KwaZulu-Natal Department of Public Works - Employee Health and Wellness Programme (EHWP)

Vision Statement
Our Employee Health & Wellness Programme promotes healthier life choices for employees to achieve optimal health and productivity.

Mission Statement
To promote healthy lifestyles and wellness in the department.

What is Employee Health & Wellness Programme?
Employee Health & Wellness Programme is an organized program for staff to enrich their physical, mental, and occupational well-being.
Definition of Employee Health & Wellness Programme (EHWP)
Employee Health and Wellness Programme (EHWP) is a work site based program designed to assist in the identification and resolution of performance and behavioural problems resulting from personal and work-related concerns.

PRIMARY PURPOSE OF EMPLOYEE HEALTH & WELLNESS PROGRAMME (EHWP)
The Primary Purpose of EHWP is to:

Promote welfare and well-being of all its employees.
Enhance the corporate image of the department.
Improve service delivery.
Improve quality of life of all its valuable assets (employees).
Retain, motivate and attract the best people.
Ensure that the Department of Public Works becomes a leading department in KZN if not in the country.

The Goal of Employee Health& Wellness Programme:
To support individual behaviour changes as well as policy and environmental changes that will promote good health and wellness for all staff members.

Specific goals of Employee Health& Wellness Programme:

Make the work environment more supportive of positive health behaviours
Reduce risk of chronic disease
Model healthy behaviours for employees
Improve staff health and productivity
Increase energy and reduce stress

FOUR PILLARS OF EMPLOYEE HEALTH & WELLNESS PROGRAMME
PILLAR 1: HIV, AIDS, STI & TB Management
PILLAR 2: Health & Productivity
PILLAR 3: SHERQ(Safety, Health, Environment, Risk& Quality Management )
PILLAR 4: Wellness Management

Pillar 1: HIV, AIDS, STI &TB Management
Prevention

Reduce vulnerability to HIV and TB infection
Reduce MTCT; -Reduce transmission
HIV&AIDS Behavior change communication
Health promotion & education;
Mainstreaming of HIV and AIDS

Treatment Care and Support

HCT-ART & DOT
Address needs of pregnant women & children
EAP & FAP
Patient accountability
Early detection& treatment
Medical AID Schemes (GEMS)

Human Rights and Access to Justice

Adherence to legislation & policy
Mitigate stigma & discrimination
Protection of rights of vulnerable groups
Promote gender & sexuality equality

Monitoring and Evaluation & Research

Develop Monitoring & Evaluation indicators
Support research & new development technologies
Research on Behavior change
Regular surveillance
Develop research agenda

Pillar 2: Health and Productivity Management
Disease Management and Chronic Illness

Medical Surveillance & infectious Diseases
Barriers to disease management
Disease management

Mental Health/ Psychosomatic Illnesses

Interventions
Stress Management &crises Support
Stigma and Mental Health
Psychosomatic Illnesses in the workplace

Injury on Duty & Incapacity due to Ill-Health

Return on Investment
Management Support and Counselling
Injury on Duty and Occupational Diseases
Incapacity Leave and Ill-Health Retirement

Occupational Health Education and Promotion

Develop personal skills and reorient health services
Behavior change communication
E-Health knowledge and Information

Pillar 4: Wellness Management
Individual Wellness (Physical)

Awareness & education on medical checkups and conditions
Good nutrition, health diet, weight control
Exercises, recreation, meditation, relaxation
Managing lifestyle diseases and Health Risks

Individual Wellness (Psycho-social)

Economical Wellness
Spiritual Wellness
Psychological Wellness
Social Wellness

Organizational Wellness

Organizational Development and support
Absenteeism and Presenteeism Management
Productivity Management interventions
Training & Development and Skills Development

Work life Balance

Home and Community Responsibilities
Child Care and Family Support Management
Retirement and Elder Care Management
Wellness Management Flexibility Policy

AREAS OF ASSISTANCE INCLUDE (BUT ARE NOT LIMITED TO) THE FOLLOWING

Marital, family and relationship problems
Wellness screening
Substance abuse (alcohol, drugs, prescriptions/medication)
HIV/AIDS and other dreaded diseases
Workplace violence
Trauma counselling e.g. Car hijacking
Stress (family, social, job etic)
Domestic violence
Sexual harassment
Psychological problems
Financial wellness

AVAILABLE WAYS OF MAKING USE OF EMPLOYEE HEALTH & WELLNESS PROGRAMME (EHWP) SERVICES
SELF REFERRAL:
Employees who are experiencing and personal problems must voluntarily contact EHWP practitioners

INFORMAL REFERRAL:
An employee may be advised by another colleague, friend or supervisor to utilize the EHWP services

FORMAL REFERRAL:
A supervisor who is concerned about an employee’s change in attitude or behavior and / or decline in performance may refer that employee, with the employee’s consent, to the EHWP practitioner for assessment or counseling. A referral form must be completed and signed. These forms are available from the EHWP sub-directorate.

EMPLOYEE HEALTH & WELLNESS PROGRAMME (EHWP) PRINCIPLES
CONFIDENTIALITY
All information/details revealed by employees during consultation will be kept strictly confidential. EHWP information will not be used to dismiss employees and may not be used to testifying in any labour disciplinary proceedings.

ETHICAL BEHAVIOUR
The EHWP must be rendered by a qualified therapist with a Behavioral Science- Bachelor’s Degree i.e. Social Work, Clinical or Industrial Psychology and must be registered in a professional or regulatory body.

NEUTRALITY
EHWP remain outside traditional conflict areas between management and employees e.g. organized labour.

VOLUNTARISM
Self-referrals are the most effective referrals since it achieves the earliest intervention possible. The department cannot force employees to make use of EHWP.

CONSTRUCTIVE COERCION
The managers/supervisors can persuade the troubled employees to consult the EHWP Practitioners for assistance.

ACCESSIBILTY
EHWP services are available to all employees regardless of their positions.

PERMANENCY
The KwaZulu-Natal Department of Public Works shall ensure the survival and sustainability of the EHW Program.

EMPLOYEE HEALTH & WELLNESS PROGRAMME (EHWP) GUARANTEES

That clients will not be discriminated in respect of benefits e.g. promotion, training and other;
Special leave will be negotiated to accommodate assistance;
Confidentiality will be respected on giving feedback to referring supervisors;
The department employs professional, qualified and experienced EHWP Practitioners who are rendering counseling services as in- house service.

What are the benefits of Employee Health & Wellness Programme?
The benefits of Employee Health& Wellness Programme include, but are not limited to:

Convenience
Decreased staff absenteeism and presenteeism
Lower health care costs
Lower insurance costs
Fewer work-related injuries
Fewer worker compensation claims
Fewer disability claims
Increased productivity
Increased employee morale
Increased employee retention
Attractiveness to new employees
Positive community image
Increased healthy behaviours
Healthy role modelling for employees

WHO TO TALK TO WHEN YOU EXPERIENCE PROBLEMS

EHWP is the answer for you and me
All employees are encouraged to make use of EHWP services by directly contacting the personnel at the EHWP sub-directorate.

Note: this is another way of supporting, developing and managing our most valuable human capacity - our people. Improved service delivery is part of the deal. Having healthy and free from personal problems workers is the most effective strategy to achieve our core mission and vision.

FORMS: