POWA VISIONS HIV/AIDS POLICY

POWA has been working to reduce the impact of the HIV/AIDS epidemic on its employees, their families and the communities with which we are associated. We strive to reduce the stigma associated with HIV/AIDS, encourage people to know their status and prevent new infections and also to assist people in getting access to quality treatment and care for HIV/AIDS.

An employee who is, or becomes, HIV infected has the right to confidentially 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.

POWA 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.

POWA recognises that women are more likely to become infected and are more often adversely affected by the HIV/AIDS epidemic than man due to biological ,socio-cultural and economic reasons. POWA 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.

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.

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. 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.

POWA extends HIV counselling and testing services to long term contractors on the same basis as provided to employees.

Information and education programmes on HIV/AIDS should be made available to all employees and must be appropriately sustained, coordinated and focused. 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.

We strive to ensure that our information and education programmes are sensitive, accurate and current. The programmes will aims to:

Communicate basic knowledge about the disease and its prevention;

Build community acceptance of persons living with HIV/AIDS to avoid feelings or rejection and isolation;

Provide information to employees about voluntary counselling and testing within the organisation, about wellness programmes.

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.

Group companies will endeavour to:

Keep HIV positive employees and their families healthy and productive for as long as possible ,through early participation in HIV Disease Management Programmes;

Prevent opportunistic infections that account for most of the morbidity and mortality associated with AIDS ,