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Making it work : aspects of marriage, motherhood and money-earning among white South African women 1960-1990Clowes, Lindsay January 1994 (has links)
Bibliography: pages 201-215. / This study provides a feminist perspective on aspects of change in white women's lives in South Africa between 1960 and 1990. Changing patterns of women's work, where work encompasses unpaid domestic labour as well as paid employment outside the home, are traced. The different ways in which women have combined their socially defined obligations as wives and mothers, as employees or employers, are considered. The primary sources used include open-ended interviews with women, magazines and the publications of women's organisations. The period 1960-1973 was one in which most white women left the paid labour force after marrying. Towards the end of the period, in the context of a booming economy and a perceived shortage of skilled white labour, more white wives were remaining in employment after marriage. The media, women's organisations, the state, big business and white male workers were addressing, in different ways, the conflict between white wives entering paid employment and the necessity to protect traditional values whereby 'good' wives stayed at home. 1974-1984 saw large and increasing numbers of white wives taking up paid work, both part-time and full-time. The period saw employed wives becoming increasingly commonplace, while the range of occupations open to them expanded. Observing that most remained in the lower levels of corporate hierarchies, women's organisations focused on eliminating the 'glass ceilings' said to block women's entry to higher paid positions. By 1985-1990, women were encouraged to be ambitious, assertive and to strive for self-fulfilment through their careers. The conflict of trying to achieve in the male dominated business world, combined with a sexual division of labour that persisted in defining the home and the family as women's work, saw many women leave the work place to start up home-based businesses.
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Exploring the construction of work-life balance amongst black women and men in a customer care environmentVeiga, Sonia Cristina Borges 02 1900 (has links)
In contemporary society, work and home represent the two most significant domains in the life of working individuals. South Africa’s socioeconomic, political, and societal circumstances will influence employees’ experiences of work-life balance differently, compared to that of employees in other countries, suggesting that the construction of work-life balance amongst different race and cultural groups may differ. The present study used in-depth qualitative interviews with ten black women and men employed in a customer care environment, to explore their construction of work-life balance. A grounded theory approach was used to analyse the data and identify themes.
This study suggests that work-life balance is a unique experience for individuals, which varies over time and in different situations. The study confirmed that attaining work-life balance is a process of balancing ever-changing experiences over time, and in different life stages. The results of this study are also discussed in relation to the relevant literature. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)
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An evaluation of an HIV and AIDS management system (HAMS) in a Richards Bay company, KwaZulu-Natal : a case studyOdetokun, Joseph 03 September 2012 (has links)
Dissertation submitted in fulfilment of the requirements for the Degree in Masters of
Technology: Nursing, Durban University of Technology, 2012. / In South Africa, HIV and AIDS workplace programmes have been implemented for more
than two decades without any audited and certifiable standards. In 2007, the South
African National Standard launched South African National Standard (SANS 16001)
16001 to assist, encourage and support companies to implement minimum standards
for HAMS. Companies are now expected to use this standard to improve HIV and AIDS
Management System. It therefore, becomes imperative for companies to establish
workplace HAMS in line with the set standard. To determine to what extent the
company‟s HAMS has been aligned to the SANS 16001, an evaluation of the current
management system in relation to the new SANS 16001 system is needed.
Aim of the study
The aim of the study was to evaluate the implementation of the HIV and AIDS
Management System in a Richards Bay Company.
Methodology
A single case study using a quantitative research design was used to evaluate HAMS in
a Richards Bay Company. The sample consisted of all consenting participants who
were selected from key position holders in accordance with the requirements of SANS
16001: 2007 and the general workers. These key position holders were comprised of
senior managers, middle managers and those employees who play an important role in
implementing HAMS. Two different sets of questionnaires were used to collect data.
One questionnaire was used to collect data from the managers because they were key
role players in HAMS. The second questionnaire was used to collect data from the
general workforce. The data from the questionnaire was captured and subsequently
analysed using the version 9 of SPSS.
Results
There was evidence that the company was committed to continuous improvement
regarding HIV and AIDS management as indicated by both key position holders and the
general workforce.
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An evaluation of the efficacy of a HIV and AIDS management system in a multinational manufacturing organisation in KwaZulu-NatalPillay, Annezt Louise 25 April 2013 (has links)
Submitted in fulfilment of the requirements of the full Degree of Master of Technology: Nursing, Durban University of Technology, 2011. / South Africa is currently at the epicentre of the AIDS epidemic with 5.6 million
people living with HIV disease.
