Risk Control Programmes:
HIV/AIDS
ITC is committed to providing a safe and healthy work environment to all its employees.
Policy guidelines on HIV/AIDS are an endorsement of this commitment and, in particular, of
the Company's commitment to specific programmes and actions in response to the HIV/AIDS
pandemic. The Company's position is based on scientific and epidemiological evidence that
people with HIV/AIDS do not pose a risk of transmission of the virus to co-workers by
casual, non-sexual contact in the normal work setting.
Policy: The Company's policy on HIV/AIDS
with regard to its employees will, at a minimum, comply with all relevant Central and
State legislations and the Company will implement all policies and directives of the
Government regarding HIV/AIDS whenever issued.
The Company will provide to all its employees sensitive, accurate and the latest
information about risk reduction strategies in their personal lives, with the objective of
reducing the stigma of HIV/AIDS, encouraging safe behaviour and improving understanding of
treatment. The Company is committed to providing a safe and healthy workplace to all its
employees. It is the Company's objective that employees will have access to health
services to prevent and manage HIV/AIDS.
The Company will not discriminate against any employee infected by HIV/AIDS with regard
to promotions, training and other privileges and benefits as applicable to all employees.
All HIV positive employees will be allowed to continue to work in their jobs unless (a)
medical conditions interfere with the specific job being done, in which case reasonable
alternative working arrangements will be made; or (b) the employee is incapacitated to
perform his/her duties and is declared medically unfit by a medical doctor, in which case
the employee will be assisted to rehabilitate himself/herself outside the Company. The
Company will not make pre-employment HIV/AIDS screening mandatory as part of its
fitness-to-work assessment. Screening of this kind refers to direct methods (HIV testing),
indirect methods (assessment of risk behaviour), and questions about HIV tests already
taken. HIV/AIDS test will not be part of the annual health check-up unless specifically
requested for by an employee.
Voluntary testing for HIV/AIDS, when requested for by the employee, will be carried out
by private or community health services and not at the workplace. There will be no
obligation on the part of the employees to inform the Company about their clinical status
in relation to HIV/AIDS. Information on clinical diagnosis of an employees' status in
terms of his/her HIV/AIDS status, if advised to the Company, will be kept strictly
confidential.
Implementation: This policy is publicly
available throughout the Company and clearly communicated to all employees in a manner in
which it can be understood through induction programmes, policy manuals and intranet
portals.
The responsibility for the implementation of the policy rests with the Unit Human
Resources Departments. A report is provided to the Divisional Head on such programmes.
Monitoring & Auditing: Compliance
with the Policy is regularly monitored by the Unit Head.
Compliance during 2005-06: During the
reporting period, various Units held 209 HIV/AIDS awareness camps and programmes both
within the Units to cover the Company's employees and the communities around the Units.
The total number of employees covered was 10,264 and the community members covered were
7,265. The workshops/programmes laid emphasis on preventive aspects and the treatment that
is available. The importance of not ostracising those infected was also highlighted.
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