Common use of Developing Workplace HIV/AIDS Programmes Clause in Contracts

Developing Workplace HIV/AIDS Programmes. 15.2.1. It is recommended that every workplace works towards developing and implementing a workplace HIV/AIDS programme aimed at preventing new infections, providing care and support for employees who are infected or affected, and managing the impact of the epidemic in the organisation. 15.2.2. The nature and extent of a workplace programme should be guided by the needs and capacity of each individual workplace. However, it is recommended that every workplace programme should attempt to address the following in cooperation with the sectoral, local, provincial and national initiatives: (i) hold regular HIV/AIDS awareness programmes; (ii) encourage voluntary testing; (iii) conduct education and training on HIV/AIDS; (iv) promote condom distribution and use; (v) encourage health seeking behaviour for STD’s; (vi) enforce the use of universal infection control measures; (vii) create an environment that is conducive to openness, disclosure and acceptance amongst all staff; (viii) endeavour to establish a wellness programme for employees affected by HIV/AIDS; (ix) provide access to counselling and other forms of social support for people affected by HIV/AIDS; (x) maximise the performance of affected employees through reasonable accommodation, such as investigations into alternative sick leave allocation; (xi) develop strategies to address direct and indirect costs associated with HIV/AIDS in the workplace, as outlined under item 14.4 (xii) regularly monitor, evaluate and review the programme. 15.2.3. Employers should take all reasonable steps to assist employees with referrals to appropriate health, welfare and psycho-social facilities within the community, if such services are not provided at the workplace

Developing Workplace HIV/AIDS Programmes. 15.2.1. It is recommended that every workplace works towards developing and implementing a workplace HIV/AIDS programme aimed at preventing new infections, providing care and support for employees who are infected or affected, and managing the impact of the epidemic in the organisation. 15.2.2. The nature and extent of a workplace programme should be guided by the needs and capacity of each individual workplace. However, it is recommended that every workplace programme should attempt to address the following in cooperation with the sectoral, local, provincial and national initiatives:: 3[3] This policy could either be a specific policy on HIV/AIDS, or could be incorporated in a policy on life threatening illness. (i) hold regular HIV/AIDS awareness programmes; (ii) encourage voluntary testing; (iii) conduct education and training on HIV/AIDS; (iv) promote condom distribution and use; (v) encourage health seeking behaviour for STD’s; (vi) enforce the use of universal infection control measures; (vii) create an environment that is conducive to openness, disclosure and acceptance amongst all staff; (viii) endeavour to establish a wellness programme for employees affected by HIV/AIDS; (ix) provide access to counselling and other forms of social support for people affected by HIV/AIDS; (x) maximise the performance of affected employees through reasonable accommodation, such as investigations into alternative sick leave allocation; (xi) develop strategies to address direct and indirect costs associated with HIV/AIDS in the workplace, as outlined under item 14.4 (xii) regularly monitor, evaluate and review the programme. 15.2.3. Employers should take all reasonable steps to assist employees with referrals to appropriate health, welfare and psycho-social facilities within the community, if such services are not provided at the workplace

Developing Workplace HIV/AIDS Programmes. 15.2.1. It is recommended that every workplace works towards developing and implementing a workplace HIV/AIDS programme aimed at preventing new infections, providing care and support for employees who are infected or affected, and managing the impact of the epidemic in the organisation. 15.2.2. The nature and extent of a workplace programme should be guided by the needs and capacity of each individual workplace. However, it is 3[3] This policy could either be a specific policy on HIV/AIDS, or could be incorporated in a policy on life threatening illness. recommended that every workplace programme should attempt to address the following in cooperation with the sectoral, local, provincial and national initiatives: (i) hold regular HIV/AIDS awareness programmes; (ii) encourage voluntary testing; (iii) conduct education and training on HIV/AIDS; (iv) promote condom distribution and use; (v) encourage health seeking behaviour for STD’s; (vi) enforce the use of universal infection control measures; (vii) create an environment that is conducive to openness, disclosure and acceptance amongst all staff; (viii) endeavour to establish a wellness programme for employees affected by HIV/AIDS; (ix) provide access to counselling and other forms of social support for people affected by HIV/AIDS; (x) maximise the performance of affected employees through reasonable accommodation, such as investigations into alternative sick leave allocation; (xi) develop strategies to address direct and indirect costs associated with HIV/AIDS in the workplace, as outlined under item 14.4 (xii) regularly monitor, evaluate and review the programme. 15.2.3. Employers should take all reasonable steps to assist employees with referrals to appropriate health, welfare and psycho-social facilities within the community, if such services are not provided at the workplace