1. GENERAL STATEMENT
Pro-Air Lda recognises the seriousness of the
HIV/AIDS epidemic and its impact on the work place. The Company
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 on discrimination, working conditions, and safety and health.
2. POLICY FRAMEWORK AND GENERAL PRINCIPLES
Pro-Air Lda does not discriminate or tolerate discrimination against
employees or job applicants on any grounds, including HIV status.
While Pro-Air Lda recognises 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. The
Company’s 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.
1) Stigma, discrimination and rights
- 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.
- 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].
- Testing. Pro-Air Lda 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.
- 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.
2) Awareness-raising and education
- Appropriate awareness and education programmes will be conducted
to inform employees about AIDS and HIV which will enable them
to protect themselves and others against infection by HIV. Some
of these will include the families of employees and the local
- The company recognises the importance of involving employees
and their representatives in the planning and implementation of
awareness, education and counselling programmes, especially as
peer educators and counsellors.
- Practical measures to support behaviour change and risk management
will include the distribution of condoms.
- Training shall be arranged for key staff.
- Reasonable time off will be given for participation in education
3) Care and support for workers and their families
- The promotion of employees’ well-being.
The Company will treat employees who are infected or affected
by HIV/AIDS with empathy and care. The Company will provide all
reasonable assistance and information regarding the virus and
- Work performance and reasonable accommodation.
It is the policy of the Company to respond to the changing health
status of employees by making reasonable accommodation in the
workplace for those infected with HIV. Employees may continue
to work as long as they are able to perform their duties safely
and in accordance with accepted performance standards. If an employee
with AIDS is unable to perform his or her tasks adequately, the
management must resolve the problem according to the company’s
normal procedure on poor performance/ill health.
- Benefits. Employees living with HIV/AIDS will
be treated no less favourably than staff with any other serious
illness/condition in terms of statutory and company benefits,
workplace compensation, where appropriate, and other available
- Healthcare Pro-Air Lda will help employees
living with HIV/AIDS to find appropriate medical services in the
community, as well as counselling services, professional support
and self-help groups if required. Reasonable time off will be
given for counselling and treatment.
i) Appropriate support and counselling services will be made available
4. IMPLEMENTATION AND MONITORING
- Pro-Air Lda has appointed a responsible officer for HIV/AIDS
to coordinate and implement the HIV/AIDS policy and programme.
The responsible officer will report regularly to the management.
- In order to plan and evaluate its HIV/AIDS policy and programme
effectively, Pro-Air Lda will undertake a survey to establish
- This policy, and related information on HIV and AIDS, will be
communicated to all Pro-Air Lda employees and the wider public
using the full range of communication methods available to the
company and its network of contacts.
- This policy will be reviewed annually and revised as necessary
in the light of changing conditions and the findings of surveys/studies