Common use of INFORMATION AND EDUCATION Clause in Contracts

INFORMATION AND EDUCATION. 16.1. The National Bargaining Council should ensure that copies of this code are available and accessible. 16.2. Employers and employer organisations should include the Code in their orientation, education and training programmes of employees. 16.3. The trade union should include the Code in their education and training programmes of shop stewards and employees. Affected employee an employee who is affected in any way by HIV/AIDS e.g. if they have a partner or a family member who is HIV positive AIDS AIDS is the acronym for “acquired immune deficiency syndrome”. AIDS is the clinical definition given to the onset of certain life- threatening infections in persons whose immune systems have ceased to function properly as a result of infection with HIV. Epidemiological The study of disease patterns, causes, distribution and mechanisms of control in society. HIV HIV is the acronym for “human immuno deficiency virus”. HIV is a virus which attacks and may ultimately destroy the body’s natural immune system. HIV testing taking a medical test to determine a person’s HIV status. This may include written or verbal questions inquiring about previous HIV tests; questions related to the assessment of ‘risk behaviour’ (for example questions regarding sexual practices, the number of sexual partners or sexual orientation); and any other indirect methods designed to ascertain an employee’s or job applicant’s HIV status. HIV positive having tested positive for HIV infection. Infected employee an employee who has tested positive for HIV or who has been diagnosed as having HIV/AIDS. Informed consent a process of obtaining consent from a patient which ensures that the person fully understands the nature and implications of the test before giving his or her agreement to it. Policy a document setting out an organisation’s position on a particular issue. Pre and post test counselling a process of counselling which facilitates an understanding of the nature and purpose of the HIV test. It examines what advantages and disadvantages the test holds for the person and the influence the result, positive or negative, will have on them. Reasonable Accommodation means any modification or adjustment to a job or to the workplace that is reasonably practicable and will enable a person living with HIV or AIDS to have access to or participate or advance in employment. STDs acronym for “sexually transmitted diseases”. These are infections passed from one person to another during sexual intercourse, including syphilis, gonorrhoea and HIV. Surveillance Testing This is anonymous, unlinked testing which is done in order to determine the incidence and prevalence of disease within a particular community or group to provide information to control, prevent and manage the disease.

INFORMATION AND EDUCATION. 16.1. The National Bargaining Council should ensure that copies of this code are available and accessible. 16.2. Employers and employer organisations should include the Code in their orientation, education and training programmes of employees. 16.3. The trade union should include the Code in their education and training programmes of shop stewards and employees. Affected employee an employee who is affected in any way by HIV/AIDS e.g. if they have a partner or a family member who is HIV positive AIDS AIDS is the acronym for “acquired immune deficiency syndrome”. AIDS is the clinical definition given to the onset of certain life- life-threatening infections in persons whose immune systems have ceased to function properly as a result of infection with HIV. Epidemiological The study of disease patterns, causes, distribution and mechanisms of control in society. HIV HIV is the acronym for “human immuno deficiency virus”. HIV is a virus which attacks and may ultimately destroy the body’s natural immune system. HIV testing taking a medical test to determine a person’s HIV status. This may include written or verbal questions inquiring about previous HIV tests; questions related to the assessment of ‘risk behaviour’ (for example questions regarding sexual practices, the number of sexual partners or sexual orientation); and any other indirect methods designed to ascertain an employee’s or job applicant’s HIV status. HIV positive having tested positive for HIV infection. Infected employee an employee who has tested positive for HIV or who has been diagnosed as having HIV/AIDS. Informed consent a process of obtaining consent from a patient which ensures that the person fully understands the nature and implications of the test before giving his or her agreement to it. Policy a document setting out an organisation’s position on a particular issue. Pre and post test counselling a process of counselling which facilitates an understanding of the nature and purpose of the HIV test. It examines what advantages and disadvantages the test holds for the person and the influence the result, positive or negative, will have on them. Reasonable Accommodation means any modification or adjustment to a job or to the workplace that is reasonably practicable and will enable a person living with HIV or AIDS to have access to or participate or advance in employment. STDs acronym for “sexually transmitted diseases”. These are infections passed from one person to another during sexual intercourse, including syphilis, gonorrhoea and HIV. Surveillance Testing This is anonymous, unlinked testing which is done in order to determine the incidence and prevalence of disease within a particular community or group to provide information to control, prevent and manage the disease. (1) Employers shall pay an amount of 0.5% of the weekly wage into a dedicated productivity incentive bank account. This must be done on a weekly basis or on the date that wages is normally paid, if it is paid at a time other than weekly. (2) The money in this productivity incentive bank account is ringfenced for the introduction of plant level productivity incentive schemes only. (3) This productivity incentive scheme bank account shall be opened and authorised on the basis of co-signatures, as follows: a person nominated by management plus a SACTWU shop xxxxxxx (where there are no shop stewards at a workplace, a representative nominated by the workers shall be the second signatory). (4) With effect from 1 September 