- Ensure the absence of discrimination and stigmatization within the job
Employees who are directly affected by the HIV/AIDS and those suspected to be affected by the disease have the same rights and obligations as the rest of the employees. They will be protected within the Company against all forms of discrimination and stigmatization based on their HIV positive status, or based on their real or supposed sickness.
- Reject compulsory testing for HIV
Compulsory screening/testing cannot be conducted during the visit of a medical team to the work side, during the periodic visit of the employees or for any other reason.
- Guarantee the confidentially and non-divulgence of information
Concerning those who go for voluntary testing for HIV, the data and results of the tests of each employee will be treated confidential. However, every employee has the right to consent to, with full knowledge of the facts, the divulgence of this information to persons whom he wishes to know about it.
- Guarantee the job security of person living with HIV
GREL recognizes the desire and capacity of job performance of HIV-positive workers. This Charter guarantees salaried workers who are infected with HIV, or who have AIDS, the right to continue working for as long as they are capable of performing their duties according to the exigencies of their job functions.
If, for medical reasons, an HIV infected employee or an employee who has AIDS becomes incapable of performing his normal duties, GREL will be ready to, within the limits of its facilities, give him a different position which will suit his health condition in accordance with the legislation which is in force and the internal directives of the Company.
When the disease does not allow the HIV-infected employee to carry out his duties, then, as it is the case of all other invalidating sicknesses, the procedure for medical retirement due to invalidity will be followed.
- Guarantee the application and enforcement of this Charter
This Charter conforms to the Ghana “National Workplace HIV/AIDS Policy” and responds to the directives of “An ILO Code of Practice on HIV/AIDS and the World of Work.” Any infringement on this Policy will be treated according to the disciplinary policy and the procedures for the settlement of conflicts existing in GREL.
The HIV/AIDS Workplace Charter has led to the formation of The GREL Workplace HIV/AIDS Committee. This committee oversee the training and educating peer groups to strengthen the campaign on AIDS in our workers camps. These are achieved through two means.
- At the GREL clinic there is an HIV centre where voluntary testing and counseling takes place.
- Outreach programmes organized in the camps and plantations for all our workers to sensitize them.
The GREL Workplace HIV/AIDS Committee launched a Solidarity Fund to mitigate the economic drain on infected employees.
