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HIV/AIDS Policy in SAIL |
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| To help maintain harmony at the workplace as well as strengthen
the existing bond between the employer and the employee, the
Company's policy on HIV/AIDS would be as follows: |
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| 1. The Company would implement all policies and
directions of the Government regarding HIV/AIDS as and when
issued. |
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| 2. The Company would work in close coordination
with National AIDS Control Organisation [NACO] in all programmes
in this regard in the relevant sectors, with a view to provide
safe and healthy work environment for employees. |
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| 3. The management and trade unions connected
with the Company would unequivocally endorse non-discriminatory
policy during employment and implement HIV/AIDS programs across
the Company. |
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| 4. The HIV/AIDS programme will provide to Company's
employee accurate and up-to-date information about risk reduction
in the personal lives of all concerned. |
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| 5. The Company would educate its employees and
the family on prevention, care and counselling of HIV/AIDS by
providing information through posters, leaflets, articles in
the company journal and encourage interactive sessions. Particularly,
attention would be given to dispel ill-conceived notions and
myths. |
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| 6. The Company would educate its employees on
safe blood donation and transfusion. |
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| 7. Confidentiality regarding all medical information,
especially HIV/AIDS status of the employees must be maintained
by the treating doctors and the management. The information
about the clinical diagnosis of a worker's status in terms of
HIV/AIDS is to be kept strictly confidential. There will be
no obligation on the part of the employees to inform the employer
about their clinical status. All efforts shall be made to sensitize
the concerned employees on issues of HIV/AIDS ensuring confidentiality. |
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| 8. HIV/AIDS test will not be part of the annual
health check ups, unless specifically asked for by an employee
through voluntary counselling programmes. |
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| 9. The Company, as a policy, would not discriminate
against any employee living with HIV/AIDS with regard to promotions,
training and other privileges and other benefits as applicable
to the employees of the Company. HIV/AIDS will not be a ground
for termination of service of any employee unless he/she is
incapacitated to perform his/her duties and is declared medically
unfit by the medical doctor. |
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| 10. An HIV Positive employee would be allowed
to continue to work in his/her job unless medical conditions
interfere with the specific job that s/he is doing. In such
a situation, the employee can be shifted to another suitable
position. |
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| 11. Tendency of an employee refusing to work
along side or with an HIV positive employee must be discouraged.
Such employees should be made aware through periodic awareness
programmes that HIV/AIDS do not pose any risk of transmission
of the virus to co-workers through ordinary workplace contact.
Employees should rather create a climate at the work place so
as to make the affected person(s) comfortable and s/he gets
a feeling of being a part of the family. |
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| It is hoped that with this policy, it would be possible to
control the spread of HIV, help build positive attitudes towards
those infected and promote health and safety amongst the employees.
This, in turn, would help the Company achieve higher productivity
and efficiency. |
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