Thesis (M.B.A.)-Business Studies Unit, Durban Institute of Technology, 2005 xii, 127 leaves / The knowledge, attitude and training needs of line managers at the South African Sugar Association (SASA) with regards to the management of HIV/AIDS infected employees. Background: The rapid spread of HIV/AIDS is having an increasingly adverse impact on the operations of companies. Due to the changing environment in which line managers have to operate as a result of HIV/AIDS, line managers will increasingly be faced with handling HIV/AIDS infected employees and all the issues surrounding this epidemic. The research investigates the knowledge, attitude and training needs of line managers in SASA with regards to the management of HIV/AIDS infected employees. Objective: The goals of the research are; 1). To ascertain the prevailing level of knowledge, attitude and training needs of line managers at SASA with regards to the management of HIV/AIDS infected employees. 2). To establish the relationship between the biographic variables and knowledge, attitude and training needs with regards to the management of HIV/AIDS infected employees.

Thesis (MPhil)--Stellenbosch University,2005. / ENGLISH ABSTRACT: The aim of this research is to investigate the impact of HIV/AIDS among different organizations in Lesotho and how they respond to the challenge; and to determine whether these organizations respond positively/effectively to the challenge of the pandemic in their respective organizations and whether they have developed workplace programmes and policies which address the issue, and if they do exist, whether they are effective. Lesotho is one of the countries in the world with a very severe HIV/AIDS infection rate. It is estimated that 28.9% of the entire population was living with HIV/AIDS as of December 2003 (UNAIDS, 2004). The increasing number of HIV/AIDS infectees in the country is affecting the entire labour force; therefore to effectively respond to the pandemic, the government of Lesotho and its development partners and civil society organizations are doing everything within their means to control it. Therefore, work place programmes that deal with HIV/AIDS on the work environment should be an answer to the social capital issue; the most valuable resource being human capital, since the programmes would promote prevention, information, education and training. It would also promote the rights of staff members and their dependants living with and/or affected by the HIV/AIDS pandemic. The population where the investigation was done is made up of corporate places of work stratified into five types of organizations found in Maseru, the capital of Lesotho: o Non-governmental organizations o Private sector o Development partners ( Diplomatic Missions/Donors) o Parastatals o Government The results of the study indicated that the majority of these organizations have workplace programmes and policies which are effective and appreciated by the employees, while others are in the process of drawing up their policies or already have them in draft form. Despite all the efforts being put in place, the feeling among some of the organizations is that HIV infection in Africa will continue to increase because of the way it is being addressed; what they call ‘The Western way’. They feel that if it is addressed situationally, not academically, there will be a slight difference. For example, they claim that Africans do not feel comfortable about bringing their private behaviours in the open; for instance, speaking about sex and sexuality. The belief systems of the Basotho are also identified as great influencers in the pandemic. These include the culture/traditions, relations with the family and pressure from peers, people whom we trust and the fulfilment of women's sexual desires. The conclusion reached is that the different organizations in Lesotho address the challenge of HIV/AIDS positively and in others effectively, and with more effort the pandemic could be brought under control in the near future. The recommendation after viewing the findings, is that the issue of care and support, stigma and discrimination are still issues that need to be worked on, since employees are scared to know their status due to fear of being stigmatized. Therefore, the above cannot be addressed properly unless they are seen in practice. / AFRIKAANSE OPSOMMING: Die doel van hierdie studie is 'n ondersoek na die impak van MIV/Vigs op, en reaksie van verskillende ondernemings in Lesotho. Volgens beraming is die infeksiekoers van Lesotho 28.9% en is die invloed daarvan op die werkersmag beduidend; dit kan selfs katastofies raak indien dit nie doeltreffend aangespreek en bestuur word nie.. Data is versamel by by vyf kategorië van ondernemings in Maseru ten einde te verseker dat al die belangrikste sektore deur die studie betrek word.. Resultate toon aan dat die meeste ondernemings wel werksplekprogramme en MIV/Vigs-beleid in plek het. Die persepsie van werkers binne die ondernemings wat in die ondersoek gebruik is toon egter 'n negatiewe prognose ten opsigte van die doelteffende bestuur van die pandemie. Die gevoel is dat die benadering te reglynig en "Westers" is en dat die metafore en tradisies van Afrika meer effektief in voorkomingsprogramme sal wees. Voorstelle in hierdie verband word gemaak. Voorstelle vir meer doeltreffende voorkomingsprogramme word gemaak en voorstelle vir verdere studies in Lesotho word aan die hand gedoen.

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.

<p>This thesis examined to what extent the current legislation protects the HIV positive employee against unfair discrimination and dismissal. The study gave short medical background to HIV/AIDS and introduced HIV discrimination by giving the historical background to HIV related discrimination. From this, the extent of stigmatization against this group was introduced.</p>

Thesis (DTech (Mechanical Engineering))--Cape Peninsula University of Technology, 2012 / In this thesis, we investigate certain key aspects of mathematical modelling to explain the epidemiology of HIV/AIDS at the workplace and to assess the potential benefits of proposed control strategies. Deterministic models to investigate the effects of the transmission dynamics of HIV/AIDS on labour force productivity are formulated. The population is divided into mutually exclusive but exhaustive compartments and a system of differential equations is derived to describe the spread of the epidemic. The qualitative features of their equilibria are analyzed and conditions under which they are stable are provided. Sensitivity analysis of the reproductive number is carried out to determine the relative importance of model parameters to initial disease transmission. Results suggest that optimal control theory in conjunction with standard numerical procedures and cost effective analysis can be used to determine the best intervention strategies to curtail the burden HIV/AIDS is imposing on the human population, in particular to the global economy through infection of the most productive individuals. We utilise Pontryagin’s Maximum Principle to derive and then analyze numerically the conditions for optimal control of the disease with effective use of condoms, enlightenment/educational programs, treatment regime and screening of infectives. We study the potential impact on productivity of combinations of these conventional control measures against HIV. Our numerical results suggest that increased access to antiretroviral therapy (ART) could decrease not only the HIV prevalence but also increase productivity of the infected especially when coupled with prevention, enlightenment and screening efforts.

The aim of the study was to investigate the management of HIV /AIDS programmes at the workplace in four selected organisations in Chris Hani District, Eastern Cape Province of South Africa. Four organisations were studied, two public organisations and two private organisations. With the use of triangulation method, two hundred employees were administered a semi- structured questionnaire while for (four) managers, semi structured in-depth interviews were conducted. The major findings of this study outline that all the four organisations studied have HIV/AIDS programmes and policies for their employees. However, there were no budget allocations for these programmes to be fully implemented for effectiveness. From the data, it can be concluded that HIV/AIDS has a negative impact on organisations‟ production like high training costs, high labour turnover and high absenteeism from work. This has been as a result of managers who did not put their total commitment towards HIV/AIDS management at their workplaces in the same way they have done to other core areas of businesses of their organisations. The study therefore recommends the management of these organisations to demonstrate a clear commitment to the HIV/AIDS management strategies by fully implementing the HIV/AIDS management programmes in their workplaces. It is very crucial for employees to see this commitment in a concrete form through non-discrimination and support for the people living with HIV/AIDS. Clear unambiguous commitment will go far in developing mutual trust between employers and employees and facilitate an atmosphere where people are willing to undergo VCT and to possibly disclose their status. Furthermore, managers are recommended to hire quality service providers to carry out intensive de-stigmatisation processes. This will create a supportive environment and adequately address the fears of employees about HIV/AIDS issues at the workplace. All these recommendations will go a long way in assisting organisations achieve their strategic business objectives and reduce the negative impact of HIV/AIDS at their workplaces.

Kenyan labour laws inadequately protect HIV positive worker. The Constitution of Kenya, 1963, does not prohibit stereotypical attitudes adverse to HIV positive workers and discrimination on the basis of health status. It does not provide for the right to employment, health and health care services, and fails to delimit privacy and dignity rights. Under the Industrial Property Act, 2001, the basis for Government exploitation of patent through compulsory licensing is whimsical and parallel importing is not envisaged. Employers unilaterally draft employment contracts notwithstanding their unequal power relations to employees. The HIV and AIDS Tribunal institutionalises discrimination against HIV positive workers on the basis of the ambiguous ‘inherent job requirements.’ Plausible international labour laws and practices have no place in Kenya unless they are domesticated. SUMMARY This thesis interrogates the Kenyan labour laws and policies to identify their inefficiencies and suggest recommendations for reform. It commences with an analysis of the topical issues associated with the HIV positive worker. It then examines the extent of prevalence and ramifications of HIV/AIDS in Kenya. Subsequently, it studies the efforts made at the international and domestic arena in protecting the HIV positive worker. A comparative analysis is made of the laws protecting the HIV positive worker in a number of countries, namely, South Africa, United States of America and Australia. The thesis draws conclusions and recommends measures on how best to protect the Kenyan HIV positive worker. The labour laws should be amended to prohibit discrimination on the basis of health status, provide for right to affordable medication and work, allow negotiation of employment contracts, list international laws that Kenya ratifies without reservation as a source of law and delimit the concept of ‘inherent requirements of a job.’ The public should be sensitised to embrace HIV positive workers. Once the new Constitution is enacted, it should list socio-economic rights as fundamental rights and reform the office of the ombudsman to deal with complaints against private employers. / (LL.D.)

Thesis (MPhil (Industrial Psychology))--University of Stellenbosch, 2006. / This research paper investigates the need for emotional and psychosocial support for people infected and affected by HIV and AIDS in the workplace. Most employees infected and affected by HIV and AIDS, as well as their families, often need assistance to cope with stigma, rejection, and discrimination, as well as having to adjust to the diagnosis, to confront the fear of losing independence, and to prepare themselves for the changes that might happen to their lives. Hence, through counseling and support, they can have more knowledge about HIV and AIDS and reduced fears and misconceptions about living with HIV and AIDS. Some research organizations, such as the Perinatal HIV Research Unit, do provide emotional and psychosocial support, and advice for people infected and affected by HIV and AIDS. An attitude survey was conducted with about 400 employees at the Unilever Company in Boksburg, Johannesburg, in September and October 2005 to determine whether emotional and psychosocial support could play a role in motivating people infected and affected by HIV and AIDS to live positively with the virus, in eliminating related stigma and fears. Employees from this organization were chosen as the population for this survey as a prevalence study and VCT was carried out with them in August and September 2005, so they knew and trusted the councilors who were giving results to them and they had established a relationship with them. I booked appointments for follow-up counseling sessions of 45 minutes after VCT (Voluntary Counseling and Testing) and then told them about the support group at their workplace. The findings indicate that there is indeed a need for emotional and psychosocial support for people infected and affected by HIV and AIDS in the workplace. Among other findings, respondents, especially those infected, reported that they had learned that being HIV positive is not the end of the world but the beginning as long as you look after yourself you can live a normal and productive life for many years, as long as you take extra care of yourself. Most of the affected respondents reported that they had never done an HIV test before due to their own fear of the prognosis. Having acquired more facts about HIV and AIDS, those that had not been tested stated that they now planned to do so. Both groups – those who tested negative and those who tested positive – reported that they also learned about the importance of disclosing your one’s status as a means of getting support.

People living with HIV/AIDS have the right to be employed as long as they are physically fit to do the work. The unfortunate situation now is that in many South African workplaces employees who disclose their HIV/AIDS status or who are suspected of living with the disease face backlashes from fellow employees and sometimes even from employers. No one should be discriminated against or be prevented from being employed or dismissed from employment purely on the basis of having HIV or AIDS. Any form of discrimination against employees living with HIV/AIDS constitutes a violation of their constitutional rights to among others human dignity, equality and fair labour practices. Discrimination may take the form of pre-employment HIV testing or a dismissal due to HIV positive status. This research looks at the protection given to employees living with HIV/AIDS in the South African workplaces and whether the protection is adequate or not. / Mercantile Law / LL. M.

Kenyan labour laws inadequately protect HIV positive worker. The Constitution of Kenya, 1963, does not prohibit stereotypical attitudes adverse to HIV positive workers and discrimination on the basis of health status. It does not provide for the right to employment, health and health care services, and fails to delimit privacy and dignity rights. Under the Industrial Property Act, 2001, the basis for Government exploitation of patent through compulsory licensing is whimsical and parallel importing is not envisaged. Employers unilaterally draft employment contracts notwithstanding their unequal power relations to employees. The HIV and AIDS Tribunal institutionalises discrimination against HIV positive workers on the basis of the ambiguous ‘inherent job requirements.’ Plausible international labour laws and practices have no place in Kenya unless they are domesticated. SUMMARY This thesis interrogates the Kenyan labour laws and policies to identify their inefficiencies and suggest recommendations for reform. It commences with an analysis of the topical issues associated with the HIV positive worker. It then examines the extent of prevalence and ramifications of HIV/AIDS in Kenya. Subsequently, it studies the efforts made at the international and domestic arena in protecting the HIV positive worker. A comparative analysis is made of the laws protecting the HIV positive worker in a number of countries, namely, South Africa, United States of America and Australia. The thesis draws conclusions and recommends measures on how best to protect the Kenyan HIV positive worker. The labour laws should be amended to prohibit discrimination on the basis of health status, provide for right to affordable medication and work, allow negotiation of employment contracts, list international laws that Kenya ratifies without reservation as a source of law and delimit the concept of ‘inherent requirements of a job.’ The public should be sensitised to embrace HIV positive workers. Once the new Constitution is enacted, it should list socio-economic rights as fundamental rights and reform the office of the ombudsman to deal with complaints against private employers. / (LL.D.)