2008, each workplace shall have a period of 2 months within which they must reach agreement between management and the union about how the productivity incentive scheme at that workplace will function and how the incentives are to be paid. (5) If there is no productivity incentive scheme agreement reached by 1 November 2008, all the monies in the productivity bank account must be paid out to the workers as part of their wages, until an agreement on an appropriate productivity incentive scheme is reached. (6) The productivity incentive scheme agreements reached must ensure that all workers covered by the terms of this agreement, not just some, shall benefit from the incentive scheme. (7) All productivity scheme agreements reached must be registered with the National Bargaining Council for the Clothing Manufacturing Industry, within 1 month after agreement has been reached. (8) Productivity incentive scheme agreements shall not contain any provisions, which have the effect of downward variation of any term or condition of employment. (9) The productivity incentive scheme envisaged in this agreement shall be in addition to and not in place of any existing productivity incentive scheme, which may currently exist. (10) If the workplace closes or is liquidated, all the money left in the productivity incentive bank account must be paid out to the employees at that workplace and who are covered by the terms of this agreement.

INFORMATION AND EDUCATION. 16.1. The National Bargaining Council should ensure that copies of this code are available and accessible. 16.2. Employers and employer organisations should include the Code in their orientation, education and training programmes of employees. 16.3. The trade union should include the Code in their education and training programmes of shop stewards and employees. Affected employee an employee who is affected in any way by HIV/AIDS e.g. if they have a partner or a family member who is HIV positive AIDS AIDS is the acronym for “acquired immune deficiency syndrome”. AIDS is the clinical definition given to the onset of certain life- threatening infections in persons whose immune systems have ceased to function properly as a result of infection with HIV. Epidemiological The study of disease patterns, causes, distribution and mechanisms of control in society. HIV HIV is the acronym for “human immuno deficiency virus”. HIV is a virus which attacks and may ultimately destroy the body’s natural immune system. HIV testing taking a medical test to determine a person’s HIV status. This may include written or verbal questions inquiring about previous HIV tests; questions related to the assessment of ‘risk behaviour’ (for example questions regarding sexual practices, the number of sexual partners or sexual orientation); and any other indirect methods designed to ascertain an employee’s or job applicant’s HIV status. HIV positive having tested positive for HIV infection. Infected employee an employee who has tested positive for HIV or who has been diagnosed as having HIV/AIDS. Informed consent a process of obtaining consent from a patient which ensures that the person fully understands the nature and implications of the test before giving his or her agreement to it. Policy a document setting out an organisation’s position on a particular issue. Pre and post test counselling a process of counselling which facilitates an understanding of the nature and purpose of the HIV test. It examines what advantages and disadvantages the test holds for the person and the influence the result, positive or negative, will have on them. Reasonable Accommodation means any modification or adjustment to a job or to the workplace that is reasonably practicable and will enable a person living with HIV or AIDS to have access to or participate or advance in employment. STDs acronym for “sexually transmitted diseases”. These are infections passed from one person to another during sexual intercourse, including syphilis, gonorrhoea and HIV. Surveillance Testing This is anonymous, unlinked testing which is done in order to determine the incidence and prevalence of disease within a particular community or group to provide information to control, prevent and manage the disease. (1) Employers shall pay an amount of 0.5% of the weekly wage into a dedicated productivity incentive bank account. This must be done on a weekly basis or on the date that wages is normally paid, if it is paid at a time other than weekly. (2) The money in this productivity incentive bank account is ringfenced for the introduction of plant level productivity incentive schemes only. (3) This productivity incentive scheme bank account shall be opened and authorised on the basis of co-signatures, as follows: a person nominated by management plus a SACTWU shop xxxxxxx (where there are no shop stewards at a workplace, a representative nominated by the workers shall be the second signatory). (4) With effect from 1 September 2008, each workplace shall have a period of 2 months within which they must reach agreement between management and the union about how the productivity incentive scheme at that workplace will function and how the incentives are to be paid. (5) If there is no productivity incentive scheme agreement reached by 1 November 2008, all the monies in the productivity bank account must be paid out to the workers as part of their wages, until an agreement on an appropriate productivity incentive scheme is reached. (6) The productivity incentive scheme agreements reached must ensure that all workers covered by the terms of this agreement, not just some, shall benefit from the incentive scheme. (7) All productivity scheme agreements reached must be registered with the National Bargaining Council for the Clothing Manufacturing Industry, within 1 month after agreement has been reached. (8) Productivity incentive scheme agreements shall not contain any provisions, which have the effect of downward variation of any term or condition of employment. (9) The productivity incentive scheme envisaged in this agreement shall be in addition to and not in place of any existing productivity incentive scheme, which may currently exist. (10) If the workplace closes or is liquidated, all the money left in the productivity incentive bank account must be paid out to the employees at that workplace and who are covered by the terms of this agreement.

