FAMSA'S HIV/AIDS POLICY

1. GENERAL STATEMENT FAMSA (NGO) recognises the seriousness of the HIV/AIDS epidemic and its impact on the workplace. FAMSA supports national efforts to reduce the spread of infection and minimize the impact of the disease. The purpose of this policy is to ensure a consistent and equitable approach to the prevention of HIV/AIDS among employees and their families, and to the management of the consequences of HIV/AIDS, including the care and support of employees living with HIV/AIDS. The policy has been developed and will be implemented in consultation with employees at all levels. It is in compliance with existing laws regarding HIV/AIDS [where relevant - otherwise insert 'existing laws on discrimination, working conditions, and safety and health'] and with the ILO Code of Practice on HIV/AIDS and the world of work. 2. POLICY FRAMEWORK AND GENERAL PRINCIPLES FAMSA does not discriminate or tolerate discrimination against employees or job applicants on any grounds, including HIV status. While FAMSA recognizes that there are circumstances unique to HIV infection, this policy rests on the principle that HIV infection and AIDS should be treated like any other serious condition or illness that may affect employees. It takes into account the fact that employees with HIV may live full and active lives for a number of years. FAMSA commitment to maintaining a safe and healthy work environment for all employees is based on the recognition that HIV is not transmitted by casual contact. 3. SPECIFIC PROVISIONS 1. Rights of employees who are HIV-positive. HIV-positive employees will be protected against discrimination, victimisation or harassment. Normal company disciplinary and grievance procedures shall apply equally to all employees, as will the provision of information and education about HIV and AIDS. 2. Employment opportunities and termination of employment. No employee should suffer adverse consequences, whether dismissal or denial of appropriate alternative employment opportunities, merely on the basis of HIV infection. [A collective agreement could spell out the grounds for dismissal]. 3. Testing. FAMSA rejects HIV testing as a prerequisite for recruitment, access to training or promotion. However, the company promotes and facilitates access to voluntary confidential testing with counselling (VCT) for all employees. 4. Epidemiological testing. Testing programmes for epidemiological purposes will be subject to appropriate consultation with recognised employee representatives and will be subject to independent and objective evaluation and scrutiny. The results of epidemiological studies will not be used as a basis for discriminating against any class of employee in the workplace. All testing will comply with accepted international standards on pre-and post-test counselling, informed consent, confidentiality and support. 5. Confidentiality. The Company recognises the sensitive issues that surround HIV/AIDS and undertakes to handle matters in a discreet and private manner. Where an employee with HIV has revealed his or her status to management, the Company will keep the identity of such person confidential. However in line with the Company philosophy on the virus, the employee will be encouraged to be open about his or her HIV status.

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