The province of KwaZulu-Natal has the
biggest burden with an antenatal HIV prevalence of 39.5% in 2010. It is
estimated that 24.5% of South Africa‟s working age population is HIV positive.
Most infected people living with HIV in Africa are between ages 15 and 50
years which is the peak working age. AIDS now causes more deaths and
suffering among the 18-44 year age group than any other disease.
Organisations clearly present as one of the most effective and significant
settings in which to respond to the epidemic. The effective management of
HIV and AIDS within organisations is critical in order to reduce the negative
consequences of the epidemic on the economy.
HIV and AIDS Management Systems (HAMS) within organisations have been
implemented for approximately twenty years but they have been largely
ineffective, mainly due to poor uptake of services. Therefore, there is a need
for HAMS practice to be evaluated in relation to current best practice
standards to ensure quality management, continual improvement and
successful uptake of services.
This qualitative study evaluated one organisation‟s HAMS in relation to SANS
16001 and described employees‟ experiences of HAMS in this setting. The
theoretical framework underpinning this study is the Deming cycle which is a
well known quality management system methodology.
From the results of the study it was apparent that the organisation was aligned
with most of SANS 16001 general requirements for HAMS. Employees experienced the intended benefits of prevention, treatment and support from
the organisation‟s HAMS.
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Affirmative action versus discrimination in local government : Gauteng ProvinceMakgoba, Thupane Johannes 10 July 2013 (has links)
South Africa comes from an apartheid local government system that was structured to divide the citizens socially, economically, spatially and racially to ensure that only a small minority of South Africans benefited from the development and the resources of this country.
Since 1994 government departments have undergone a number of transformation processes. The Employment Equity Act 55 of 1998 and affirmative action became instrumental in ensuring racial and gender representation within the local government structures.
This study investigates the perceptions of racism, nepotism, fraud and other related problems which were perceived as a hindrance towards the effective implementation of affirmative action. The main findings of the study confirm that the implementation of affirmative action in municipalities is not effective due to lack of commitment from top management. It is anticipated that the implementation of Local Government Systems Amendment Act 7 of 2011, will enforce service delivery within municipalities. / Public Administration & Management / M. Tech. (Public Management)
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Assessing behavioural intention of small and medium enterprises in implementing a HIV/AIDS policy and programmeParsadh, Adrian 04 1900 (has links)
Thesis (MA) -- University of Stellenbosch, 2004. / ENGLISH ABSTRACT: The relentless progression of HfV /AIDS epidemic has made it imperative that measures are
put in place to minimise its impact on Small and Medium Enterprises (SME). mv is set to
have a significant effect on every facet of the population, and SME is not immune.
Business is likely to feel the impact ofmv/AIDS epidemic through reduced productivity,
increased absenteeism, increased staff turnover, increased recruitment and training costs,
increased cost of employee benefits and poor staff morale. One of the interventions is to
implement a mv/AIDS policy and programme, yet a literature search showed that
psychological studies of SME in implementing a mv/AIDS policy and programme are
limited. The present study utilised the model of the theory of planned behaviour (Ajzen,
1985,1988, 1991), which is an extension of the theory of reasoned action (Fishbein &
Ajzen, 1975; Ajzen & Fishbein, 1980). Intention to implement a mv/AIDS policy and
programme was predicted by the theory of planned behaviour constructs such as attitude,
subjective norm and perceived behavioural control. The theory of planned behaviour was
found to be useful in assessing behavioural intention of SME in implementing a mv/AIDS
policy and programme. These findings indicate that implementing an intervention like a
mv/AIDS policy and programme by SMES is a behavioural intention motivated by
attitudes, subjective norms and perceived behavioural control. / AFRIKAANSE OPSOMMING: Die meedoënlose progressie van die HIVNIGS pandemie het dit gebiedend noodsaaklik
gemaak om maatreëls daar te stelom die impak daarvan op klein en medium
sakeondernemings te minimaliseer. HIVNIGS sal 'n beduidende uitwerking hê op alle
vlakke van die bevolking. Klein en medium sakeondernemings is geen uitsondering nie.
Die uitwerking van die HIVNIGS pandemie sal tot gevolg hê 'n afname in produktiwiteit;
'n toename in personeelafwesigheid, personeelomset, personeelwerwing en -
opleidingskoste, personeelvoordele; en swak personeel moreel. Een manier om die
probleem aan te spreek is om 'n HIVNIGS beleid en program te implimenteer.
