This study explored union leaders' attitudes and perceptions about Employee Assistance Programs (EAPs) in the united states. Three hundred and five union leaders who were participants in a union leadership training program completed the survey instrument. This study explored a number of research questions that add to the descriptive knowledge about EAPs and tested four groups of hypotheses concerning union leaders' view of EAPs. The first two hypotheses examined the readiness of union leaders to cooperate with management on the EAP. The second hypothesis examined the factors that affect the readiness to cooperate variables. The results revealed that the majority of union leaders perceive EAPs as increasing human capital rather than as a form of management control. The readiness to cooperate was found to be affected by the presence of training, written materials, and whether the EAP was in collective bargaining agreement. Generally, the demographic characteristics of union leaders did not have an impact on their views of EAPs. Replication of the research of Trice and Beyer (1982) was conducted and little similarity was found with their earlier findings. The results revealed that EAPs were relatively new in this population, were generally sponsored by the company and the actual services delivered by EAP providers. Union leaders perceived the drug problem in America as serious but saw it as less serious in their locals. Drug testing was being conducted at most of the companies and one half of the companies referred workers who tested positive to the EAP for assistance. / Ph. D.

The objective of the research study is to determine, whether Cape Medical Plan has the need for an employee assistance program, the content of such a program, as well as the important principles which are to be considered when implementing an employee assistance program within the organisation. The investigation consisted of 26 staff members participating, of which 9 were managers and 17 employees. With reference to the empirical investigation, it was concluded that a recommendation be made that a formal policy in terms of an employee assistance program be compiled; and be championed by the Human Resource Manager. A model, that will meet the needs of the company, should be followed, to ensure the successful implementation of an employee assistance program. / Social Work / M.Diac. (Social Work)

Thesis (MPA (Public Management and Planning))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: Employees, whether in the public or private sector, are the most valuable asset of an organisation. The human resource component of the organisation contributes toward the creation of a positive advantage for that organisation. Any organisation with high performance goals will treat people as their most valuable asset and the top priority within the organisation. Too many organisations still do not invest in the human side of the equation, but emphasise the technical efficiency which reaps financial investment. Organisations that want to remain competitive and at the leading edge must invest more in the human side of the equation. Today more and more organisations are aware of their social responsibility towards their employees. Employees experience a multitude of personal and work-related problems such as marital, family and financial difficulties, substance abuse, the impact of HIV/AIDS, job stress, job burnout and other. These problems influence work performance detrimentally, which in turn causes financial losses to the organisation. Further pressure is placed on the work community with government legislation on employment equity and affirmative action, which also leads to diversity problems within the workplace. In this milieu, work organisations are challenged to take up their social responsibility towards their employees and take better care of them. One way in which organisations can take care of their employees is through an Employee Assistance Programme (EAP). An EAP is a service provided by organisations to their employees to deal with health, personal, marital and substance abuse problems and other. It is a short-term, confidential counselling service for employees who are experiencing personal problems that affect their work performance and which can therefore improve the employees‟ general wellness. Cape Winelands District Municipality (CWDM) does not have a formal structure such as an EAP to render support to a troubled employee. This research focused on the question: “Is there a need for an EAP at CWDM?” The data gathered in this study reveal that there is a great need for an EAP. On the basis of the outcome of the study, ten practical guidelines for implementation of an EAP are provided to the organisation. / AFRIKAANSE OPSOMMING: Werkernemers, hetsy in die privaat of publieke sektor, is die waardevolste bate van die organisasie. Die menslike hulpbron komponent dra by tot die skepping van ʼn positiewe voorsprong vir daardie organisasie. Enige organisasie met hoë prestasiedoelwitte sal hul werknemers as hul