THE LIFT OFF FOUNDATION HIV POLICY

 HIV Policy 

Applications of this policy This policy applies to all members of the organization. 

HIV knows no social, gender or racial boundaries, but it is accepted that socio-economic circumstances influence disease patterns.

Acquired Immune Deficiency Syndrome ( AIDS) is a condition that follows infection with a virus known as Human Immune Deficiency Virus (HIV), which causes a breakdown of the body, s natural defense mechanism leaving the carrier increasingly vulnerable to opportunistic infections and malignant tumours, caused by our body being unable to fight infections. 

HIV is transmitted mostly in four ways :

(1) Through unprotected sexual intercourse

(2)From an infected mother to child during pregnancy, or breastfeeding 

(3) Through contaminated mother to blood products (4)Through sharing contaminated instruments such as sex toys or needles/ injections Not all individuals who become infected with HIV virus will develop AIDS, and some may experience no symptoms at all although they have potential to infect others.

 HIV can live in our bodies without obvious effect. Most people with HIV feel healthy and are capable of living productive, healthy lives for many years. HIV does not usually cause immediate incapacity in a person. 

The HIV/AIDS epidemic affects every workplace, with prolonged staff illness, absenteeism, and death impacting on productivity, employee benefits, occupational health and safety, productivity costs and workplace morale. 

 HIV thrives in an environment of poverty, rapid urbanization, violence and destabilization. Transmission is exacerbated by disparities in resources and patterns of migration from rural to urban areas. 

Women particularly are vulnerable to infection in cultures and economic circumstances where they have little control over their lives. 

HIV/AIDS is still a disease surrounded by ignorance, prejudice, discrimination and stigma. In the workplace, unfair discrimination against people living with HIV and AIDS has been perpetual through widespread practices such as pre-employment HIV testing, dismissal for being HIV positive and denial of members benefits. 

Objectives One of the most effective ways of reducing and managing the impact of HIV/AIDS in workplace is through the implementation of an HIV/AIDS policy and programme. In light of this, thus policy has been developed as a guide to the organization, management and members. 

Promoting a non-discriminatory work environment HIV/AIDS is a disease that shows no racial, gender or class boundaries. The organization believes that a person with HIV or AIDS must be treated on similar basis to any other members suffering from a life time-threatening disease. As such, employees who are HIV positive or those with AIDS will not be subjected to any forms of victimised or discrimination. 

The organization is committed to fair, sound and non-discrimination employment practices. Members who develop, choose to disclose, or are diagnosed as HIV/AIDS positive will not be prejudice, victimised or discriminated against on account of their medical condition or status,This means that no person wth HIV or AIDS shall be treated unfairly within the members relationship or within any of the Organization members policies or practice, including with regard to:

(a)Recruitment procedures, advertising and selection criteria. 

(b)Appointments and the appointment process. 

(C)Job classification or grading. 

(d) Job assignments. 

(e) The working environment and facilities. 

(f)Training and development. 

(g)Promotion, transfer and demotion. 

(h) Performance evaluation systems. 

(I) Disciplinary measures short of dismissal. 

(J) Termination of services. 

No person employed by the organization may unfairly discrimination against an employee, or an applicant for employment, on the basis of his or her HIV status.

The organization will adopt appropriate measures to ensure that members with HIV and AIDS are not unfairly discriminated against and are protected from victimization through positive measures such as :

(a) Grievance procedures to deal with HIV related complaints in workplace 

(b)Disciplinary action will be taken against members that victimised members living  with HIV/AIDS.

(C) The organization is committed to assisting members wherever possible and necessary. Thus, members who are aware that they have a life threatening disease are encouraged to inform the organization as soon as possible to enable the organization to assist. This information will be treated with the highest level of confidentiality. No employee will be victimised or discriminated against.

HIV Testing No person employed by the organization may require a member, or an applicant for employment, to undertake an HIV test in order to ascertain that members ‘s HIV status, unless authorisation has been obtained from the Labour court.

This including HIV testing During an application for members:

 

(1)As a condition of employment.

(2) During procedures related to the termination of employment. 

(3)As an eligibility requirement for training or staff development programmers. 

(4)As an access requirement to obtain member benefits.

Where HIV testing has been authorised by the Labour Court, it should be carried out in terms of the conditions prescribed by the Court with regard to:

(5)The provision of counselling.

(6) The maintenance of confidentiality.

(7)The period during which the authorisation for HIV testing applies, The category of jobs or employees in respect of which the authorisation for HIV testing applies.

Anonymous and voluntary testing of members may be conducted without the consent of the Labour Court, provided that the results are be kept confidential and the test are truly voluntary.

Confidentiality and disclosure 

The organisation recognized the fact that all persons with HIV or AIDS have the legal right to prevent right to privacy. The member is therefore not legally required to disclose his or her status to the organisation.

 In dealing with members who are HIV positive or have AIDS, the organisation regards confidentiality as of the utmost importance. 

Promoting a safe working environment

The organisation is obligated to provide and maintain, as far as reasonable practicable, a working environment that is safe and without risk to the health of its members. 

Suitably qualified individuals will be available to deal with any occupational accidents, where possible. 

 Appropriate equipment and materials are available to protect members from risk of exposure to HIV and to treat any employees who have suffered an injury at work I. e. always make sure of surgical gloves.