Ongelukkig toon literêre navorsing dat psigologiese studies van klein en medium
sakeondernemings om 'n HIVNIGS beleid en program te implimenteer, beperk is.
Dié navorsing steun op die teorie van planmatige gedrag (Ajzen, 1985; 1988; 1991), wat 'n
verlenging is van die teorie van beredeneerde optrede (Fishbein & Ajzen, 1975; Ajzen &
Fishbein, 1980). Die oogmerk met die implimentering van 'n HIVNIGS beleid en
program is bepaal deur die teorie van planmagtige gedrag soos waargeneem in
geesteshouding, subjektiewe norme en waargenome beheerde gedrag. Daar is gevind dat
die teorie van planmagtige gedrag nuttig is om die oogmerke en optrede van werknemers in
klein en medium sakeondernemings te bepaal met die implimentering van 'n HIVNIGS
beleid en program. Hierdie bevindings toon dat die implimentering en tussenkoms van 'n
HIVNIGS beleid en program by klein en medium sakeondernemings'n gedragsoogmerk is
wat gemotiveer word deur geesteshoudings, subjektiewe norme en waargenome beheerde
gedrag.
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A descriptive analysis of the perception and attitude of staff on employment equity in the City of Cape Town Health DirectorateIsaaks, Ruberto Carlo 03 1900 (has links)
Thesis (MPA (School of Public Management and Planning))--Stellenbosch University, 2008. / South Africa comes from an apartheid local government system that was structured to divide citizens socially, economically, spatially, and racially to ensure that only a small minority of South Africans benefited from development. However since 1994 with the democratisation of our country, local government departments have undergone a number of transformation processes, which saw the country steadily moving away from the apartheid local government system. Representation is one of the main foundations of a non-racist, non-sexist and democratic society and achieving it is regarded as a necessary precondition to legitimise the public service to drive it towards equitable service delivery. The most prominent response to achieve a representative public service was the Employment Equity Act (No 55 of 1998), which became operational on 9 August 1999. Essentially the Act calls for a complete prohibition of unfair discrimination against all employees and requires that all designated employers undertake affirmative action measures to ensure that suitably qualified people from designated groups have equal employment opportunities. There are therefore many arguments in favour of AA and many against it, making it a formidable and complex task, especially in the South African context. However it is important to understand the reason for enactment of employment equity legislation in the workplace in terms of South Africa‟s history of discrimination and the resultant inequalities. The manner in which employment equity and affirmative action is introduced and handled in the organization can have a great influence on the perception and attitude of staff towards the topic. It therefore becomes imperative to grasp the understanding of staff on employment equity and related issues to measure if any progress was made and how to possibly improve on present practices in the organisation. Against this background this study investigated the perception and attitude of the City of Cape Town Health staff towards employment equity. The requirements of the EEA were discussed and used as the benchmark for success of implementation. The study included the review of relevant secondary sources of information but primary data was also obtained through the use of questionnaires comprising of semi structured questions to achieve this objective. The main findings from the secondary data revealed that AA is still necessary as a corrective tool, because our playing fields are far from leveled, however the reality is we have a great shortage of skills that is impacting on our global competitiveness which calls for a shift in thinking regarding the government‟s present approach.
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In addition the research also identified as a designated employer, the City of Cape Town has fulfilled the legislative requirements, in that all its policies are consistent with the requirements of the EEA. The main findings of the primary data obtained from the questionnaires recognized that senior management of the City Health directorate is committed to EE, but falls short of an effective communication plan regarding the relevant issues of EE, there is little focus on disabled appointments and many employees indicated other criteria outside 'suitably qualified' (as defined in the EEA) plays a large role in the promotion of employees.
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Employment equity : guidelines for the recruitment and selection of people with disabilities in the open labour marketSmit, Karen 03 1900 (has links)
Thesis (MA)--Stellenbosch University, 2001. / ENGLISH ABSTRACT: Until very recent people with disabilities in South Africa were an overlooked
and under-utilised pool of labour. Disabled people have been denied the
chance to participate in employment opportunities by becoming economically
active and hence contributing towards the economy of the country. This is
because employers were seldom or never exposed to the employment of
disabled people in the open labour market. The result is that employers are
uninformed about the benefits of recruiting disabled candidates.
Since the establishment of a new democratic order in South Africa in 1994,
new legislation that protects the rights of disabled people was implemented.
The Constitution of the Republic of South Africa (No 108 of 1996), the Labour
Relations Act (No 66 of 1995) and the Employment Equity Act (No 55 of 1998)
for the first time proclaimed that it is unlawful to discriminate against people
with disabilities.
The Employment Equity Act (No 55 of 1998) encourages employers to employ
persons from designated groups. These designated groups are black people,
women and people with disabilities. To enable employers to successfully
recruit disabled people in the open labour market, existing recruitment and
selection procedures should be reviewed to remove any discriminatory
elements. It is during the recruitment and selection process that the disabled
applicant are either denied access to employment or not given a fair chance to
compete for a position.
Currently the Employment Equity Act (No 55 of 1998) only mentions the terms
"people with disabilities" and "reasonable accommodation". This Act does not
provide guidelines for employers on how to go about recruiting and employing
disabled candidates. Therefore the aim of the study is to present practical
guidelines regarding the employment of people with disabilities. These
guidelines describe in a non-discriminatory manner the recruitment and
selection process, such as reviewing job descriptions, the advertisement of
positions, interpreting the disabled candidates' curriculum vitae and interviewing the disabled applicant. The idea of reasonable accommodation
within the workplace highlights the use and benefits of assistive devices for
disabled persons so that the essential functions of a job can be performed.
Exploratory-descriptive research was done with the assistance of
questionnaires as an instrument for data collection. To meet the aims of this
study, an availability sample of 20 businesses (small, medium and large
businesses) which also included government departments in the Cape
Metropolitan area was selected. The opinions and attitudes of human
resources staff and business owners concerning the recruitment of physically
disabled people, persons with hearing impairments, persons with visual
impairments and persons suffering from epilepsy, were determined. The
research findings reflected and discussed in this study indicate that employers
do not have recruitment and selection guidelines available to recruit persons
with different disabilities successfully.
Conclusions and recommendations are made regarding the knowledge and
opinions of employers recruiting people with disabilities. The use of
recruitment and selection guidelines will benefit both the employer and the
disabled candidate. Such guidelines will enable employers to recruit disabled
persons in a fair and consistent manner. / AFRIKAANSE OPSOMMING: Tot onlangs was persone met gestremdhede in Suid Afrika onderbenut in die
arbeidsmag. Gestremde persone is verhoed om deel te neem aan
werksgeleenthede en kon dus nie aktiewe bydraes lewer tot die ekonomie van
die land nie. Die rede hiervoor is omdat werkgewers selde of nooit blootgestel
is aan die indiensneming van gestremde persone in die ope arbeidsmark nie.
Die gevolg is dat werkgewers onkundig en oningelig is oor die voordele wat
die indiensneming van persone met gestremdhede bied.
Sedert die ontstaan van 'n nuwe demokratiese bedeling in 1994, is nuwe
wetgewing daargestel wat die regte van persone met gestremdhede beskerm.
Die Konstitusie van die Republiek van Suid Afrika (Nr 108 van 1996), die nuwe
Arbeidswet (Nr 66 van 1995) en die Gelyke Indiensnemingwet (Nr 55 van
1998) het vir die eerste keer verklaar dat dit onwettig is om te diskrimineer
teen gestremde persone.
Die Gelyke Indiensnemingswet (Nr 55 van 1995) moedig werkgewers aan om
persone van agtergeblewe groepe in diens te neem. Hierdie agtergeblewe
groepe sluit in swart persone, vroue en persone met gestremdhede. Om
werkgewers in staat te stel om persone met gestremdhede suksesvol te werf,
behoort huidige werwings- en keuringsprosedures hersien te word ten einde
diskriminerende faktore te elirnineer. Dit is tydens die keuringsproses dat
persone met gestremdhede of verhoed word, of die regverdige kans gegun
word om te kompeteer vir 'n betrekking.
Die Gelyke Indiensnemingswet (Nr 55 van 1998) noem slegs die terme
"persone met gestremdhede" en "redelike voorsorg". Hierdie wet verskaf nie
riglyne aan werkgewers oor hoe om werwing en keuring van persone met
gestremdhede te behartig nie. Die doelwit van die studie is dus om praktiese
riglyne aangaande aanstelling van persone met gestremdhede daar te stel.
Hierdie riglyne beskryf die wyse van werwing en keuring op 'n niediskriminerende
wyse, soos die hersiening van posbeskrywings, advertensies van betrekkings, die interpretering van gestremde persone se curriculum vitae
en die voer van onderhoude met gestremde applikante. Redelike voorsorg
beklemtoon die gebruik en voordele van hulpmiddels vir persone met
gestremdhede sodat die essensiele werksfunksies verrig kan word.
Verkennende beskrywende navorsing is gedoen met behulp van vraelyste om
inligting te bekom. Vir die doelwitte van hierdie studie is 'n
beskikbaarheidsmonster van 20 besighede (klein, medium en groot
besighede), wat regeringsdepartemente ingesluit het in die Kaapse
Metropolitaanse gebied gekies. Die menings en opinies van menslike
hulpbronne personeel, en besigheidseienaars rakende die werwing van
persone met fisiese gestremdhede, persone met gehoorgestremdhede,
persone met gesigsgestremdhede asook persone wat aan epilepsie Iy, is
vasgestel. Die navorsingresultate van hierdie studie dui aan dat werkgewers
tans nie werwings- en keuringsriglyne benut wanneer persone met
gestremdhede in diens geneem word nie.
Gevolgtrekkings en aanbevelings oor die menings van werkgewers rakende
die werwing van gestremde persone, is gemaak. Die gebruik van werwings en
keuringsriglyne behoort beide die werkgewer en die gestremde kandidaat
te bevoordeel. Hierdie riglyne sal werkgewers in staat stel om persone met
gestremdhede op 'n regverdige en eenvormige wyse aan te stel.
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Estimating the HIV prevalence among permanent employees of Old Mutual (SA) : a case studyLinderts, Gavin Sebastian 03 1900 (has links)
Thesis (MBA (Business Management))--University of Stellenbosch, 2008. / AFRIKAANSE OPSOMMING: Menslike immuungebrekvirus (MIV) en Verworwe immuniteitsgebrek sindroom (VIGS) is een van die grootste uitdagings waarvoor werkgewers vandag te staan kom, en behoort die stukrag te wees vir ’n deeglike ondersoek om die voorkoms van hierdie toestand in die werkplek so akkuraat as moontlik te bepaal.
So ’n ondersoek kan lig werp op toekomstige demografiese arbeidsmagtendense en verwante koste, byvoorbeeld verlies aan produktiwiteit en dienslewering weens afwesigheid, ’n toename in aftredes, en stygende sieke- en pensioenfondseise wat waarskynlik ingedien sal word. Daarbenewens kan so ’n ondersoek die werkgewer in staat stel om noukeuriger vir die toekoms te beplan, vanuit die oogpunt van finansies sowel as menslike hulpbronne.
Daar is egter ’n neiging by werkgewers om MIV/VIGS steeds as ’n maatskaplike of samelewingsprobleem eerder as ’n besigheidspesifieke risiko te beskou. Onkunde is meestal die rede hiervoor. Werkgewers neig om weg te skram van direkte risikobestuur, dikwels met die argument dat dit die regering se plig is om MIV/VIGS-opleiding en gesondheidsorg te voorsien. Sodoende word die bestaande verhouding van ‘ekwilibriumkonvergensie’ tussen die staat, sakesektor en arbeid verydel.
MIV/VIGS moet soos ander groot geïdentifiseerde sakerisiko’s beskou, gemeet en proaktief bestuur word, net soos met wisselkoers wisselvalligheid, politieke en infrastrukturele risiko’s, en persoonlike en batesekuriteit.
Hoewel hierdie risikofaktore dwarsoor die wêreld bestaan, en sommiges in ander wêrelddele groter is, het hul gekombineerde uitwerking veral in Suider-Afrika ernstige implikasies vir investering en die koste om hier sake te doen.
Soos alle ander sakerisiko’s moet die hantering daarvan multidimensioneel wees:
• Identifiseer, meet en bestuur die risiko; plaas MIV/VIGS eerste op die direksie se agenda.
• Stel senior beamptes aan om die risiko te bestuur.
• Evalueer bestuurstrukture en intervensie stappe gereeld.
• MIV/VIGS opleiding is die sleutel, vir bestuurslede sowel as werknemers.
Risikobestuur moet holisties wees. So byvoorbeeld is dit nutteloos om gesondheidsorg sonder proaktiewe pasiëntebestuur te voorsien. En net soos wat behandelingsplanne sonder befondsing sinloos is, is dit futiel om goed befondsde voordeelplanne te skep as behandeling nie toeganklik is nie.
Die doel van hierdie studie is om die proses wat Old Mutual (SA) gevolg het om die voorkoms van MIV onder sy 13 000 permanente werknemers landwyd te eksploreer. Die statistiese uitkoms sal dan gebruik word om te bepaal of Old Mutual (SA) wel sy doelwitte in terme van werknemersgelykheid sal bereik en behou, gegewe die MIV/VIGS pandemie. Vooruitskouings oor die implikasies van MIV/VIGS vir Old Mutual (SA) moet met die nodige omsigtigheid benader word, alhoewel hierdie studie aandui dat dit moontlik implikasies kan inhou vir werkverskaffing in die toekoms, gegewe die wetlike vereistes vir die verskeie aangewese groepe.
MIV/VIGS lei nie net tot siekte, ongeskiktheid en dood onder Old Mutual (SA) se werknemers nie. Tesame met ernstige ekonomiese en emosionele ontwrigting vir hul gesinne, verhoog dit ook die koste om in Suid-Afrika sake te doen. Hierdie koste sluit die volgende in:
• verhoogde gesondheidsorgkoste;
• meer eise vir aftree-, pensioen- en doodsvoordele;
• laer produktiwiteit namate afwesigheid van die werk styg weens siekte, hetsy eie of siek familielede na wie omgesien moet word; en
• verhoogde koste vir personeelwerwing, arbeidsomset en opleiding weens die verlies van ervare personeel. / ENGLISH ABSTRACT: Human Immunodeficiency Virus infection and the Acquired Immune Deficiency Syndrome (HIV/AIDS) is one of the greatest challenges facing employers today, and should provide the impetus for a thorough investigation among employees in order to arrive at an estimate of HIV prevalence within the workplace.
Such an investigation could shed light on future demographic workforce trends as well as related costs, e.g. loss in productivity and service delivery due to absenteeism, increased retirement and a rise in medical aid and pension fund claims that the employer is likely to encounter. Furthermore, this investigation could enable the employer to plan better for the future – both from a financial and human resources viewpoint.
In the ‘real’ world though, employers still perceive HIV/AIDS as a social or community problem rather than a business specific risk. Employers, largely through ignorance, tend to shy away from direct risk management – often using the argument that it is the government’s responsibility to provide HIV/AIDS education and healthcare. In this way they nullify the existing ‘equilibrium convergence’ relationship between the state, business and labour.
HIV/AIDS must be measured and proactively managed and should be regarded in the same light as other major identified business risks, e.g. personal and asset security, exchange rate volatility, and political and infrastructure risks.
While it is true that all of these particular risk factors exist across the globe, and may be greater in other parts of the world, nowhere else do they seem to combine with such severe implications to deter investment and raise the cost of doing business than in Southern Africa.
As for any other business risk, the response should be multi-dimensional:
• Identify, measure and manage; place HIV/AIDS at the top of board agendas.
• Appoint senior executives to manage the risk.
• Regularly evaluate management structures and interventions.
• HIV/AIDS education is key to both management and employees.
Risk management should be holistic. For example, providing healthcare without proactive patient management is pointless. Similarly, treatment plans without funding are futile, and well-funded benefit plans without practical access to treatment are a waste of time.
The aim of this study is to explore the process Old Mutual (SA) followed in estimating the HIV prevalence among its 13 000 permanent employees nationally. The resultant statistics would then be used to project whether or not Old Mutual (SA) will be able to achieve and sustain its employment equity targets, given the HIV/AIDS pandemic. Predictions on the implications of HIV/AIDS for Old Mutual (SA) should be approached with due caution, although this study suggests that it could probably seriously impact on shortages in the supply of labour in future, given the legislative requirements for the various designated groupings.
HIV/AIDS not only causes illness, disability and death among Old Mutual (SA) employees, coupled with severe economic and emotional disruption for their families, it also increases the cost of doing business in South Africa. These costs include:
• increased healthcare expenses;
• increased retirement, pension and death benefit claims;
• decreased productivity as worker absenteeism rises owing to personal illness, or absence from work to care for sick relatives; and
• increased recruitment, labour turnover and training costs due to loss of experienced workers.
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Assessment of the implementation of the HIV and AIDS policy in the Department of Labour, Western Cape DirectorateLevendal, Carol January 2004 (has links)
Increasing HIV infection rates affect government employees as much as workers in other places. While government has responded to the evolving crisis with a number of policy documents, little is known about the implementation of such policies in government departments. This study assessed the HIV/AIDS policy in the Department of Labour and identified weakness in the implementation. The results of the study may be used by the Dept. of Labour to improve its implementation if necessary.
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