October 2015 – January 2016; Issue 2; Volume 1

CHRISTMAS MESSAGE FROM EAPA-SA PRESIDENT T G Chabalala

On behalf of the Executive Board of The Employee Assistance Professionals Association of South Africa (EAPA-SA) 2015, I am delighted to extend Seasons’ Greetings to all our members, stakeholders, associates, sponsors and partners of EAPA-SA. Our 2015 Annual conference was a great success and we owe this to you. Your support during the year 2015 helped us on the journey to fulfil our Mission of being the

catalyst for Professional Development in the field of EAP and Wellness. We thank you for your support and endorsement of our efforts and we pledge to work even more closely with of you as we seek to promote Continuous Professional Development (CPD) of Employee Assistance Professionals and Practitioners in South Africa. We encourage all our members to join the local EAP Chapters in order to engage and exchange ideas with fellow peers in the space and constantly remain abreast with the latest development in the field. We wish you a very happy holiday season and an incoming year filled with peace, joy, productivity and prosperity. You are advised to spend according to your budget and be money wise and please be safe until we meet again in the year ahead. EAPA-SA is proud to present to you the EAPA-KZN Chapter Newsletter which you will find more informative and empowering

EAPA-SA hosts the annual conferences during the month of September each year. The 17th EAPA-SA Annual Conference was hosted in KwaZulu-Natal at the Coastlands Hotel Umhlanga from 08 - 11 September 2015. The 2015 Conference theme was “Workplace solutions: EAP stepping up”. The Conference was attended by the President of The Employee

Assistance Professionals Association of South Africa (EAPA-SA), Mr Chabalala, EAPA-SA Board members, delegates from all provinces in South Africa, special guests from countries outside the borders of South Africa, namely;. United Kingdom, Swaziland, Namibia, Botswana and Malawi.

EAPA KZN CHAPTER

EAPA KZN NEWSLETTER

IN THIS ISSUE:

Another Successful 17th

Annual EAPA

Conference pg. 2

News from KZN pg. 3

EAP Self-Care 101: pg. 4

Helping Professionals

and Burnout pg. 5

16 Days of Activism

against Violence and

Abuse of Women and

Children pg. 7

World AIDS Day pg. 8

Workplace under the

Influence pg. 9

ANOTHER SUCCESSFUL 17TH ANNUAL EAPA CONFERENCE IN KWAZULU-NATAL

By Mzwandile Gumede: EAPA-SA KZN Chapter Chairperson

October 2015 – January 2016; Issue 2; Volume 1

E A P A K Z N C H A P T E R

WHO IS EAPA-SA?

The Employee Assistance Professionals Association of South Africa (EAPA-SA) is a professional non-profit recognised body founded under Section 21 of the Companies Act, 1973 (Act 61 of 1973) and it is affiliated to EAPA International. EAPA-SA hosts professional conferences, manages the standards and ethics and is currently working with SAQA and other partners in offering training and other resources to fulfil its mission.

WHAT IT MEANT FOR KWAZULU-NATAL

Employee health and wellness professionals and practitioners from government departments and private

sector organisations in KwaZulu-Natal obtained an opportunity to attend the conference in their own province. International speakers delivered world class presentations and shared the best practices with the delegates. Service providers in employee health and wellness and employee assistance programme exhibited their services. PARNERSHIP WITH OFFICE OF THE PREMIER, KWAZULU-NATAL

The Office of the Premier, KwaZulu-Natal through the Provincial Employee Health and Wellness Unit had entered into

working partnership with EAPA-SA with a view to professionalise employee health and wellness in the public service and provide registration of persons practising in this field. Through this working partnership, employee health and wellness professional standards are being promoted, practitioners are being trained and developed and employees are protected against unprofessional conduct by registered persons. The Office of the Premier, KwaZulu-Natal coordinates

the majority of employee health and wellness practitioners as compared to those in the private sector. The Office of the Premier (Mr Mzwandile Gumede) also chairs the KwaZulu-Natal Chapter of EAPA-SA and provides leadership in all EAPA activities in

KwaZulu-Natal. This partnership with EAPA-SA demonstrates the Office of the Premier’s commitment to investing in the wellbeing of the employees as drivers in the service delivery process in the Province. SUSTAINABILITY

The professionalisation of the employee health and wellness should be on the agenda of all institutions and organisations and this should be reflected in their strategic plans and the annual performance plans.