INFORMATION AND EDUCATION. 16.1. 16.1 The National Bargaining Council Department of Labour should ensure that copies of this code are available and accessible. 16.2. 16.2 Employers and employer organisations should include the Code in their orientation, education and training programmes programs of employees. 16.3. The trade union 16.3 Trade unions should include the Code in their education and training programmes programs of shop stewards and employees. Affected employee employee: an employee who is affected in any way by HIV/AIDS e.g. if they the have a partner or a family member who is HIV positive AIDS positive. AIDS: AIDS is the acronym for “acquired immune deficiency syndrome”. AIDS is the clinical definition given to the onset of certain life- life-threatening infections in persons whose immune systems have ceased to function properly as a result of infection with HIV. Epidemiological The Epidemiological: the study of disease patterns, causes, distribution and mechanisms of control in society. HIV HIV: HIV is the acronym for “human immuno deficiency virus”. HIV is a virus which attacks and may ultimately destroy the body’s natural immune system. HIV testing testing: taking a medical test to determine a person’s HIV status. This may include written or verbal questions inquiring about previous HIV tests; , questions related to the assessment of ‘risk behaviour’ (for example questions regarding sexual practices, the number of sexual partners or sexual orientation); and any other indirect methods designed to ascertain an employee’s or job applicant’s HIV status. HIV positive positive: having tested positive for HIV infection. Infected employee employee: an employee who has tested positive for HIV or who has been diagnosed as having HIV/AIDS. Informed consent consent: a process of obtaining consent from a patient which ensures that the person fully understands the nature and implications of the test before giving his or her agreement to it. Policy Policy: a document setting out an organisation’s position on a particular issue. Pre and post test counselling a process of counselling counseling which facilitates facilities an understanding of the nature and Counseling: purpose of the HIV test. It examines what advantages and disadvantages the test holds for the person and the influence the result, positive or negative, will have on them. Reasonable Accommodation means any modification or adjustment to a job or to the workplace that is Accommodation: reasonably practicable and will enable a person living with HIV or AIDS to have access to or participate or advance in employment. STDs STD’s: acronym for “sexually transmitted diseases”. These are infections passed from one person to another during sexual intercourse, including syphilis, gonorrhoea gonorrhea and HIV. Surveillance Testing testing: This is anonymous, unlinked testing which is done in order to determine the incidence and prevalence of disease within a particular community or group to provide information to control, prevent and manage the disease.. (new Annexure F inserted by Government Notice R.1051 of 20 October 2001) ▪ The employer and trade union parties agree that it is important that workers representatives, appointed by the unions to serve on the Bargaining Council National and Regional Committees, should participate at that level. ▪ To this end the trade unions will by 31 January of each year, notify the Council Secretary in writing of the names and contact details of the union worker representatives appointed to serve on these National and Regional Committees. ▪ The Council will maintain a register of these union representatives. ▪ The Council will, during February each year, notify the companies concerned of the appointment of their employees onto the specific Bargaining Council Committee/s and of the scheduled meeting dates of the committee/s for the year ahead. ▪ Where the company is unable, for operational or other valid reasons to accept the absence of the employee on the dates concerned it shall immediately communicate with the Council in order that the problem be addressed. The Council Secretary may call upon a senior trade union official and employer representatives to assist in attempting to achieve an amicable resolution of the problem, including meeting with the employer in order to address the specific problems identified. ▪ Absence from the workplace to attend each scheduled meeting must be based on reasonable prior notice of the meeting to the employer supported by the presentation of the Agenda of the Meeting by the worker representative. ▪ The representative’s traveling and accommodation expenses will be borne by the Council. (Annexure G inserted by GN. R.1082 dated 16 August 2002)