Abstract
In 1999 the Department of Public Service and Administration developed and implemented an Employee Assistance Programme (EAP) within the public service. This reaffirmed the government’s commitment to intensify the programme to fight, inter alia, HIV and AIDS, and to deal with the traumas of everyday life, experiences of discrimination, cultural alienation and stress. A change in the programme focus has clearly occurred, to a certain extent, in response to the major transformation in South African governmental and non-governmental organisations. This change occurred as a result of the introduction of worker-related regulations such as the Basic Conditions of Employment Act 75 of 1997, the Labour Relations Act 66 of 1995, the Employment Equity Act 58 of 1998 and the Unfair Discrimination Act 4 of 2000, and made it necessary for the employer to investigate, assess and assist employees with problems relating to substance abuse or incapacity. These acts formed a solid basis for implementing the EAP. The Department of Labour (DOL) responded promptly to the implementation of the EAP in 2001, yet the programme remains under-utilised and is seen both by management and employees of the Department as a social responsibility programme rather than a sound business strategy.
Highlights
IntroductionA change in the programme focus has clearly occurred, to a certain extent, in response to the major transformation in South African governmental and non-governmental organisations
In 1999 the Department of Public Service and Administration developed and implemented an Employee Assistance Programme (EAP) within the public service
SUMMARY This study was aimed at identifying factors that hinder the utilisation of the EAP at the Department of Labour through a scientific study in which data collection, presentation and analysis were scientifically conducted
Summary
A change in the programme focus has clearly occurred, to a certain extent, in response to the major transformation in South African governmental and non-governmental organisations This change occurred as a result of the introduction of worker-related regulations such as the Basic Conditions of Employment Act 75 of 1997, the Labour Relations Act 66 of 1995, the Employment Equity Act 58 of 1998 and the Unfair Discrimination Act 4 of 2000, and made it necessary for the employer to investigate, assess and assist employees with problems relating to substance abuse or incapacity. These acts formed a solid basis for implementing the EAP.
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