ONELOVE FOUNDATION HIV/AIDS POLICY

Scope

Our organisation is locally based and designed to meet the local conditions, the overarching policy of HIV/AIDS non-discrimination. Awareness, prevention and the health support applies to all employees of the womanpower organisation and its subsidiaries. Our workplace seeks to develop local programs and policies to adhere to the following guidelines:

• Non-discrimination

Our policy is to provide a work environment for our employees that is free from harassment and discrimination. Employees who engage in acts of harassment and discrimination are subject to corrective action that may include termination of employment. We do not discriminate employees having or living or that are affected by HIV or AIDS. We treat HIV/AIDS the same as other illnesses. All employees must adhere to our discrimination policy and any employee who refuses to work within our discrimination policy, withhold services from, harass or discriminate against another employee because of his/her having HIV/AIDS, being perceived as having, living with HV/AIDS or affected by it will be subject to discipline or other corrective actions.

• Right to withhold information

- No employee is obliged to reveal his/her HIV status.

- Employees should inform the company once they can no longer perform their duties as a result of their disease in order to avoid possible inappropriate disciplinary action.

• Confidentiality

Any person who is informed or becomes aware that an employee is HIV positive must treat this information as confidential, failure to do so will be regarded as a serious offence and will result in disciplinary action.

• Benefits

- Employees who become HIV positive or contract a life threatening disease whilst already employed will retain their existing benefits as per benefit rules.

- Medical scheme rules regarding cover and benefits will apply. All medical treatment for HIV/AIDS.

• HIV testing

Potential employees affected will not be tested for HIV/AIDS as a condition of employment or to be refused employment on account of their HIV status.

• Education and counselling

Employees will be given access to appropriate education or counselling on the prevention and management of HIV/AIDS and other life-threatening diseases.

• Refusal to work HIV positive employees or employees with any other life-threatening diseases

No employee may refuse to work with other employees who are HIV positive or suffering from any other life-threatening disease if the affected employee poses no risk to health of the objecting employee.