Employee Assistance Programs for the New Millennium: Emergence of the Comprehensive Model

Under-Utilisation of Internal Employee Assistance Programme (Eap) Services by the South African Police Service in Lephalale, Limpopo Province

“…This may be because most of these persons were support staff employed in terms of the Public Service Act 103 of 1994 (RSA, 1994) and only work the day shift. The researcher agrees with Kurzman (2013); Cekiso and Terblanche (2015) and Maynard (2019) that employees should have access to the programme in a convenient and efficient manner, with serious and explicit consideration given to confidentiality. An accessible service is one that is located near the employees, open at convenient hours, maintains short waiting lists and has affordable charges (Lephalale SAPS EAP offers a free service to employees).…”

Using an Interactive Self-Assessment Tool to Strengthen Your Employee Assistance Service

“…When considering a more recent comprehensive EAP service model proposed by Kurzman (2013), ISAT also responds to a change in focus from management to the individual user in EAP: it establishes itself as a benefit and a new resource for all workers, not only on a tertiary level of intervention (''care''), but also on a primary and secondary level (''prevention'').…”

The “Too Hard Basket”: managing workplace bullying

“…Today, however, EAPs are much broader in focus and are more closely integrated with the provision of HR management services, employee benefits and organisational duty of care (Arthur, 2000; Compton and McManus, 2015; Mellor-Clark, et al , 2013) and have been described by Compton (1988) as “an effective strategy for assisting employees where personal or work-related problems are affecting their work” (p. 110). A well-established and funded EAP might offer assistance related to smoking cessation, alcohol and drug dependency, health and well-being, stress management, depression, mental illness, relationship and family issues, bereavement, financial concerns and work-related problems (Arthur, 2000; Compton, 1988; Compton and McManus, 2015; Kramar et al , 2011; Kurzman, 2013; Mellor-Clark et al , 2013), which contributes to the difficulty in achieving agreement over the nature and role of EAPs (Kirk and Brown, 2003).…”

“…A wide range of services are now commonly offered under the umbrella of EAPs including assessment services, short-term interventions, referrals, mediation, critical incident reporting and support, executive coaching, access to health services and return to work support using a variety of different delivery approaches (Joseph et al , 2018). This requires a higher level of professional qualifications on the part of counsellors and in some cases professional body registration (Kirk and Brown, 2003; Kurzman, 2013). This was emphasised in a survey conducted by Arthur in 2000, where it was found that 87 per cent of respondents using EAPs indicated that they were experiencing significant psychiatric problems (Mellor-Clark et al , 2013).…”