Document Nr.

SAOHS-SF-05
HIV Policy Revision Nr. 03
Date: 2020-01-01

HIV/AIDS POLICY
1: INTRODUCTION

Davuka acknowledges that the negative consequences of HIV/AIDS are a reality and
that it is a disease which has no racial or class boundaries.
The company prohibits any form of discrimination towards persons positively
diagnosed with either the AIDS or HIV viruses.
Medical testing to establish the HIV or the AIDS status of any employee without the
employee’s consent is not permitted. The same applies to people applying for
employment with the Company.
2: PURPOSE
The purpose of the company’s AIDS policy is to reassure employees that HIV /AIDS
is not spread through casual contact during normal work practices and to reduce
unrealistic fears about contracting an HIV / AIDS–related condition. This policy also
protects the legal rights of employees who are diagnosed with a HIV / AIDS-related
condition to work, and provides guidelines for situations where infection with the HIV /
AIDS virus is suspected. Our policy is to encourage sensitivity towards and an
understanding of employees affected with a HIV / AIDS virus.
3: GENERAL POLICY
We are committed to maintaining a healthy work environment by protecting the
physical and emotional health and wellbeing of all employees in the workplace. We
also have a continuing commitment to providing employment for people with physical
disabilities who are able to work. This HIV / AIDS policy is a direct outcome of these
commitments. It provides guidelines for situations where a question as to an AIDS-
related condition arises. There are three major aspects to this policy:
3.1: employees who are diagnosed with HIV /AIDS-related condition may continue to
work if they are deemed medically able to do so and can meet acceptable
performance standards. The Company will provide reasonable performance
standards and accommodate them as far as possible to enable these employees to
continue working;
3.2: The Company will assist with HIV / AIDS education for all employees to help them
understand how the HIV / AIDS virus is spread and to reduce unrealistic fears of
contracting an HIV / AIDS-related condition;
3.3: the term “AIDS-related conditions” refers to the following four medically diagnosed
conditions:
3.3.1 presence of the AIDS antibody without symptoms of AIDS;
3.3.2 presence of an AIDS-related Complex (ARC);
3.3.3 AIDS;
3.3.4 central nervous system infection.
 Document Nr. SAOHS-SF-05
HIV Policy Revision Nr. 03
Date: 2020-01-01

4: COMPANY RESPONSIBILITES
The physical and emotional health and wellbeing of all employees must be protected
and reasonable accommodation for the medically impaired employee with an HIV / AIDS-
related condition must be provided, as long as the employee is able to meet acceptable
performance standards. To ensure these goals are met, the following guidelines have been
formulated:

4.1 Any employee diagnosed with an HIV / AIDS condition is entitled, as is any other
employee, to confidentially of their medical condition and medical records.
4.2 If any employee with an HIV / AIDS condition requests job accommodation for his/her
medical condition, the employee must obtain a written medical opinion that he/she (a)
is medically able to work and (b) needs reasonable job accommodation in order to
maintain employment.
4.3 It if is deemed medically necessary, based upon current physical impairment the
Company and the employee’s supervisor will work to bring about any reasonable job
modification or job transfer of the employee with a diagnosed condition of HIV / AIDS.

4.4 If a healthy employee refuses to work with an employee who is diagnosed with an
HIV / AIDS condition and is medically approved as able to work, job transfer or other
transfer or other work accommodation for the healthy employee will only occur when
medically indicated by written order of his / her physician. The medical order must be
a signed medical statement requesting this job change. In the absence of a medical
order, normal transfer procedures will be followed.

______________________ __________________

Signature 16.1 Date: