Labour Relations Act, 1995 (Act No. 66 of 1995)NoticesNational Bargaining Council for the Clothing Manufacturing IndustryMain Collective AgreementPart C : Provisions for the KwaZulu-Natal RegionAnnexuresAnnexure A : Code of Good Practice on Key Aspects of HIV/AIDS and Employment within the Clothing Manufacturing Industry of South Africa6. Promoting a Non-Discriminating Work Environment |
| 6.1. | No person with HIV or AIDS shall be unfairly discriminated against within the employment relationship or within any employment policies or practices, including with regard to: |
| (i) | recruitment procedures, advertising and selection criteria; |
| (ii) | appointments, and the appointment process, including job placement; |
| (iii) | job classification or grading; |
| (iv) | remuneration, employment benefits and terms and conditions of employment; |
| (v) | employee assistance programmes; |
| (vi) | job assignments; |
| (ix) | training and development; |
| (x) | performance evaluation systems; |
| (xi) | promotion, transfer and demotion; |
| (xiii) | termination of services. |
| 6.2. | To promote a non-discriminatory work environment based on the principle of equality, employers and the trade union should adopt appropriate measures to ensure that employees with HIV and AIDS are not unfairly discriminated against and are protected from victimisation through positive measures such as: |
| (i) | preventing unfair discrimination and stigmatisation of people living with HIV or AIDS through the development of HIV/AIDS policies and programmes for the workplace; |
| (ii) | awareness, education and training on the rights of all persons with regard to HIV and AIDS; |
| (iii) | mechanisms to promote acceptance and openness around HIV/AIDS in the workplace; |
| (iv) | providing support for all employees infected or affected by HIV and AIDS; and |
| (v) | grievance procedures and disciplinary measures to deal with HIV-related complaints in the workplace. |