AIM The aim of the study was to conduct a process evaluation of the implementation of the HIV/AIDS counselling and treatment program (HCT) for employees to ensure the delivery of standardised, high quality and ethical HIV counselling and testing services at a selected Regional Hospital in KwaZulu-Natal. METHOD A quantitative, non-experimental descriptive evaluative design was used to conduct the study. The study consisted of a two (2) questionnaire survey of a sample of 140 participants; One for the staff working in the HCT clinic (n=8) to evaluate the implementation of the HCT activities and the other for the staff that are employed at the selected public hospital (n=132) to evaluate their knowledge, attitudes and practise towards the HCT program. A checklist of the venue was also completed to evaluate the resources available at the HCT clinic. Informed consent was obtained from each participant. SPSS version 19 was used for data analysis. RESULTS The study revealed that the implementation practises of the HCT program were not according to the National Policy for HIV Counselling and Testing Guidelines (Department of Health, 2009) with regards to the availability of resources at the HCT clinic such as HIV test kits, chairs, gloves and sharps containers were available. Privacy was maintained while resources including condoms; directions such as posters to the clinic; pamphlets and reading material were unavailable. Nurse’s knowledge and attitude was neutral. There were no correlations between nurses that attended a HIV course and those that did not. The distribution of knowledge was the same across all categories of experience and level of education. The majority of nurses had an HIV test voluntarily and found out the results. The finding of the study does not indicate whether or not the HIV test was done at the staff HCT clinic or elsewhere. A small minority reported that they tested for employer and insurance purposes. A significant proportion of participants did not test because they were afraid that a person they know may test them and tell others and also because they did not think that the medical and nursing staff kept their testing information confidential. CONCLUSIONS AND RECOMMENDATIONS For the HCT program to be successfully implemented, resources and supplies must be available at the HCT clinic should an employee wish to use its services. It is recommended that funds be made available and budgeted for to increase the supplies of HIV test kits; provide condoms, books, pamphlets and reading material at the clinic. The researcher also recommends courses be offered to nurses that are interested; include HIV/AIDS courses in the curriculum of nurses attending the college; provide in-service education/training for employees regarding the HCT program, its resources and activities; provide anti-retro viral treatment (ART) to employees at the HCT clinic in order to decrease untimely AIDS deaths. / Thesis (M.N.)-Unversity of KwaZulu-Natal.

Thesis (MPhil)--Stellenbosch University, 2005. / ENGLISH ABSTRACT: HIV-positive employees that receive treatment for HIV/AIDS by having their employers pay for the treatment are being taxed on their lifesaving HIV benefits paid by their employer. This comes after the Commissioner of Inland Revenue (CIR) or South African Revenue Service (SARS) identified the provision of treatment by employers as a “fringe benefit” in terms of paragraphs 2(e), 2(h) and 2(i) of the Seventh Schedule to the Income Tax Act1 and as such is taxable if the treatment is given from the work place. The treatment contribution is included in an employee’s remuneration package as a fringe benefit. Pay-as-you-earn (PAYE) and other assessed taxes are calculated from that. The taxable benefit is included on the employees’ annual IRP5 certificates. In order for the employer’s Human Resources department to affect this on the IRP 5 certificates the affected employee has to disclose his HIV/AIDS status and accordingly pay the PAYE on the fringe benefit. In terms of paragraph 2(e) of the Seventh Schedule to the Income Tax Act No. 58 of 1962, any service rendered at the expense of the employer to the employee, whether by the employer or by some other person, which has been utilised by the employee for private or domestic use, such value of the service must be included in the employee’s consideration for remuneration. Paragraph 2(h)2 taxes the employees on debts paid by the employer on behalf of the employees and paragraph 2(i)3 taxes a one third contribution benefit back in the hand of an employee for contributions to medical aids. If the employee were to receive chronic medication from a medical aid for HIV/AIDS treatment this will be included in the fringe benefit tax as a medical contribution.The Employment Equity Act No. 55 of 19984 promotes the elimination of unfair discrimination in the work place and ensures the implementation of Employment Equity to redress the effects of discrimination. Above all it also promotes the constitutional right to equality. In terms of confidentiality of the employees HIV/AIDS status; the Income Tax Act No. 58 of 1962 (Income Tax Act)5 as interpreted seems to be in conflict with the Employment Equity Act No. 55 of 1998. A solution therefore has to be sought where: - The anonymity of an employee in terms of his/her HIV/AIDS status is protected as envisaged by the Employment Equity Act6. - It is also necessary to understand whether there is in fact conflict between the Income Tax Act7 and the Employment Equity Act8. - It is also necessary to establish whether there are any misconceptions in the interpretation of the legislation and - Try to find the best possible solution to minimise the impact of Income Tax and yet protect the confidentiality of the employees concerned. / AFRIKAANSE OPSOMMING: MIV-positiewe werknemers wat behandeling vir MIV/VIGS ontvang by hul werkgewers word belas op hul lewensreddende MIV voordele wat deur hul werkgewers betaal word. Hierdie word bepaal nadat die Kommisaris van Binnelandse Inkomste (KBI) of die Suid- Afrikaanse Belastingsdiens (SAB) die voorsiening van behandeling deur werkgewers ag as ‘n belastingbyvoordeel in terme van paragrawe 2(e), 2(h) en 2(i) van die Sewende Skedule van die Inkomste belastingwet9 indien die diens gelewer word buite die werksplek. Die bydrae tot behandeling word ingesluit in die werknemer se vergoedingspakket as ‘n belasbare byvoordeel. Werknemersbelasting of LBS en ander aangeslaande belastings word hiervandaan bereken. Die byvoordeel word op die werknemer se IRP5 sertifikaat aangedui. Om hierdie aan te dui op die IRP5 sertifikaat van die geaffekteerde werknemer moet die werknemer se MIV status aan die werkgewer se Menslike Hulpbron departement bekend wees om die nodige byvoordeel te bereken. In terme van paragraaf 2(e)10 van die Sewende Skedule van die Inkomste Belastingwet nr. 58 van 1962, word enige diens gelewer deur die werkgewer namens die werknemer, of deur die werkgewer of deur sekere ander persone, wat gebruik word deur die werknemer vir privaat en huishoudelike gebruik geag as vergoeding te wees en die diens moet ingesluit wees in die vergoedingspakket. Paragraaf 2(h)11 belas die werknemers op skuld betaal namens die werknemer deur die werkgewer en paragraaf 2(i)12 belas een derde van die bydrae terug in die hand van die werknemer vir bydraes betaal deur die werkgewer aan mediese fondse. Indien die werknemer kroniese medikasie ontvang van die mediese fonds vir MIV/VIGS behandeling sal dié belas word as ‘n belasbare byvoordeel. Die Gelyke Indiensnemingwet nr 55 van 199813 bevorder die eliminasie van ongeregmatige diskriminasie in die werksplek en verseker dat die implementasie van die wetgewing die impak van diskrimasie reg aanspreek. Die wetgewing bevorder die konstitisionele reg tot gelykheid. In terme van die vertroulikheid van die MIV/VIGS status van werknemers bleik die Inkomstebelastingwet in konflik te wees met die Gelyke Indiensnemingswetgewing. ‘n Oplossing moet dus gevind word, waar: - Die anonimiteit van die werknemers in terme van hul MIV/VIGS status beskerm word soos veronderstel word in die Indiensnemingsekwiteitswetgewing - Dit is ook nodig om te verstaan of daar inderdaad konflik is tussen die onderskeie wetgewings, naamlik die Inkomstebelastingwet en die Indiensnemingsekwiteitswetgewing. - Dit is ook belangrik om te bepaal of daar enige miskonspesies in die interpretasie van die wetgewing is en - Om te probeer om die bes moontlike oplossing te vind om die impak van Inkomstebelasting te verminder en terselfdertyd die konfidensialiteit van die werknemers te verseker.

Thesis (MPhil)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: HIV counseling and testing (HCT) is a cornerstone of both HIV prevention and care in South Africa, but only one in five South Africans who are aware of HCT services have been tested for HIV and hence the uptake is reportedly low. This study investigated factors that prevent the uptake of HCT programme in the workplace. Specific factors that were looked at include: fear of learning about one‟s HIV status, HIV-stigma and discrimination and knowledge of and attitudes towards HCT. The study employed descriptive survey design; anonymous questionnaires were randomly distributed irrespective of age, gender, marital status, race, educational level, work position and experience. Closed and open-ended easy- to- answer questions which were written in English were asked; and they required fewer instructions. Ethical issues were considered and university guidelines followed. The results of this study showed that a great proportion of participants (93.8%) tested for HIV as compared to (6.2%) who had never tested. Of these, 59.4 % tested because they wanted to know their HIV status and, 43.8% of participants preferred using the workplace HCT programme for convenience; while 50% used private facilities for privacy and confidentiality. The study further established that fear of knowing one‟s HIV status, workplace discrimination, knowledge of and attitudes towards HCT were not associated with workplace HCT programme uptake. The results did however show that both participants who had tested and those who had not tested (68.8%) demonstrated significantly greater AIDS-related stigma. Supportive and collaborative efforts are necessary to create and promote an enabling and conducive environment in order to dispel workplace HIV-related stigma. In addition, it is imperative to develop and implement workplace stigma mitigation strategy putting in place interventions that aim to reduce all forms of stigma, as well as emphasizing on the benefits of testing. / AFRIKAANSE OPSOMMING: MIV/Vigs-voorligting en toetsing is die hoeksteen vir beide die voorkoming en versorging van MIV-pasiënte in Suid-Afrika. Ongelukkig is net ongeveer een uit elke vyf mense bewus van hulle MIV-status. Die doel van hierdie studie is 'n poging om vas te stel waarom so min mense gebruik maak van gratis toetsingsdienste in die werksplek. 'n Beskrywende studie-ontwerp is in hierdie navorsing gebruik met anonieme vraelyste wat ewekansig versprei is onder 'n steekproef waarin geen onderskeid ten opsigte van ras, geslag. opvoedkundige vlak, posisie in die werk en ervaring gemaak is nie. Geslote en oop-einde vrae is gebruik en Engels is as kommunikasiemedium gebruik omdat al die proefpersone dit verstaan het. Resultate van die studie het aangetoon dat beduidend meer mense hulle wel laat toets het teenoor die wat hulle nie laat toets het nie. Die studie het verder bevind dat faktore soos die vrees om status te weet; diskriminasie in die werksplek, kennis van en houding teenoor MIV/Vigs nie geassosieer kan word met die lae opname van vrywillige toetsing in die werksplek nie. Die studie het wel bevind dat diegene wat hulle . laat toets het, beduidend meer stigma in die werksplek ondervind. Ondersteunende dienste is uiters nodig ten einde stigma suksesvol in die werksplek te bestuur. Daar word voorgestel dat daar 'n volledige opleidingsprogram ,in die werksplek van die organisasie wat in die studie gebruik is, ontwikkel moet word ten einde die invloed van stigma tot 'n minimum te beperk.

Thesis (M. Med. Community Health)--University of Pretoria, 2003. / Includes bibliographical references (leaves 73-77).

Thesis (MPhil)--Stellenbosch University, 2015. / ENGLISH ABSTRACT: The study investigated implementation of HIV/AIDS policy by senior management in Youngsfield military base. Some of the aspects evaluated included training concerning HIV, campaigns, allocation of budget to manage HIV and knowledge of policy by management. Self-administered questionnaires were used as a method of collecting data. The respondents included in the study ages ranged between 25-59 years. The majority of the respondents did not have any problem in completing questionnaires. Results revealed that involvement of headquarters in allocating funds to acquire training aids, distribution of pamphlets and other information educating personnel insufficient, poor implementation of workplace HIV/AIDS policy by management on all levels, lack of programs dealing with HIV/AIDS and lack of HIV/AIDS policy knowledge by management to lesser extent. Recommendations of this study includes aspects dealing with HIV/AIDS workplace programs, importance of occupational health and safety, addressing stigma and discrimination, absenteeism, HIV/AIDS training and most importantly campaigns throughout the year. / AFRIKAANSE OPSOMMING: Die doel van hierdie navorsing was om die implementering van die beleidsdokument wat handel oor MIV/Vigs in die werksplek deur die senior bestuur in Youngsfield militere basis te ondersoek. Van die aspekte wat die navorser ondersoek het is MIV/Vigs bewusmakingveldtogte, beskikbaarheid van fondse en kennis van die Suid Afrikaanse Nationale Weermag beleidsdocument wat handel oor MIV/Vigs in die werksplek. Studievraelyste is aan respondente uitgedeel. Respondente wat aan die studie deelgeneem het se ouderdome wissel tussen 25 en 59 jaar. Die grootste getal deelnemers het geen beswaar aangeteken om die vraelyste te voltooi nie. Die grootste getal van respondente het aangedui dat die fondse wat beskikbaar gestel word onvoldoende is om die boodskap oor die gevare van MIV/Vigs te versprei. Daar is verder bevind dat belangrike aspekte soos biljette, pamflette, video opnames en getikte material nie versprei kan as gevolg van tekort aan fondse. MIV/Vigs beleid is beskikbaar in militere basisse van die Suid Afrikaanse Nationale Weermag. Die enigste tekort is die implementering daarvan. Die aanbevelings wat bevind is deur die studie sluit in MIV/Vigs programme in die werkplek, die aanspreek van stigma en diskriminasie, afwesigheid weens kroniese siektes wat MIV/Vigs insluit en hantering van ongevalle in die werkplek.

Text in Afrikaans / The purpose of the research was to determine the extent to which health issues, and particularly work stress, are managed at a welfare organization. The group investigated consisted of 49 registered social workers employed at nine welfare organizations in the Nelson Mandela Metropole. The research process was directed by quantitative research, the research information being obtained through a literature study and structured questionnaire. A number of health issues were identified in the workplace. Based on the empirical investigation it was concluded that health management does not enjoy a high priority at welfare organisations. The health issues that have the most impact on the respondents' work ability are work stress and burnout. It is recommended that organisations compile a holistic policy for health management. There is a need for implementation of employee assistance and wellness programmes for health management. Such programmes promote the productivity and general wellbeing of social workers. / Die doel van die navorsingstudie was om te bepaal tot watter mate gesondheidskwessies, in die besonder werkstres, by 'n welsynsorganisasie bestuur word. Die ondersoekgroep het bestaan uit 49 geregistreerde maatskaplike werkers werksaam by nege welsynsorganisasies in die Nelson Mandela Metropool. Die navorsingsproses is deur kwantitatiewe navorsing gerig en die navorsingsinligting is met behulp van 'n literatuurstudie en gestruktureerde vraelys bekom. Daar word tans 'n aantal gesondheidskwessies in die werkplek geidentifiseer. Na aanleiding van die empiriese ondersoek is daar tot die gevolgtrekking gekom dat gesondheidbestuur nie 'n hoe prioriteit geniet by welsynsorgnisasies nie. Die gesondheidskwessies wat die mees beduidende impak op die respondente se werkvermoe het, is werkstres en uitbranding. Daar word aanbeveel dat organisasies 'n holistiese beleid ten opsigte van gesondheidsbestuur opstel. Daar is 'n behoefie aan die implementering van werknemerhulp- en werknemerwelstandprogramme vir gesondheidsbestuur omdat sulke programme die produktiwiteit en algemene welstand van maatskaplike werkers kan bevorder. / Social Work / M.Diac. (Social Work)

Employee involvement and participation in HIV-prevention interventions at the workplace remains a barrier to effective programme implementation, which contributes significantly to programme failure and the consequent continued spread of HIV among employees at the workplace. This study explores employee involvement and participation in HIV-prevention interventions at a Bulawayo tyre manufacturing firm. It assesses factors affecting employee involvement and participation in these interventions, and examines the implications of these findings for programme implementation. I used a semi-standardised interview schedule to conduct in-depth, face-to-face qualitative interviews and a self-administered questionnaire to collect quantitative data. The responses showed the nature of employee involvement in HIV-prevention at the firm was at a co-option level, and the type of participation was mere token participation. I recommended that the firm should develop a clear understanding of the importance of stakeholder involvement in HIV-prevention programmes. / Sociology / M.A. (Social Behaviour Studies in HIV/AIDS)

The purpose of the study was to assess the impact of HIV/AIDS programmes at the workplace. The case study used both quantitative and qualitative methods (Triangulation) to determine the level of awareness and evaluate the impact of the programmes implemented at the workplace. The data was collected using a pilot tested structured questionnaire which was distributed to a purposive sample (n=60), involving all the departments at the company. Semi structured interviews involving purposively identified participants (n = 3) were conducted to clarify and explain issues in relation to questionnaire responses. The data from the structured questionnaire was analyzed using a statistical package for social sciences (SPSS).The findings revealed that the organization had achieved 90% awareness and 75% positive impact. The study also revealed that social background, individual values and religion influenced sexual behaviour, hence the recommendation for more preventive oriented programmes to influence positive behavioural change amongst employees / Health Studies / M.A. (Public Health)

An employee wellness programme is a programme that promotes and supports the well-being of its employees and is aimed at increasing productivity. Employee Assistance Programmes (EAPs) are used as a means of ensuring employee wellness. Employee Assistance Programme can be defined as a programme aimed at improving the quality of life of employees and their families by providing support and helping to alleviate the impact of everyday work and personal problems. EAPs are intended to help employees deal with their personal problems that might adversely impact their work performance, health and well-being. The main goal of the EAP is to enhance productivity as well as social functioning of individuals.The main objective of the study as to evaluate the Employee Assistance Programmes and the impact of Workplace Wellness on employee performance in the Eastern Cape Provincial Legislature. This was triggered by the fact that Wellness and EAPs are not visible in the ECPL and the Legislature continues to lose employees due to ill-health and resignations. The institution is characterised by a culture of “us” and “them”, us, referring to Labour and them to Management, and therefore resulting in low staff morale. This raised some concern from the researcher as there is an EAP paid for by the Legislature, but awareness, utilisation and effectiveness of the programme remain a challenge. Due to the nature of the institution’s core business, it is perhaps even more vital for the Legislature to create an organisational culture of caring and employees to be nurtured. It is believed that it is more cost effective and beneficial to both the employer and the employee to retain trained employees, than it is to lose troubled employees and hire new ones, in particular because there is no guarantee that the new ones will not, in time also show signs of problems. The researcher used applied research in this study to explore the need for the EAP as well as how best the programme can be implemented. A combination of an explanatory-descriptive design was used for this study because little is known about the phenomenon or programme. For this research, the researcher used a combination of interval/systematic and random sampling to complement each other in reducing any bias that has the potential of occurring when applying interval/systematic sampling. To get representation and precision, the researcher divided 285 employees according to their ranks. The results from this attempt were: Secretariat=25, Management=42, Administrative staff=196, General Workers=33 NEHAWU Shopstewards=10. The researcher then divided employees in each respective category by one tenth or 10% of each category to get the number of respondents from each category to be included in the sample and added up all categories to get the sample size. The sample of this study was thus, Secretariat=1, Management=4, Administrative staff=20, General workers=3 and NEHAWU Shopstewards=1 and made up a sample size of 29. Only one questionnaire was compiled for all the respondents because EAP recognise that employees start from the CEO of a company to the lowest paid employee in that company and, as such considers all employees to be equal. Research results indicated that there are some limitations in the utilisation of EAP and that employees are faced with both personal and work-related problems. Thus it became clear that the whole concept of Employee Wellness and Employee Assistance Programmes needed to be overhauled and restructured to ensure maximum benefit.