All organisations should continue to engage the relevant structures and

discuss issues raised at the Conference with a few to develop a long term strategy for employee health and wellness PRESIDENTIAL GALA DINNER

As part of the Conference programme, the Presidential Gala

Dinner was arranged on 10 September 2015 to showcase EAPA-SA, promote the employee assistance programme/employee health and wellness profession and to recognise the contribution of individuals and organisations in the field. Well done To those who received the awards of recognition for their contribution in advancing employee wellness and employee assistance programme. The Senior General Manager for Corporate Management Services in the Office of the Premier addressed the delegates at the Gala Dinner on behalf of the Premier and the Director-General.

ANOTHER SUCCESSFUL 17TH ANNUAL EAPA CONFERENCE IN KWAZULU-NATAL…Continued from page 1

By Mzwandile Gumede: EAPA-SA KZN Chapter Chairperson

October 2015 – January 2016; Issue 2; Volume 1

E A P A K Z N C H A P T E R

DONATION TO WATERLOO DROP IN CENTRE

The KZN Chapter of the EAPA-SA facilitated a launch of partnership between EAPA-SA and Waterloo Drop in Centre near Verulam.

EAPA-SA Board visited the Centre on 08 September 2015 as part of its Corporate Social Investment Project

and donated various items such as paint, toothbrushes and toothpastes, toys, balls and refreshments for the children. Thanks to the sponsors such as Dulux Paints, Careways for their

generosity. This would have not been possible without the lead taken by ICAS. The government is on board through the Office of the Premier and the Department of Social Development in KwaZulu-Natal.

The EAPA KZN Chapter will take the project forward and ensure its sustainability.

WORDS OF GRATITUTE FROM EAPA-SA KZN CHAPTER EXCECUTIVE COMMITTEE The current KZN Chapter Executive Committee on behalf of the KZN membership would like to convey its appreciation to the President of EAPA-SA and his Executive for choosing KwaZulu-

Natal as a venue for this 17th Annual EAPA Conference and pledges to ensure that KwaZulu-Natal build on this Conference outcomes to grow the membership and the profession. Mr JM Gumede (Chairperson) Dr Serena Frank (Treasurer), Ms Genevieve Poodhun, Mr Mbuso Ntombela, Ms Nonhlanhla Nkosi, and Ms Anuysha Naidu (Secretary).

On Wednesday, 12 August 2015 the EAPA KZN Chapter hosted an Introduction session to TRE® Stress, Tension and Trauma Release Exercises. “TRE® is a simple and quick set of movements that turn on our body’s natural

rebalancing process—providing an immediate experience of

relaxation. By releasing everything from everyday stress to deeply held physical tension and

trauma, TRE® frees us up to meet life’s challenges with greater skill and ease. Best of all, our bodies do the work; we often get relief without needing to process or

retell our story.

TRE® is extremely effective as a stand-alone practice, and it

deepens all other stress-relief practices such as mindfulness,

yoga, and meditation.” [www.treforafrica.com]

For a large portion of attendees, this was their first exposure to TRE and its associated benefits. The feedback we received from attendees was great. Attendees expressed an interest to learn more about TRE and some wanted to introduce it into

the workplace as they experienced first-hand the benefits of TRE.

For more information about TRE and training courses being offered around KZN, you can contact SUSANNE THOMAS TRE® Certification Trainer and Board Member of TRE for AFRICA FOUNDATION; Phone No: 082 787 2229

E-mail: su.thomas.tre@gmail.com For November 2015, all EAPA members and prospective members are invited to attend invitation to post EAPA-SA conference feedback and planning for 2016. Please RSVP by 30 October 2015 to Anuysha Naidu, Cell: 079 699 4846 and E-mail: anaidu@carewaysgroup.com

TRE facilitators and attendees after the Introduction to TRE session.

Pictured above left: Wendy Price [ICAS], seated together with, local community members from the Waterloo area while being addressed by the EAPA Board Pictured below left: TG Chabalala, JM Gumede and R Vandarya hand over donations to a representative from the Waterloo Drop in Centre Pictured right: EAPA KZN committee [L – R] Mr Mbuso Ntombela, Ms Nonhlanhla Nkosi, Mr JM Gumede (Chairperson) Dr Serena Frank (Treasurer), Ms Genevieve Poodhun, and Ms Anuysha Naidu (Secretary).

NEWS FROM AROUND KZN

October 2015 – January 2016; Issue 2; Volume 1

E A P A K Z N C H A P T E R

Are you disengaged and demotivated as an EAP? Do you exhibit the signs of presenteeism and do you take the same advice

that you give to employees referred to you?

More often than not the answer will be negative. EAP Practitioners and Professionals, by virtue of the work that they are engaged in on a daily basis, are not immune to Burnout.

