PRNewswire - December 12, 2001

The agreement on HIV/AIDS In The Workplace, which is a comprehensive response to HIV/AIDS and its impact on the company and its employees, was signed with The National Union of Mineworkers (NUM), The United Associations of South Africa (UASA) and The Mineworkers Union Solidarity (MWU).

The agreement encompasses a wide range of initiatives aimed at preventing the spread of HIV amongst the approximately 75 percent of Gold Fields employees who are HIV Negative, as well as programmes and initiatives aimed at the treatment and care of employees who are HIV Positive or suffering from AIDS. The agreement includes:

-- Provisions for a partnership approach to and Principles for the management of HIV/AIDS within Gold Fields;

-- Improved awareness and education at all levels in the organization using formal education, high profile awareness activities and an extensive Peer Education System;

-- The promotion of condom usage and the wide distribution of condoms to all employees;

-- The aggressive management of Sexually transmitted diseases;

-- Of particular significance, agreement on a Voluntary, Informed Counselling and Testing Programme for all employees, supported by a focussed Wellness Management Programme for employees who are HIV Positive; and

-- Ongoing interaction with communities and the introduction of elements of the programme into those communities.

In thanking the Unions and Associations for the commitment and vigour with which they support the fight against HIV/AIDS in Gold Fields, Managing Director, Ian Cockerill, said: "We believe that this agreement will provide us with the necessary tools to more effectively fight HIV/AIDS in Gold Fields, and to minimise the impact of the disease on our company, our people and their families and communities."

The agreement on Competencies and Job Grading, which will lead to the introduction of competency based Human Resources Systems and processes into Gold Fields, was signed with the NUM and the MWU.

The objective of this agreement is to establish a process of determining job competencies and organisational structures, including job profiles and job grades, which will serve to improve safety and productivity as well as competencies of employees.

"One of Gold Fields' core assets is the competency of its employees. This agreement will enable us to leverage and grow this asset," said Cockerill.

Employee competencies will be aligned to the competencies required by Gold Fields. This will result in a clear indication of the competency gaps and relevant development strategies required. This approach forms the basis of the People Development Strategy of Gold Fields, as well as related systems and processes.

Some of the principles embodied in the agreement are:

-- Flatter, more effective structures;

-- Focused training and upgrading of employees;

-- Replacing the outdated and problematic grading system (Paterson) with a competency based system acceptable to all stakeholders;

-- Improved safety and productivity through focussed training and development;

-- Career paths based on clear competency based role profiles; and

-- Payment based on relevant skills acquired and applied.

SOURCE Gold Fields Limited Web Site: http://www.goldfields.co.za

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