📜Policy ✅

 

HIV AND AIDS POLICY

 

ZAMASIZWE CRISIS CENTRE believes that the response to the HIV and AIDS epidemic is a significant contribution to the sustainability of our business.

ZAMASIZWE CRISIS CENTRE believes non-discrimination, as well as consultation, inclusivity and encouraging full participation of all stakeholders are key principles, which underpin its HIV/AIDS responses.

This HIV/AIDS policy is based upon a human rights, which we believe is fundamental to an effective HIV/AIDS response and supports the key responses to the epidemic, namely:

·       elimination of stigma and discrimination on the basis of real or perceived HIV status; prevention of new infections; care, support and treatment for employees and their dependants who are infected and/or affected by HIV/AIDS; community social investments; and management and mitigation of the impact of HIV/AIDS.

Treatment

Over the years the treatment of infection with HIV has improved considerably and what was once a death sentence is now just another treatable chronic disease. This in itself has created challenges as there is considerable fatigue and complacency around HIV. However, we are continuing our efforts, particularly as tuberculosis (TB) is closely associated with the HIV infection and is a major problem in southern Africa. HIV has to be correctly managed if TB is to be beaten.

The magnitude of the health challenge posed by HIV/AIDS is such that individual companies cannot adequately address it alone and we reiterate that a comprehensive and effective response to HIV/AIDS requires a partnership between all stakeholders.

Elimination of stigma and discrimination

•       Confidentiality An employee who is, or becomes, HIV infected has the right to confidentiality and privacy, as is the case with any employee that has experienced or is experiencing any other medical or psychosocial related incident.

•       HIV infected employees are not obliged to inform management, or any other person in their organisation, of their HIV status. There is no justification for asking job applicants to disclose HIV-related personal information. Nor are employees obliged to reveal such personal information to fellow employees.

 

Non-discrimination

•       ZAMASIZWE CRISIS CENTRE does not tolerate any form of unfair discrimination against those infected with HIV and takes all reasonable steps to respect their dignity and their individual human rights.

•       All employees, supervisors, managers, and medical staff who know (or think they know) an individual’s HIV status are made aware of the requirements and responsibilities of disclosing this information to a third party, and the consequences that could arise if this responsibility were disregarded.

•       ZAMASIZWE CRISIS CENTRE recognises that it takes courage for individuals to disclose their HIV positive status, and that such disclosure challenges the stigma associated with the epidemic. The Group encourages employees to be open about their HIV or AIDS status if they so wish and takes all reasonable steps to ensure that such employees are not unfairly discriminated against or stigmatised and that they have access to appropriate counselling and support.

Gender equality

•       ZAMASIZWE CRISIS CENTRE recognises that women are more likely to become infected and are more often adversely affected by the HIV/AIDS epidemic than men due to biological, socio-cultural and economic reasons. ZAMASIZWE CRISIS CENTRE strives to equalise gender relations, recognising that the empowerment of women is vital to successfully prevent the spread of HIV infection and enable women to cope with HIV/AIDS.

•       If a person makes his/her HIV/AIDS status known voluntarily, it shall not be a basis for refusing to conclude, continue or renew an employment contract.

•       Employees with HIV/AIDS are governed by the same contractual obligations as all other employees.

•       Employees who become HIV positive will continue to be employed unless or until they become medically unfit to work. 

Social dialogue

The successful implementation of an HIV/AIDS policy and programme requires cooperation and trust between employers, employees and their representatives, and government with the active involvement of employees infected and affected by HIV/AIDS. ZAMASIZWE CRISIS CENTRE strives to form alliances and build partnerships in order to develop a common vision and shared strategy with all stakeholders. Employment Applicants for employment, for any occupation or position, are required to pass a standard pre-placement medical examination.

This does not include an HIV test, nor indirect screening methods, such as questions in verbal or written form about previous HIV tests and/or questions related to the assessment of HIV risk behaviour. The only health related criterion for employing an individual is the person’s fitness to perform the work offered. 

HIV counselling and testing

•       ZAMASIZWE CRISIS CENTRE encourages all employees, particularly those living in areas with a high burden of HIV infection, to undergo counselling and voluntary HIV testing. We believe that counselling and testing for HIV is a critical intervention that helps to link care and support for those with HIV infection to our broader prevention programmes aimed at turning the tide of the HIV/AIDS epidemic. No employee is forced or coerced to undergo HIV testing.

•       ZAMASIZWE CRISIS CENTRE supports the principle of provider-initiated HIV testing as an important way to scale up testing in areas with a high burden of HIV disease.

 

Employment

Applicants for employment, for any occupation or position, are required to pass a standard pre placement medical examination. This does not include an HIV test, nor indirect screening methods, such as questions in verbal or written form about previous HIV tests and/or questions related to the assessment of HIV risk behaviour. The only health-related criterion for employing an individual is the person’s fitness to perform the work offered. Access to appropriate support and counselling services, at no cost to employees, and adapted to the different needs and circumstances of men and women, is available to HIV infected and affected employees and their dependants. Where these services are not offered on site, employers will seek to arrange for counselling and testing to be provided by approved HIV/AIDS counselling and testing centres/agencies, including self-help groups and services within the local community. Counselling is provided before and after HIV testing

Prevention

Information and education programmes on HIV/ AIDS should be made available to all employees and must be appropriately sustained, coordinated and focused. The programmes must be conducted in a manner that takes into account levels of education and literacy and the need to be situated in an appropriate cultural context. Educational strategies are based on consultation between employers and employees and their representatives and the methods used should be as interactive and participatory as possible.

Care, Support and Treatment

There is clear evidence that early care, support and treatment improves the quality and length of life of people living with HIV/AIDS. Medical assistance is provided by the company for HIV positive employees and their dependants, including through existing medical benefit arrangements pertaining from time to time.

Monitoring and Evaluation

ZAMASIZWE CRISIS CENTRE will monitor and evaluate the evolving AIDS epidemic, taking into account national and international trends, and will develop appropriate strategies to respond to the impact of HIV/AIDS on their operations and associated communities.

 

Policy reviewed and approved by the board of directors and the management team.

On behalf of the board of directors.

Name: THOBILE DLAMINI

Position: CHAIRPERSON

Signature: _T Dlamini___________________________

Date: ___26/05/2025_____________________________

 

On behalf of the Management team.

Name: BONGIWE MTUNGWANA

Position: DIRECTOR

Signature: __B Mtungwana_________________________

Date: _____26/05/2025__________________________