. We also have a continuing commitment to provide employment for people with physical disabilities who areabletowork. OBJECTIVESOFTHEPOLICY ThisPolicyaimsto: Raise awareness of the Human Immunodeficiency Virus (HIV) and the Acquired ImmunodeficiencySyndrome(AIDS)andSexuallyTransmittedInfections(STI); EnsureabetterunderstandingofHIVandAIDSintheworkplace; Seek to minimise the socio economic and developmental effect that HIV/AIDS has onthebidvestgroup,itsemployeesandtheirnextofkin; ProhibitunfairdiscriminationonthebasisofHIV/AIDSstatus; PromoteandenvironmentinwhichpeoplelivingwithHIV/AIDScanbeopenabout theirstatuswithoutfearofstigmaorrejection; Developproactivehealtheducationguidelinesandprogrammes; Implement HIV/AIDS awareness programmes aimed at providing support and education; Ensuretheprovisionoffreecondomsintheworkplace; MonitortheprevalenceofHIV/AIDS. LEGALFRAMEWORK ThispolicyshallbereadinconjunctionwiththeConstitutionofSouthAfrica,ActNo108of1996 andotherrelevantlegislation,whichincludes,butisnotlimitedtothefollowing: TheConstitution,1996(Act108of1996) EmploymentEquityAct,1998(Act55of1998) LabourRelationsAct,1995(Act66of1995) OccupationalHealthandSafetyAct,1993(Act85of1993) BasicConditionsofEmploymentAct,1997(Act75of1997) KEYPRINCIPLESUNDERLYINGTHEPOLICY Non discrimination The Company does not tolerate any form of unfair discrimination against those infected with HIVandtakesallreasonablestepstorespecttheirdignityandtheirindividualhumanrights.All employees, supervisors, managers, and medical staff who know (or think they know) an

3 individual shivstatusaremadeawareoftherequirementsandresponsibilitiesofdisclosingthis information to a third party, and the consequences that could arise if this responsibility is disregarded. The Company recognises that it takes courage for individuals to disclose their HIV positive status, and that such disclosure challenges the stigma associated with the epidemic. The CompanyencouragesemployeestobeopenabouttheirHIVorAIDSstatusiftheysowishand will take all reasonable steps to ensure that such employees are not unfairly discriminated againstorstigmatisedandthattheyhaveaccesstoappropriatecounsellingandsupport. EmployeeslivingwithHIV/AIDSshallbeaffordedthesamerightsandprivileges,andwillhave thesameobligationsasallotheremployees.employeesorprospectiveemployeeswillnotbe discriminated on purely on the basis of their HIV status, as long as they can and do fulfill the requirements of the job that they have been employed to do, or an alternative position that theyhavebeendeployedtoforpurposesofreasonableaccommodation. ConfidentialityandDisclosure AllemployeeshaveaconstitutionalrighttoconfidentialityabouttheirHIVstatus.Allemployees and management are bound by this right to confidentiality and shall not disclose that information to any third party without the employee s written consent, no matter how they cametoknowaboutit.employeesareundernoobligationtoinformmanagementoftheirhiv status. Anemployeewhois,orbecomes,HIVinfectedhastherighttoconfidentialityandprivacy,asis the case with an employee who has experienced or is experiencing any other medical or psychosocial related incident or injury. HIV infected employees are not obliged to inform management, or any other person in their organisation, of their HIV status. There is no justification for asking job applicants to disclose HIV related personal information. Nor are employeesobligedtorevealsuchpersonalinformationtofellowemployees. AllreasonableprecautionsaretakentoensurethatinformationregardingindividualHIVstatus, voluntarily provided to anyone in the organisation, or ascertained through a medical consultation, via an HIV test or disclosure of known HIV positive status, is maintained in strict confidence. Such information is not disclosed to any other person in, or outside, the organisationwithouttheindividual sexpresswrittenconsent. Organisation summary statistics, concerning group HIV infection rates and/or other HIV/AIDS outcomes and HIV/AIDS related risk behaviours, compiled from individual HIV testing, and/or knowledge,attitudeandpracticesurveys,maybesharedwithemployeeswhilerespectingand maintaining the confidentiality of individual responses and results. These statistics should be scientificallyandethicallyderivedandonlyprovidedtoexternalstakeholdersonceappropriate attemptshavebeenmadetosharethesewithemployeesandtheirrepresentatives. ManagementResponsibility