waardevolste bate en die hoogste prioriteit behandel. Te veel organisasies belê steeds nie in die menslike sy van die organisasie nie, maar eerder in die tegniese sy wat meer finansiële beleggings oplewer. „n Organisasie wat kompeterend en toonaangewend wil bly, moet meer belê in die menslike sy. Deesdae besef al hoe meer organisasies dat hulle ʼn sosiale verantwoordelikheid teenoor hul werknemers het. Werkrnemers ervaar ʼn magdom persoonlike en werkverwante probleme soos byvoorbeeld huweliks-, gesins- en finansiële probleme, middelmisbruik sowel as die impak van HIV/VIGS, werkstres, uitbranding en ander. Hierdie probleme beiinvloed werksproduktiwiteit aansienlik, wat direk lei tot finansiële verliese vir die organisasie. Voorts word verdere druk op die werksgemeenskap geplaas deur regeringsbeleid te wete werksgelykheid en regstellende aksie wat ook aanleiding gee tot diversiteitsprobleme binne die werksplek. Teen hierdie agtergrond word werksorganisasies uitgedaag om sosiale verantwoordelikheid vir sy werknemers te aanvaar en om beter sorg te dra vir sy werknemers. Een manier waarop organisasies na hul werknemers kan omsien, is deur „n werknemerhulpprogram. ʼn Werknemerhulpprogram is ʼn diens wat verskaf word deur werkgewers aan werknemers wat probleme ondervind met byvoorbeeld gesondheid, huwelik, gesin, middelmisbruik en ander.. Dit is ʼn korttermyn, konfidensiële beradingsdiens vir werknemers wie se werkvermoë negatief beïnvloed word. ʼn Werknemerhulpprogram het ten doel om ʼn werknemer se totale welstand te verbeter. Kaapse Wynland Distriksmunisipaliteit (KWDM) het tans, nie ʼn formele struktuur soos „n werrknemerhulpprogram wat bystand aan die geaffekteerde werker kan bied nie. Hierdie navorsingstudie fokus op die vraag:”Is daar ʼn behoefte aan ʼn werknemerhulpprogram by KWDM”? Die data wat tydens die studie ingesamel is, toon dat daar wel ʼn behoefte aan ʼn Werknemerhulpprogram is. Gegrond op die uitkoms van die studie, word tien praktiese riglyne vir die implementering van 'n Werknemerhulpprogram aan die organisasie voorgestel.

Thesis (MSocialWork)--Stellenbosch University, 2001. / ENGLISH ABSTRACT: The work environment in South Africa is currently undergoing dramatic changes that are caused by a variety of factors and increasing pressure is placed on industries to take more responsibilities for the wellbeing of their employees. The structure and philosophy of employee assistance programmes provide an unique opportunity to organizations to address the changing workplace and the needs of employees in a potential growth productive way. From an employers viewpoint employee assistance programmes are becoming essential for the success of present day companies and the employee assistance programme practitioner is steadily becoming part of the corporative policy formulating team. Due to the fact that there are no guidelines or much literature in the South African context regarding the application of employee assistance programmes in organizations, and in the absence of any specific practice approach for a social worker in private practice that delivers services within employee assistance programmes, the goal of this study is to provide guidelines that can serve to provide a social worker in private practice who is involved with employee assistance programmes, or that considers entering this field, with accurate and relevant information of such programmes. Guidelines won't only contribute to the application of employee assistance programmes to its full potential, but will also assist a social worker in private practice during negotiations to implement and determine an appropriate model for service delivery in a specific organization. In order to achieve the goal of this study, a literature as well as an empirical study was undertaken. The literature study had a dual purpose. Firstly it was conducted in order to describe the value of the utilization of employee assistance programmes in organizations and included the relevant concepts and elements of employee assistance programmes. Secondly, the literature study has been utilized in order to provide a useful conceptual framework for social workers in private practice by placing employee assistance programmes within the framework of the generic perspective. The findings of the literature study emphasize the re-focusing of employee assistance programmes on the dual client system with alliance to micro- as well as macro activities, as well as the fact that more specialized abilities are required from a social worker in private practice. Further, it emphasizes that employee assistance programmes provides structure to the professional activities of a social worker in private practice and as such contributes to these activities having a more effective impact in organizations. The empirical study was undertaken in order to determine the knowledge and opinion of the key personnel in organizations that are involved in the decision-making whether or not to invest in a program of this kind, and the nature of the employee assistance programme. This step has been taken, not only to make a social worker in private practice aware of the viewpoints of these people, but also to determine the possibilities for introducing an employee assistance programme in an organization and at the same time identify aspects that might be against the adoption of such a programme. The findings of the empirical study indicated that the key personnel maintain a caring philosophy towards their employees that is linked to productivity. Their expectations of an employee assistance programme is linked closely to this, and is only associated with micro level activities. Further more, the findings points to a lack of knowledge as far as the true nature, purpose and function of an employee assistance programme is concerned. In conclusion, recommendations were made based on the deductions and findings of the literature as well as the empirical study. These recommendations also serve as guidelines for a social worker in private practice who is involved with employee assistance programmes. / AFRIKAANSE OPSOMMING: Dramatiese veranderinge vind tans plaas in die Suid-Afrikaanse werksmilieu wat te weeg gebring word deur 'n verskeidenheid van faktore en daar word meer druk op bedryfsondernemings geplaas om toenemend groter verantwoordelikheid te neem vir die welstand van hul werknemers. Die struktuur en filosofie van werknemershulpprogramme bied 'n unieke geleentheid aan bedryfsondernemings om die veranderde werksmilieu en behoeftes van werknemers aan te spreek op 'n potensieel groei produktiewe wyse. Van werkgewers oogpunt, raak werknemershulpprogramme essensieel vir die sukses van hedendaagse ondernemings en vorm die werknemershulpprogram-praktisyn algaande 'n deel van die korporatiewe beleidsformulering span. Vanweë die feit dat daar nie in die Suid-Afrikaanse konteks riglyne of selfs veel literatuur ten opsigte van die benutting van werknemershulpprogramme in bedryfsondernemings is nie, asook 'n afwesigheid in die literatuur van enige spesifieke praktykbenadering vir 'n maatskaplike werker in privaat praktyk wat binne werknemershulpprogramme dienste lewer, is die doel van hierdie studie om riglyne daar te stel wat kan dien om 'n maatskaplike werker in privaat praktyk wat gemoeid is met werknemershulpprogramme, of wat dit oorweeg om op hierdie gebied toe te tree, toe te rus met akkurate en toepaslike inligting van sodanige programme. Riglyne, wat nie net daartoe sal bydra dat werknemershulpprogramme tot sy volle reg toegepas word nie, maar ook kan dien as hulpmiddel vir 'n maatskaplike werker in privaat praktyk tydens onderhandelinge ten opsigte van die instel, en bepaling van 'n geskikte model vir dienslewering in'n bepaalde bedryfsonderneming. Ten einde die doel van hierdie studie te bereik is 'n literatuurstudie, sowel as empiriese ondersoek gedoen. Die literatuurstudie is tweërlei van aard, eerstens is dit aangewend om die benuttingswaarde van werknemershulpprogramme in bedryfsondernemings te beskryf en is die relevante konsepte en elemente in die verband uitgelig. Tweedens is die literatuurstudie aangewend om 'n nuttige konseptuele raamwerk vir 'n maatskaplike werker in privaat praktyk te skep deur werknemershulpprogramme te bespreek binne die raamwerk van die generiese perspektief. Die bevindinge van die literatuurstudie beklemtoon die herfokussering van werknemershulpprogramme op die tweeledige kliëntsisteem met 'n verbintenis tot mikro sowel as makrovlak aktiwiteite en ook die feit dat daar as sulks 'n meer gespesialiseerde kundigheid van 'n maatskaplike werker in privaat praktyk vereis word. Verder dui dit ook daarop dat werknemershulpprogramme struktuur aan die professionele werksaamhede van 'n maatskaplike werker in privaat praktyk bied wat bydra daartoe dat dit doeltreffender inslag in bedryfsondernemings vind. Die empiriese ondersoek is gedoen ten einde die kennis en opinie van sleutelpersone betrokke in besluitneming oor die instel en aard van werknemershulpprogramme in bedryfsondernemings te bepaal. Die stap is geneem nie net om 'n maatskaplike werker in privaat praktyk bewus te maak van die sienings van die persone nie, maar ook om die moontlikhede vir die instelling van werknemershulpprogramme in bedryfsondernemings bloot te lê en terselfdertyd aspekte wat dit weerlê te identifiseer. Die bevindinge van die empiriese studie dui daarop dat die sleutelpersone 'n filosofie van besorgdheid teenoor hul werknemers openbaar wat verband hou met produktiwiteit, en dat hul verwagtinge van 'n werknemershulpprogram nou hiermee saamhang en slegs met mikrovlak aktiwiteite geassosieer word. Verder is bevindinge aanduidend van'n positiewe ingesteldheid teenoor werknemershulpprogramme, maar 'n gebrek aan kennis oor die werklike aard, doel en funksie van 'n effektiewe werknemershulpprogram. Ten slotte is aanbevelings gemaak op grond van die gevolgtrekkings soos verkry vanuit die bevindinge van die literatuur sowel as empiriese studie. Die aanbevelings dien terselfdertyd ook as riglyne vir 'n maatskaplike werker in privaat praktyk wat gemoeid is met werknemershulpprogramme.

