OVERVIEW:

Levi Strauss & Co. was among the first U.S. companies to recognize HIV/AIDS as a workplace issue. Since 1982, we have pioneered workplace policies and educational programs to ensure that our employees and their families are treated with dignity and respect. Additionally, through the Levi Strauss Foundation, we have contributed over $25 million to community programs and organizations fighting the HIV/AIDS epidemic in 40 countries around the world.

While we are very proud of our accomplishments, there is much more work ahead. We are keenly aware of the devastating impact of HIV/AIDS. This complex and ever-growing pandemic continues to pose extraordinary challenges to our employees, their families and the communities where they live and work around the world. As a socially responsible company, we continuously explore new ways to be a force for positive change.

Levi Strauss & Co. is committed to providing a working environment for its employees that is nondiscriminatory, safe and healthy. We are dedicated to fighting HIV/AIDS through education, health services, volunteerism and corporate philanthropy. Together with the Levi Strauss Foundation, we support programs in the communities where we do business that seek to prevent the spread of HIV/AIDS, influence public opinion and effect change in public policies that impede access to lifesaving information and services. We also encourage other corporations to invest in HIV/AIDS prevention initiatives.

Through this work, we aspire to help stem the HIV/AIDS epidemic and build compassion and support for those infected with the disease.

• Out of respect for the human rights and dignity of persons infected or affected by HIV/AIDS, Levi Strauss & Co. does not discriminate on the basis of real or perceived HIV/AIDS status. Moreover, the company does not discriminate on the basis of sexual orientation, disability, race, sex, age or religious beliefs.

• Job applicants and employees should not be asked to disclose HIV/AIDS-related personal information. Nor should coworkers be obliged to reveal such personal information about fellow workers.

• The company will not discriminate against any employee infected with HIV/AIDS regarding promotion, training and other employee privileges.

• The company has zero-tolerance for HIV/AIDS discrimination within workgroups.

• HIV/AIDS is not a cause for termination of employment. As with many other conditions, persons with HIV/AIDS should be able to work for as long as medically fit in available, appropriate work.

• The company supports the need for absolute confidentiality of all employees’ medical records, related referrals and counseling.

• The company will treat the condition and illnesses arising from HIV/AIDS infection like other serious illnesses in the workplace, and will seek to provide appropriate health care coverage.

• The company supports prevention education and activities to reduce the risk of infection. The successful implementation of an HIV/AIDS prevention program requires cooperation and trust between employers, workers (including the highest levels of management) and, where appropriate, the active involvement of workers infected and affected by HIV/AIDS.

• Given the stigma and discrimination surrounding HIV/AIDS in the workplace, special attention will be given to education programs that promote accurate information about HIV/AIDS and create a supportive work environment for employees.