Labour Relations Act, 1995 (Act No. 66 of 1995)NoticesBargaining Council for the Metal and Engineering IndustriesMain Collective AgreementPart 25. AnnexuresAnnexure FCode of Good Practice on Key Aspects of HIV/AIDS and Employment14. Assessing the Impact of HIV/AIDS on the Workplace |
| 14.1 | Employers and trade unions should develop appropriate strategies to understand, assess and respond to the impact of HIV/AIDS in their particular workplace and sector. This should be done in co-operation with sectoral, local, provincial and national initiatives by government, civil society and non-governmental organisations. |
| 14.2 | Broadly, impact assessments should include: |
| (i) | Risk profiles; and |
| (ii) | Assessment of the direct and in direct costs of HIV/AIDS. |
| 14.3 | Risk profiles may include an assessment of the following: |
| (i) | The vulnerability of individual employees or categories of employees to HIV infection; |
| (ii) | The nature and operations of the organisation and how these may increase susceptibility to HIV infection (e.g. migration or hostel dwellings); |
| (iii) | A profile of the communities from which the organisation draws its employees; |
| (iv) | A profile of the communities surrounding the organisation’s place of operation; and |
| (v) | An assessment of the impact of HIV/AIDS upon their target markets and client base. |
| 14.4 | The assessments should also consider the impact that the HIV/AIDS epidemic may have on: |
| (i) | Direct costs such as to employee benefits, medical costs and increased costs related to staff turnover such as training and recruitment costs and the costs of implementing an HIV/AIDS program; |
| (ii) | Indirect costs such as costs incurred as a result of increased absenteeism, employee morbidity, loss of productivity, a general decline in workplace morale and possible workplace disruption. |
| 14.5 | The cost effectiveness of any HIV/AIDS interventions should also be measured as part of an impact assessment. |