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Presented by : Mr. Moleko Victor Rannona 09 MAY 2008

Presented by : Mr. Moleko Victor Rannona 09 MAY 2008. 1. COMPANY PROFILE. <GENERAL INFORMATION>. 1)LOCATION Brits, Northwest Province, RSA (60km from Johannesburg) 2)ESTABLISHED May 1995

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Presented by : Mr. Moleko Victor Rannona 09 MAY 2008

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  1. Presented by : Mr. Moleko Victor Rannona 09 MAY 2008

  2. 1. COMPANY PROFILE <GENERAL INFORMATION> 1)LOCATION Brits, Northwest Province, RSA (60km from Johannesburg) 2)ESTABLISHED May 1995 3)BUSINESS Mine and beneficiate chrome ore, produce FeCr used in Stainless Steel 4)NO. OF EMPLOYEES 540 employees + 1,862 contractors <SHAREHOLDERS> <OPERATING ASSET> 1) Mining Operation 2) Smelting Operation

  3. 2. HISTORY OF HERNIC’S HIV/AIDS PROGRAMMES 1) Commencement of HIV/AIDS Programme (Start-up) In 2002, the Company established HIV/AIDS policy which emphasized: • Non-discriminatory employment practices. • Guaranteed confidentiality of employees medical status. • Dissemination of information. “Awareness Promotion” was the main objective of policy introduction at that stage. 2) KAPB (Knowledge Attitude Practices and Behaviour) Survey The Survey was conducted in 2005 to understand Hernic employees’ awareness level about HIV/AIDS, Hernic HIV/AIDS policy, willingness to take HIV test etc.

  4. 2. HISTORY OF HERNIC’S HIV/AIDS PROGRAMMES <KAPB Survey Results> 1. Employees Knowledge of HIV/AIDS - 78% responded that HIV virus is the main cause of AIDS. - 82% agrees that sleeping or having a sexual intercourse with a virgin does not cure Aids. 2. Employee Attitude - 82% of the respondents indicated their willingness to take HIV/AIDS test. - 89% agree that employees living with the virus (or HIV positive employees) must be treated equally like those who are HIV negative. 3. Practice / Policy - 75% of employee indicated their awareness of Management commitment towards HIV/AIDS Programmes. - 71% responded their awareness of Companies HIV/AIDS Policy. 4. Negative Behaviour - 19% finds it difficult to communicate / discuss issues related to HIV/AIDS with their partners or friends.

  5. 2. HISTORY OF HERNIC’S HIV/AIDS PROGRAMMES 3) Re-launch of the formal HIV/AIDS programme in 2005: Problems that Hernic faced in 2005, • Increased sick leave related absence. • Increased disability cases. • Some employees only disclosing their status when they are already too sick. • Therefore the support has been too late. To alleviate the above situation, new HIV/AIDS programme needed to be re-launched as a separate focused step-by-step project. • CEO, Directors and Senior Management took the initiative of programme • Peer Educators received accredited training from Aganang Resources. (2006) • Peer Educators became the back bone of the programme.

  6. Hernic HIV/AIDS programme initially focused only on permanent employees. With JBIC/SABCOHA assistance, Hernic sub-contractors also started to be included in the programme. (Training and HIV Testing) 1) TRAINING INTERVENTION Training programme was conducted on contractors started in January 2008. Main objective was to provide managers and peer educators with knowledge and skills to enable to act as leaders and to manage HIV/AIDS. 3. INTERVENTION FROM JBIC/SABCOHA PROJECT

  7. 3. INTERVENTION FROM JBIC/SABCOHA PROJECT 2) HIV TESTING INTERVENTION VCT (Voluntary Counseling and Testing ) was conducted in Mar ‘08 • Targets of the test were expanded to contractors • To compare with the previous results in 2007, the results of test in 2008 (Negative/Positive) shows similarity.

  8. 4. OBSERVATIONS FROM JBIC/SABCOHA PROJECT 1) Training session promoted the understanding of HIV/AIDS issues by the contractors (management & employees) 2) As a result of training sessions, VCT campaign was successful taking into consideration that most employees work shifts and it was conducted over a period of one month only. 3) HIV/AIDS status (negative / positive) results of 2008 were found to be in line with 2007 results By accumulating the reliable testing data, the effective counter measure against HIV/AIDS can be taken although it is still the initial stage.

  9. 5. WAY FORWARD 1) Extension of Hernic HIV/AIDS programme coverage • Establish sustainable support and treatment programmes for sub-contractors • Training the new established wellness committee which includes sub-contractors • Extend HIV/AIDS programme to the community 2) Implementation of Hernic HIV/AIDS programme • Education and Training of employees • Proper Sustainable Support and Treatment

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