HIV/AIDS policy

1. Purpose

To define Company policy in respect of HIV (Human Immuno Deficiency Virus) and AIDS (Acquired Immuno-Deficiency Syndrome).

2. Background

2.1 The HIV/AIDS epidemic poses one of the greatest challenges to business development in Botswana.

2.2 HIV-related absenteeism, loss of productivity and the cost of replacing workers lost to AIDS threaten the survival of business and other sectors of the economy.

2.3 HIV/AIDS is not transmitted by casual contact between employees in the workplace or in society in general. Global health organisations supported by the National Aids Coordinating Agency, have confirmed that the HIV/AIDS epidemic is not longer a distant threat, but an immediate reality.

2.4 Today’s invisible HIV epidemic will become tomorrow’s AIDS epidemic.

2.5 As yet, there is no vaccination against HIV or cure for AIDS.

2.6 There is a direct link between HIV infection and sexually transmitted diseases (STDs).

2.7 The spread of HIV infection can be controlled, through changes in behavior.

2.8 There are opportunities to reduce the suffering and prolong the lives of people with HIV/AIDS.

2.9 There is no reason to consider HIV/AIDS as different from other serious diseases with regard to employment.

3. Policy

3.1 Prospective and current employees will not be tested for HIV/AIDS without their consent.

3.2 An employee with AIDS or HIV infection is under no obligation to disclose his/her condition to any company employee.

3.3 Particulars of employees confirmed to have AIDS or to be HIV positive will be dealt with in strict confidentiality. Medical reports will not be shared with anyone without the employee’s written consent.

3.4 Co-workers must take appropriate precautions against possible infection when coming into physical contact with employees involved in workplace injuries.

3.5 The company has adopted a zero tolerance approach towards any form of harassment and discrimination at the workplace, towards employees with AIDS or HIV infection.

3.6 Employees who may become infected with HIV or who may suffer from AIDS will be permitted to continue in their usual duties for as long as they are capable of normal performance requirements, with reasonable accommodation, where possible.

3.7 Employees with AIDS are entitled to all normal employee benefits which are in effect at any given point in time. When an employee is no longer able to continue in employment due to ill health, the Company’s rules governing ill health will apply.

3.8 Information and education programs on HIV/AIDS are made available to all employees. The major objective is to ensure that all employees are aware of and understand the risks associated with HIV infection. Literature on the subject of HIV/AIDS is also made available for employees to share with families and friends.

3.9 Condoms and gloves are made readily available and accessible on company premises.

3.10 Access to appropriate support and counselling services are made available through external support groups and company counsellors.

3.11 The company will identify reputable organisations which employees may approach to have themselves tested, on a confidential basis, for HIV/AIDS if they so desire.

3.12 All employees, regardless of level, will be encouraged to have themselves tested Health services are provided for the treatment of sexually transmitted diseases for HIV/AIDS on a voluntary and anonymous basis. The Company needs to establish a statistical database to understand the impact of the disease to enable us to plan for the future. No personal data will be released if people do volunteer to be tested.

3.13 STDs and opportunistic diseased through Government health care providers and registered medical aid societies.

3.14 The Company will enter into partnerships with other organisations aimed at seeking to minimise the spread of the HIV/AIDS epidemic within the employee base, their families and other members of the community.

4. Policy Review

4.1 This policy will be reviewed on a regular basis by the Aids Task Force to take Account of the progression of the epidemic, development in medical care, experience in managing it in the workplace and its impact on employee benefit schemes.

4.2 The AIDS Task Force has responsibility for monitoring the implementation of the Company’s HIV/AIDS program and include representation from Management and Staff.