L’objectif de la présente étude vise à déterminer les caractéristiques des entreprises et de leur main-d’œuvre qui adoptent un PAE. Cette pratique serait en effet distribuée inégalement entre les différentes entreprises du secteur privé au Canada. Les facteurs identifiés dans la littérature en lien avec la présence du PAE sont regroupés sous les caractéristiques de la main-d’œuvre, les caractéristiques organisationnelles ou les caractéristiques du marché du travail, de manière à faire ressortir leur valeur respective pour voir celle qui a le plus d’influence sur la présence du PAE. Pour chacun des facteurs, une hypothèse ou une proposition de recherche est formulée. Pour vérifier les hypothèses et les propositions de recherche, nous avons utilisé des données secondaires issues de l’Enquête sur le milieu de travail et les employés (EMTE), réalisée en 2005 par Statistique Canada. Nous avons principalement eu recours à la base de données des employeurs, mais à défaut d’y avoir toutes les variables importantes, celle des employés a aussi été utilisée en agrégeant les données à la moyenne échantillonnale par entreprise, et en les imputant à la composante des employeurs. Notre échantillon final se compose de 5630 établissements du secteur privé au Canada. Les résultats nous ont appris que les caractéristiques organisationnelles sont de meilleurs déterminants de la présence du PAE que les caractéristiques de la main-d’œuvre. Les PAE sont répartis de façon inégale entre les différentes entreprises au Canada. En effet, les entreprises qui adoptent un PAE ont souvent moins d’immigrants. Elles ont aussi plus de probabilité d’avoir une grande proportion d’employés ayant complété des études secondaires, et qui travaillent à temps plein. Les PAE sont de plus beaucoup plus présents dans les grandes entreprises qui sont syndiquées, et dont l’organisation du travail est plus flexible. Enfin, ce sont les entreprises du secteur primaire qui adoptent le plus de PAE. Les PAE ne couvrent alors qu’un secteur limité et privilégié de la main-d’œuvre puisque certains groupes, tels que les immigrants, y ont moins accès. Ainsi, les PAE bénéficient aux employés les plus avantagés financièrement, indiquant que ce sont surtout les plus « riches » qui accèdent aux meilleurs services de santé mentale et sociale. Mots clés : Programmes d’aide aux employés Caractéristiques de la main-d’œuvre Caractéristiques organisationnelles / This study aims to explore the links among the characteristics of firms and their workforce and the presence of an EAP. This practice should not be randomly distributed in firms operating in the private sector in Canada. In the literature, there are three factors that are identified to be related to the presence of an EAP : 1- workforce characteristics, 2- firm characteristics, and 3- labour market characteristics. This study search to evaluate the relative value of each factor in predicting the presence of an EAP. One hypothesis or one research proposal is made for each factor. In order to empirically test the hypotheses and the research proposals, secondary data from the Workplace and Employee Survey (WES) are used. This survey was conducted in 2005 by Statistics Canada. This survey collected data from employers and their employees. Almost all variables used in this study come from the employers’ database. The sample comprises 5,630 establishments operating in the private sector. Results show that organizational characteristics are better determinants of the presence of EAP than the characteristics of the workforce. EAPs are not randomly distributed in firms in Canada. Indeed, firms that adopt an EAP often have fewer immigrants. They are more likely to have a larger proportion of employees who have completed a high school level and working full time. EAPs are more likely to be found in larger companies that are unionized, and whose work organizations are more flexible. Compare to firms in the secondary and in the tertiary sectors, it is firms in the primary sector that are more likely to have adopted an EAP. Overall, the results of this study indicate that EAP are available only to the better off workers. These workers have access to the best social and mental services. Keywords: Employee Assistance Programs Characteristics of the workforce Organizational Characteristics

Thesis (Dr.P.H.)--University of Texas Health Science Center at Houston, School of Public Health, 1983. / Typescript. Dissertation Abstracts International order no. 84-08513. Includes bibliographical references (leaves 140-143).

M.Tech. Business Administration. Business School. / Only a minority of companies invest resources in the task of creating an effective repatriation programme, even though repatriation is more challenging than expatriation. A qualitative method was chosen and was conducted on two South African multinational companies (MNCs), AEL and Telkom to establish the extent to which these companies' repatriation programmes comply with international models of repatriation. The conclusions drawn from this study are that the two South African MNCs do not have formal repatriation programmes and management of repatriates needs to be further implemented within the company. For example an articulated process consisting of the three different steps: before, during and after the assignment should be elaborated for the company to reduce anxiety and repatriation turnover.

L’objectif de la présente étude vise à déterminer les caractéristiques des entreprises et de leur main-d’œuvre qui adoptent un PAE. Cette pratique serait en effet distribuée inégalement entre les différentes entreprises du secteur privé au Canada. Les facteurs identifiés dans la littérature en lien avec la présence du PAE sont regroupés sous les caractéristiques de la main-d’œuvre, les caractéristiques organisationnelles ou les caractéristiques du marché du travail, de manière à faire ressortir leur valeur respective pour voir celle qui a le plus d’influence sur la présence du PAE. Pour chacun des facteurs, une hypothèse ou une proposition de recherche est formulée. Pour vérifier les hypothèses et les propositions de recherche, nous avons utilisé des données secondaires issues de l’Enquête sur le milieu de travail et les employés (EMTE), réalisée en 2005 par Statistique Canada. Nous avons principalement eu recours à la base de données des employeurs, mais à défaut d’y avoir toutes les variables importantes, celle des employés a aussi été utilisée en agrégeant les données à la moyenne échantillonnale par entreprise, et en les imputant à la composante des employeurs. Notre échantillon final se compose de 5630 établissements du secteur privé au Canada. Les résultats nous ont appris que les caractéristiques organisationnelles sont de meilleurs déterminants de la présence du PAE que les caractéristiques de la main-d’œuvre. Les PAE sont répartis de façon inégale entre les différentes entreprises au Canada. En effet, les entreprises qui adoptent un PAE ont souvent moins d’immigrants. Elles ont aussi plus de probabilité d’avoir une grande proportion d’employés ayant complété des études secondaires, et qui travaillent à temps plein. Les PAE sont de plus beaucoup plus présents dans les grandes entreprises qui sont syndiquées, et dont l’organisation du travail est plus flexible. Enfin, ce sont les entreprises du secteur primaire qui adoptent le plus de PAE. Les PAE ne couvrent alors qu’un secteur limité et privilégié de la main-d’œuvre puisque certains groupes, tels que les immigrants, y ont moins accès. Ainsi, les PAE bénéficient aux employés les plus avantagés financièrement, indiquant que ce sont surtout les plus « riches » qui accèdent aux meilleurs services de santé mentale et sociale. Mots clés : Programmes d’aide aux employés Caractéristiques de la main-d’œuvre Caractéristiques organisationnelles / This study aims to explore the links among the characteristics of firms and their workforce and the presence of an EAP. This practice should not be randomly distributed in firms operating in the private sector in Canada. In the literature, there are three factors that are identified to be related to the presence of an EAP : 1- workforce characteristics, 2- firm characteristics, and 3- labour market characteristics. This study search to evaluate the relative value of each factor in predicting the presence of an EAP. One hypothesis or one research proposal is made for each factor. In order to empirically test the hypotheses and the research proposals, secondary data from the Workplace and Employee Survey (WES) are used. This survey was conducted in 2005 by Statistics Canada. This survey collected data from employers and their employees. Almost all variables used in this study come from the employers’ database. The sample comprises 5,630 establishments operating in the private sector. Results show that organizational characteristics are better determinants of the presence of EAP than the characteristics of the workforce. EAPs are not randomly distributed in firms in Canada. Indeed, firms that adopt an EAP often have fewer immigrants. They are more likely to have a larger proportion of employees who have completed a high school level and working full time. EAPs are more likely to be found in larger companies that are unionized, and whose work organizations are more flexible. Compare to firms in the secondary and in the tertiary sectors, it is firms in the primary sector that are more likely to have adopted an EAP. Overall, the results of this study indicate that EAP are available only to the better off workers. These workers have access to the best social and mental services. Keywords: Employee Assistance Programs Characteristics of the workforce Organizational Characteristics

