Human Resource Policy HIV / Aids â Code of Conduct 1 ... - Inseta
Human Resource Policy HIV / Aids â Code of Conduct 1 ... - Inseta
Human Resource Policy HIV / Aids â Code of Conduct 1 ... - Inseta
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employee’s right to confidentiality regarding his or her <strong>HIV</strong> status ismaintained during any incapacity proceedings. An employee cannot becompelled to undergo an <strong>HIV</strong> test or to disclose his or her <strong>HIV</strong> statusas part <strong>of</strong> such proceedings unless the Labour Court authorised such atest.12. Grievance procedures12.1. Employers should ensure that the rights <strong>of</strong> employees withregard to <strong>HIV</strong>/AIDS, and the remedies available to them in the event <strong>of</strong>a breach <strong>of</strong> such rights, become integrated into existing grievanceprocedures.12.2. Employers should create an awareness and understanding <strong>of</strong> thegrievance procedures and how employees can utilise them.12.3. Employers should develop special measures to ensure theconfidentiality <strong>of</strong> the complainant during such proceedings, includingensuring that such proceedings are held in private.13. Management <strong>of</strong> <strong>HIV</strong> in the workplace13.1. The effective management <strong>of</strong> <strong>HIV</strong>/AIDS in the workplace requiresan integrated strategy that includes, amongst others, the followingelements:13.1.1. An understanding and assessment <strong>of</strong> the impact <strong>of</strong> <strong>HIV</strong>/AIDSon the workplace; and13.1.2. Long and short term measures to deal with and reduce thisimpact14. Assessing the impact <strong>of</strong> <strong>HIV</strong>/AIDS on the workplace14.1.1. Employers and trade unions should develop appropriatestrategies to understand, assess and respond to the impact <strong>of</strong><strong>HIV</strong>/AIDS in their particular workplace and sector. This should be donein cooperation with sectoral, local, provincial and national initiatives bygovernment, civil society and non-governmental organisations.14.1.2. Broadly, impact assessments should include:(i) Risk pr<strong>of</strong>iles; and(ii) Assessment <strong>of</strong> the direct and indirect costs <strong>of</strong> <strong>HIV</strong>/AIDS;14.3. Risk pr<strong>of</strong>iles may include an assessment <strong>of</strong> the following:i. The vulnerability <strong>of</strong> individual employees or categories <strong>of</strong> employeesto <strong>HIV</strong> infection;ii. The nature and operations <strong>of</strong> the organisation and how these mayincrease susceptibility to <strong>HIV</strong> infection (eg migrancy or hosteldwellings);iii. A pr<strong>of</strong>ile <strong>of</strong> the communities from which the organisation draws itsemployees;iv. A pr<strong>of</strong>ile <strong>of</strong> the communities surrounding the organisation’s place <strong>of</strong>