4 Management has a responsibility to show leadership in addressing the epidemic. In terms of gettingridofstigmaanddiscriminationmanagementneedstoshowthewaytotherestofthe employeesbybeingknowledgeableabouttherisksandpreventionofhiv.managementneed toleadbyexample. ManagementneedtobewellinformedaboutHIV/AIDSandtheimpactthatithasonindividual employees,theirfamilies,businessasawholeandthefutureofthecompany. Employees living with HIV/AIDS have the same rights and obligations as all other staff. Any employee with a life threatening disease or HIV/AIDS is expected to meet the same performance requirements that apply to other employees. If a situation arises where an employee is found to be HIV positive, and where his/her performance is affected, it is management's duty to ensure that they are not discharged without due consideration. Managementhasaduty,nevertheless,toensurethatproductivityandmoraleisnotdisrupted. EmployeeResponsibility WhileAIDSisalife threateningdisease,onthebasisofcurrentmedicalandscientificevidence, itiscommonlyacceptedthatthehivirus,whichcausesaids,isnottransmittedthroughcasual personal contact under normal working conditions and the risk to the health of co workers or customers is not present under normal working conditions. The co workers of persons living with HIV/AIDS are therefore expected to continue normal working relationships with such persons. Refusal by fellow workers to work with an infected person will be regarded as unacceptableandmayleadtodisciplinaryaction,whereappropriate,intermsofthecompany's code.refusaltoworkwithacolleaguewhoismerelyhivpositivewillnotbetolerated.ifthisis the case, the offending employee must be counselled and informed as to the non infectious natureofhivthroughcasual(nonsexual)contact. Recruitment,TerminationandFairDiscrimination Applicantsforemployment,foranyoccupationorposition,arerequiredtopassastandardpreplacement medical examination appropriate to the position for which they are applying. This does not include an HIV test, or indirect screening methods such as questions in verbal or written form about previous HIV tests, or questions related to the assessment of HIV risk behaviour.theonlyhealthrelatedcriterionforemployinganindividualistheperson sfitnessto performtheworkoffered.ifapersonmakeshis/herhiv/aidsstatusknownvoluntarily,itshall notbeabasisforrefusingtoconclude,continueorrenewanemploymentcontract.employees withhiv/aidsaresubjecttothesamecontractualobligationsasallotheremployees. EmployeeswhobecomeHIVpositivewillcontinuetobeemployeduntiltheybecomemedically unfittowork,providedthattheymeetrequiredperformancestandardsandarenotathreatto theirownsafetyorthatofothers.medicalincapacitationishandledinthesamewayasallother illhealthconditionsintermsoflabourlegislation.anemployee shivstatusisnotconsidered grounds for any other employee refusing to work with him/her. Working with an HIV positive persondoesnotputanemployeeatriskofbecominginfectedinthecourseofnormalworking contact.

5 The Company s ill health retirements arrangements contain no special conditions exist for personswithhiv/aidswhichmightplacethematadisadvantagerelativetoothers.hivinfected employeesandthosesufferingfromaidsareentitledtothesamesickleave,disability,pension andmedicalbenefitsasallotheremployees. EmployeeswhoareHIVpositiveshouldnotbesubjecttounfairdiscriminationandshouldbe fullyentitledtocontinuedtrainingandstaffdevelopmentaswellasremainingeligiblefor promotion. Thecompanyrecognisesthatemployeeswhocontractlife threateningillnessesmaywishto continuetoperformtheirdesignatedtasksforaslongaspossible.thecompanyrespectsthis wishandemployeeswillbepermittedtocontinueworkingprovidedthatacceptablestandards arecompliedwith. HIVand/orAIDSisnotanotifiablediseaseandassuchemployees whocontractthe diseasearenotobligedtoinformthecompany.however,onceaemployee shealth deterioratestosuchanextentthattheyareunabletoperformtheirdutiesinanadequate mannerorthediseasemanifestsitselfinexcessiveabsenteeismorabsenteeismbeyondthe normalsickleaveprovidedorirregular behaviour(e.g.aidsdementia),thereisadutyto informthecompanyoftheimpactoftheincapacityordisability(whethertheconditionislikely tobeshortorlongtermandtheexpectedimpactontheemployee shealthandabilitytowork). CurrentemployeeswhobecomeunfittoworkasaresultofAIDSmustbedealtwith compassionately.thecompanywillattempttoaccommodatesuchindividualsinlessstrenuous andstressfuljobs,ifpossible.failingthistheemployeewillbeofferedearlyretirementin accordancewiththestandardproceduresandbeentitledtothe appropriatebenefits. EDUCATION Group companies are encouraged to provide HIV/AIDS awareness education and training for their employees, taking into account the unique circumstances of each company within the diversity of the Group. Management and supervisors are particularly urged to become acquaintedwiththefactsofthehiv/aidsepidemicasitaffectsindividualsandthecompanyas awhole. Educational strategies should be determined through consultation between employers and employees and their representatives and the education methodologies should ideally be interactive and participatory. Information and education programmes on HIV/AIDS should be available to all employees and be sustained, coordinated and focused. The programmes are conductedinamannerthattakesintoaccountlevelsofeducationandliteracyandtheneedto be situated in an appropriate cultural context. In addition, information and education programmesmustbesensitive,accurateandcurrent. Theprogrammesshouldaimto:

