FACTORS THAT HINDER THE UTILISATION OF THE EMPLOYEE ASSISTANCE PROGRAMME IN THE DEPARTMENT OF LABOUR
DOI:
https://doi.org/10.15270/45-4-190Abstract
In 1999 the Department of Public Service and Administration developed and implemented anEmployee 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.
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