Submitted in fulfilment of the requirements of the Master of Applied Science in Food and Nutrition, Durban University of Technology, Durban, South Africa, 2016. / Background: The occurrence of absenteeism observed at the Coastal KZN FET College is very large. However, absenteeism of this magnitude is not inconsistent with observations from other educational institutions and work places around the world. Generally, absenteeism is coupled to the absence of good health, the presence of one or more non-communicable disease and the paucity of physical exercise undertaken by the personnel. Absenteeism in the work place results in avoidable financial costs to the employer, the employee, and the country as a whole. The wealth of literature shows that health concerns concerning adults are diet related. Diabetes, heart disease, hypertension, obesity, cancer and other non-communicable diseases (NCD’s) are increasing at an alarming rate, daily. A double-burden plagues South Africa: on the one hand there is over-nutrition (an excessive consumption of nutrients); while on the other there is under-nutrition (an insufficient intake of nutrients by certain groups of individuals). Factors such as urbanisation, globalisation, physical inactivity and consumer financial buying power have a significant influence on these health concerns. Aim: The data gathered in this study will be used to develop nutrition wellness education material as a component of a wellness programme for staff members at the Swinton Campus of the KZN Coastal FET College in Mobeni. Methodology: A needs analysis was undertaken to determine whether nutrition wellness education material as a component of a wellness programme for the institution was appropriate. Three 24-hour recall questionnaires gathered from the staff, data on eating habits and nutrient intake were undertaken/collected. A food frequency questionnaire collected data on the frequency and variety of foods eaten. A health questionnaire gathered data on self-reported illnesses, consumption of alcohol, and smoking habits. The demographics of the group, living conditions, and amount of money earned and spent on food was assessed through a socio-demographic questionnaire. Anthropometric measurements assessed included blood pressure, waist circumference, BMI and Waist-to-height-ratio (WHtR). Results: The sample consisted of 138 participants of which 44% (n=61) were men and 56% (n=77) were women. Less than 50% of the respondents were food secure: only 65 persons (47.1%) in the sample always had money to purchase food. In this group 63.93% of the men and 71.43% of the woman were obese. Subsequently 86% of the women exceeded the waist cut-off point of 88cm while 16.39% of the men were above the 102cm cut-off point. Findings revealed that 42.62% of the men and 25.9% of the women had pre-hypertension while 8.20% of the men and 5.90% of the women were hypertensive. This study indicated that this group was nutrient deficient. The fruit and vegetable intake was between 134.44g - 175.69g per day for men and 124.00g - 183.30g per day for women. Energy, dietary fibre, vitamin A, vitamin D, calcium, magnesium and iodine were below the nutrient adequacy ratio. There were positive correlations between age and systolic blood pressure, waist circumference and systolic blood pressure, waist circumference and diastolic blood pressure and waist-to-height ratio and BMI. Conclusion: Central obesity and to a lesser extent hypertension as well as deficiencies in nutrients and minerals were present in this group. Although the participants indicated a good variety of food, the quality and quantities consumed were not adequate. A link between diet, physical activity and diseases of lifestyle has been demonstrated. A need for nutrition education as a component of the wellness programme is indicated. Nutrition education is important both within and outside the workplace. To make lifestyle changes it is essential that education and knowledge is made available. Behavioural habits including eating habits are principally learnt. If bad behaviour habits can be learnt, good behaviour habits can also be instilled. The proposed intervention is aimed at reducing the incidence of absenteeism and decreasing the presence of non-communicable diseases. It is important for staff members at a FET college to be present in the classroom so that education of quality can be conveyed to learners. Further, the good health of staff members facilitates the ability of teachers to perform their important task of educating young minds at all educational institutions. / M