HIV/AIDS Workplace Policy

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Every workplace should develop an HIV/AIDS Workplace Policy, to ensure that employees affected by HIV/AIDS are not unfairly discriminated against in employment policies and practices. It also contributes to the lessening of stigma and ignorance surrounding the disease, and the promotion of a healthy work environment. 

What should the Workplace Policy cover?

  • The organisation’s position on HIV/AIDS
  • Details on employment policies (e.g. position regarding HIV testing, employee benefits, performance management and procedures to be followed to determine medical incapacity and dismissal)
  • Standards of behaviour expected of employers and employees and appropriate measures to deal with deviations from these standards
  • The means of communication within the organisation on HIV/AIDS issues
  • Details of employee assistance available to persons affected by HIV/AIDS
  • Details of implementation and co-ordination responsibilities
  • Monitoring and evaluation mechanisms.

Who makes the Workplace Policy?

All policies should be developed in consultation with key stakeholders within the workplace, including trade unions, employee representatives, occupational health staff and the human resources department.

The policy should reflect the nature and needs of the particular workplace.

Keeping an eye on the Workplace Policy

Policy development and implementation is a dynamic process, so the workplace policy should be:

  • Communicated to all concerned
  • Routinely reviewed in the light of new scientific information
  • Monitored for its successful implementation 
  • Evaluated for its effectiveness.

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