6 Communicatebasicknowledgeaboutthediseaseanditsprevention Build community acceptance of persons living with HIV/AIDS to avoid feelings of rejection andisolation Provide information to employees about voluntary counselling and testing within the organisation,aboutwellnessprogrammesandmedicationavailable,aboutcopingwithwork performanceandwhathappenswhenemployeesaretoosicktowork,andaboutemployee benefitsonmedicalincapacityterminationofservices InformemployeesaboutprotectionmeasuresforanyonepotentiallyexposedtoHIVinthe courseoftheirduties. VOLUNTARYCOUNSELLINGANDTESTING The Company encourages all employees who are at risk of HIV infection to undergo voluntary counselling and testing. We believe that voluntary counselling and testing for HIV is a critical intervention that helps to link care and support for those with HIV infection to other outside prevention programmes aimed at turning the tide of the HIV/AIDS epidemic. No employee is forced or coerced to undergo such testing and would have to give informed consent before agreeingtoanyactions. Where possible and available, access to appropriate support and counselling services, may be madeavailablebythecompanytohivinfectedandaffectedemployees.wheretheseservices are not offered on site, employers may arrange for counselling and testing to be provided by approved HIV/AIDS centres/agencies, including self help groups and services within the local community. Counsellingprovidesinformation,education,andpsychologicalandemotionalsupportinorder tomaintainoptimalhealthandwell beingandthecapacitytobeeffectiveemployeesforaslong as possible. Counselling services inform employees of their rights and benefits in relation to statutory social security programmes and medical and other employee benefits as well as any lifeskillsprogrammes,whichmayhelpemployeescopewithhiv/aids.counsellingservicesmay be linked to programmes of direct care and support for employees with HIV/AIDS by outside organisations. Employees are encouraged to motivate sexual partners to avail themselves of counselling and testingservicesofferedbyorganisationsinthecommunity. PREVENTIONTHROUGHCONDOMDISTRIBUTION The Bidvest Group of Companies will aim to distribute free condoms in the workplace, as condomdistributionisacknowledgedasaveryimportantmeansofhiv/aidsprevention.the visibility of condoms in the workplace are a reminder to employees of the risks of having unprotectedsexandwouldthereforeservetochangesexualbehaviourinthelongrun. HIV/AIDSIMPACTASSESSMENTS

7 Bidvest companies are urged to develop appropriate strategies to assess and appropriately respondtotheimpactofhiv/aidsontheiroperations. Such impact assessment depends on accurate information on the prevalence and incidence of HIV infection in the workplace. Companies in the group that have identified HIV/AIDS as a particularbusinessriskfactorareencouragedtocarryoutanonymous,unlinkedhivprevalence surveys, with the maximum participation of all stakeholders in the planning, implementation andreportingofsuchsurveys. Particularcareistakentoensurethatnoemployeeorgroupofemployeesisprejudicedinany waybyanhivprevalencesurveyandthatthecompany spolicyapplyingtotheeliminationof stigmaanddiscriminationisobservedandmaintainedatalltimes.theinformationderivedfrom HIV prevalence surveys must be used to communicate the nature and extent of the HIV/AIDS epidemic to employees and other stakeholders and to plan appropriate responses in terms of prevention,careandsupport,andimpactmitigation. Thispolicywillberegularlyreviewedinlightoftheongoingchangesintheunderstandingand responsetothehiv/aidsepidemicworldwide.