Abstract A Kleinian Analysis of Organisations: Implications for Employee Health and Well-Being. This dissertation considers research that was conducted into the impact of organisational style of operation upon the health and well-being of individual employees. A Kleinian analysis of organisations, from a psychoanalytic perspective, highlights the defining characteristics of different organisations within the study. The intent of the thesis is to argue that the different types of organisations impact upon the health and well-being of their employees. Six organisations were studied using both qualitative and quantitative methods. Extensive interviews were conducted with 120 employees from those organisations. A Kleinian Analysis Questionnaire and a Kleinian Analysis Rating Scale (new psychoanalytic techniques aimed at promoting dialogue with employees) assisted in the analysis and positioning of the organisations. The findings suggested that organisations can be distinguished in Kleinian terms and that these differences produce a range of health effects for employees. In the qualitative parts of this research extensive discussions took place with the employees of organisations considered to be in either the Depressive position or the Paranoid – Schizoid positions. Using the Kleinian Analysis Questionnaire (KAQ), a great deal was revealed about the emotional lives of their organisations and the impact of these realities on their own individual emotional lives and on their mental and physical health. Organisational employee assistance programs (EAPs) were considered in terms of how support was extended to employees within the studied organisations and how the efficacy and utilization of EAPs were affected by organisational classification of either Depressive or Paranoid-Schizoid. A range of quantitative measures were employed in the study and included the broad health measures SF-36, the Satisfaction With Life Scale (SWLS), the Schedule for the Evaluation of Individual Quality of Life - Direct Weighting (SEIQoL-DW) and the Work Environment Scale (WES). Employees in the Depressive organisations described their workplaces as open, encouraging, creative, flexible and democratic in process. They described how the stated values and mission statements of their organisations were consistent with their own personal values and how their work as described by Gabriel (2002) enhanced their sense of self esteem and self image. There were abundant examples of their organisations providing support, described in psychoanalytic terms as ‘containment’. The quantitative results, in part, supported the qualitative results by demonstrating that the employees of Depressive organisations had a better rate of recovery from psychological issues arising from personal and workplace matters. In contrast, employees from Paranoid – Schizoid organisations described their workplaces as defensive, blaming, scapegoating, rigid and concrete, where organisational behaviour was often inconsistent with the organisation’s stated values and mission statements. They described some of the competitive activity as inconsistent with their own personal values and at times giving rise to anxiety. This discord had reflections on the emotional health of individuals. This was borne out in the quantitative aspects of the study which also found that the mental health of individuals and their rate of recovery from psychological issues were adversely affected by the lack of ‘containment’ afforded to them by their organisations. The results strongly demonstrated the value of EAPs as mechanisms of support for employees and revealed differences in the impact upon health and well-being of employees between the two Kleinian organisational types in addition to differences in the levels of utilization and involvement. Keywords: Kleinian Analysis; Health Implications; Employee Assistance Programs; Containment Australian and New Zealand Standard Research Classifications (ANZSRC): 150305:50%; 150311:25%; 179999:25%

Thesis (MPhil)--Stellenbosch University, 2015. / ENGLISH ABSTRACT: This study investigates the employee perceptions towards outsourcing of HIV/AIDS services in a retail working environment. Thirty participants were included using a self-administered questionnaire. The questionnaire assessed attitudinal disposition through questions aimed testing knowledge, preferences and environmental factors influencing perception towards alternative HTC service centres. Results show employees have positive perceptions towards the utilisation of external HTC and welfare services compared to those offered on-site. On-site employer initiated HTC services through mobile testing facilities are perceived as failing to offer privacy, anonymity and security of continued employment as testing outside the employer’s premises would provide. Outsourced services such as public hospitals or clinics are seen to offer better testing environment because of their natural health settings and non-association with the employer whose motives for providing testing services in the workplace are held in suspicion. Ninety four per cent of the employees expressed desire to have HTC services provided in the workplace. Potential utilisation level of such services dropped to 33% among these employees with 50% indicating a desire to use external health services providers. This disparity is explained by the negative environmental and social factors prevailing in the workplace which make access to HTC difficult. Recommendations for improving employee attitudes towards on-site HTC services include implementing educational programs to reduce peer stigma, scepticism to employer motives for initiating health intervention programs and demonstrating fair employment practices which do not associate HIV status with different treatment in the workplace. There is also a need for companies to plan around facilitating employee use of public health facilities even when they have on-site services to promote a perception of holistic care towards employees. / AFRIKAANSE OPSOMMING: Nie beskikbaar.