ORGANICA WATER SOLUTIONS INDIA PRIVATE LIMITED
HIV AND AIDS POLICY (POLICY)
OBJECTIVE
Organica Water Solutions India Private Limited, a company incorporated under the Companies Act
2013 and having its registered office at Regus Business Centre, Tower B 10th Floor, Unitech Cyber
Park, Sector-3, 9, Gurugram, Haryana, India, 122001 (hereinafter referred to as “Company”/”Organica
Solutions”) recognises Human Immunodeficiency Virus (HIV)/Acquired Immune Deficiency
Syndrome (AIDS) as a serious public health issue with social, legal, and human rights implications.
This Policy aims to reinforce the Company’s commitment to equal opportunity and to foster a respectful,
inclusive, and non-discriminatory work environment where all employees are treated with dignity,
regardless of their actual or perceived HIV status, in line with the Human Immunodeficiency Virus and
Acquired Immune Deficiency Syndrome (Prevention and Control) Act, 2017 (hereinafter referred to as
“Act”) and The Human Immunodeficiency Virus and Acquired Immune Deficiency Syndrome
(Prevention And Control) Rules, 2018 (hereinafter referred to as “Rules”).
SCOPE AND APPLICABILITY
(i) This Policy applies to all employees of Organica Solutions including permanent, temporary,
contractual, interns, trainees, consultants, job applicants, prospective employees, directors,
officers, senior management or any third party engaged with the Company.
(ii) This Policy also applies to all aspects of employment, be it recruitment, promotion,
remuneration, employment benefits, salaries, career advancements, transfers, training,
termination and other aspects of employment.
NON-DISCRIMINATION AND EQUAL OPPORTUNITY
Organica Solutions prohibits discrimination on the basis of actual or perceived HIV status in any aspect
of employment or workplace engagement. This protection extends to persons living with HIV as well
as persons affected by HIV, including immediate family members or individuals who live, have lived,
or have cohabited with a person living with HIV. No employee or applicant shall be denied employment,
terminated, segregated, restricted, or subjected to unfair treatment in relation to recruitment,
continuation of employment, promotion, training, access to workplace facilities, or participation in
workplace activities on the basis of HIV status. HIV testing shall not be required as a precondition for
employment, promotion, or continued service. Where required, the Company may provide minor
adjustments in job or workplace to support employees living with HIV, provided such adjustments does
not cause undue hardship to the Company. Any violation of this principle shall be reported to the
Ombudsman appointed by the State Government.
CONFIDENTIALITY AND VOLUNTARY DISCLOSURE
Organica Solutions recognises that HIV-related information is sensitive in nature and ensures strict
confidentiality and undertakes appropriate data protection measures to prevent any unintended or
unauthorised disclosure of such information. Access to such information is strictly limited to authorised
personnel on a need-to-know basis, who shall be required to maintain confidentiality of such
information. The Company neither asks for HIV testing as a pre-requisite for obtaining employment
nor does it compel any employee or applicant or any other person to disclose their HIV status or any
HIV-related information or HIV status of any other person. If any such information is voluntarily
disclosed by any employee it is treated as confidential and is never recorded, accessed, or disclosed
without the informed consent of the concerned individual, except where disclosure is required by law
or pursuant to an order of a competent court.
RIGHT TO CONTINUE EMPLOYMENT
An employee living with HIV shall have the right to continue in employment as long as they are
medically fit to perform their duties. Reasonable accommodation shall be provided where necessary
including adjustment of work hours, assignments or roles without discrimination.
STIGMA-FREE AND SUPPORTIVE ENVIRONMENT
Organica Solutions is committed to fostering a stigma-free, inclusive and caring environment. Any form
of harassment, vilification or discriminatory conduct towards persons living with or affected by HIV or
any violation of this Policy will be dealt with strictly including initiation of disciplinary proceedings
against erring employees which may result in a warning, suspension, termination, or other actions as
deemed appropriate under the Company’s policies and applicable law.
KEY STRATEGIES BY THE COMPANY
(i) Conduct periodic awareness, sensitisation programmes and training sessions for employees on
HIV and AIDS, including routes of transmission, prevention measures, universal precautions,
legal rights of persons affected, post-exposure prophylaxis, and elimination of myths and
misconceptions associated with HIV.
(ii) Integrate HIV-related awareness and non-discrimination principles into human resource
practices, employee welfare measures, training programmes, and relevant corporate initiatives.
(iii) Maintain a zero-tolerance policy towards discrimination on the basis of actual or perceived HIV
status and provide reasonable accommodation to employees living with HIV, where required,
to enable equal participation at work.
(iv) Encourage access to healthcare benefits, insurance coverage, and applicable social security
measures, in accordance with Company policies and applicable law.
(v) Ensure strict confidentiality of HIV-related information and adherence to universal precautions
at the workplace.
(vi) Prohibit mandatory HIV testing for employment, promotion, or continued service, except as
permitted under applicable law.
(vii) Organica Solutions shall conduct at least one training or awareness session every year for
persons working in the Company to facilitate effective understanding and implementation of
this Policy.
(viii) Assign responsibility to the administrative staff for effective implementation of this Policy,
including dissemination of the Policy, sensitisation of employees, and monitoring compliance.
(ix) The Company shall endeavour to facilitate access to applicable social security benefits,
assistance programmes, and health insurance for employees living with HIV, in accordance with
law.
ADOPTION, COMMUNICATION AND IMPLEMENTATION
The Company shall communicate this Policy to all employees, workers, consultants, and other persons
engaged with the Company. This Policy shall be prominently displayed in English and in a language
understood by the majority of persons working in or accessing the services of the Company at a
conspicuous place in the premises of the Company. This Policy shall be made available on the
Company’s website and hard copies of the Policy shall be made available.
PUBLICATION, REVIEW AND AMENDMENT
The Policy shall be displayed on the website or conspicuous place in the premises of the Company. It
shall be reviewed periodically and may be amended by the Company to ensure continued compliance
with applicable laws and best practices.