Employee Assistance Practitioners/ Professionals who have spent years doing inner work can be run down by old beliefs. They’re that powerful – and automatic – because beliefs are stored on the dark, dusty corners of our unconscious mind. Increasingly, throughout the world, self-care programmes are becoming an integral part of the repertoire of the EAP and there are few conferences that do not focus on some topic in this regard.

I used to joke around and say that I couldn’t remember current phone numbers and names because my brain was too full of old information that I no longer needed. It was a joke, but in truth, I still remembered my childhood phone numbers and addresses that were no longer relevant in my life. I know the experts say we only use 10% of our brain so there’s no reason that we couldn’t, in theory, remember many hundreds of phone numbers and

addresses, but it doesn’t seem to work that way, not for me anyway. When we refuse as EAP’s to let go of old patterns, family dramas, insults, dogma, judgments and especially old cases, we are using all

that good space up in our minds to keep recreating a reality we didn’t like when it was happening and probably like even less now

Isn’t it an interesting theory to be able to spring clean our minds just like we do our houses? To get rid of the debris that swirls around in our minds from the past and pops up every now and then to cause

trouble? How does one remove the mental cobwebs with a spring cleaning of your mind? What are some of the techniques and exercises that an EAP can learn and apply on themselves? The more we can toss away what no longer has a purpose, the more determined we will be to get to the bottom of things that need healing and make the effort to pursue that healing.

So how about doing a spring cleaning and taking stock of the beliefs we have about ourselves and our worlds and the cases we manage and see if they still fit? Do they make us happier and better people now? Dr. Wayne Dyer

says, “The more beliefs that you remove from your inner space, the more room there is for new energy.” Of course, sometimes looking at old stuff may be difficult and thinking about old hurts may be

painful, but if we look at these issues in the context of bringing them up and sending them on their way, it will get easier with practice. This becomes exacerbated when we have to manage our casework. We often tend to justify old and outdated beliefs when someone comes into a session and presents with the feelings and emotions that we associate with the old stuff. Engaging in spring cleaning our minds does not always have to be a painful experience. Sometimes we may discover the beginning of something brand new and shiny, a treasure chest of wonderful ideas and dreams that need to be dusted off and brought out into the light of day.

This spring cleaning of our minds could be the second chance of a lifetime, a time to remember that we once loved music, we loved dancing, we loved art, we loved animals, and to give ourselves permission to rediscover those urges we had long ago before responsibility and the judgment of others made us forget our dreams and what made us happy. This is the first part of a series of EAP self-help articles. In the following editions of this newsletter we will explore the concept of clearing clutter in more detail and thereafter focus on EAP self-care techniques like art, yoga, meditation, nutrition and exercise.

EAP SELF CARE - 101 BY Dr P A Bhoodram;

October 2015 – January 2016; Issue 2; Volume 1

E A P A K Z N C H A P T E R

People choose helping professions because they care about people. That caring is both what makes their jobs rewarding and what makes them vulnerable to burnout. As helping professions we often operate close to our limits, which may result in great expenditure of physical, mental, or emotional adaptation and energy. Therefore we need to understand the phenomenon of burnout, use prevention techniques, to recognize and respond to burnout symptoms.

Burnout is a stress-related psychological condition that arises within the workplace. It is accompanied by a sense of emotional exhaustion. The concept of burnout also refer to feelings of being depleted, overextended and encompasses three dimensions, according to numerous research conducted in the field. This includes:

Emotional exhaustion & fatigue

Depersonalization/cynicism

Reduced personal accomplishment (or efficacy) involves negative self-evaluation of one’s work with consumers or overall job effectiveness.

Burnout occurs cross culturally, is prevalent across a variety of occupations. Managing burnout requires an engagement from a personal level (intrapersonal) and at organizational level. At a personal level an individual obviously needs to acknowledge that they are experiencing burnout.

The following symptoms take place within the context of helping professionals, who engage in active counseling/therapy:

Dragging yourself into work

most days,

Find yourself repeating the same interpretations over and over Give advice as a shortcut rather than helping clients learn and grow

Begin sessions late and/or end early,

Doze off or space out during sessions,

Experience a noticeable decline in empathy, unethical conduct,

Push your theory, technique or agenda rather than listening and adjusting,

Feel relieved when clients cancel

Self-disclose in ways that don't help the client.

Intrapersonal Management of Burnout includes both avoiding burnout and intervention if/when burnout has kicked in.

Practice Personal Restoration. This can include therapy for you, spiritual practice, exercise, proper sleep, and time with loved ones. Enjoy your life in a way that is sustainable. Everyone needs regular downtime and restoration - especially those in the helping professions. Take time to remember who you are and meet your own needs. Connect with others when you are not in the therapist role. Seek

solitude and time in nature. Keep "in touch" with yourself.

Consult and Get Peer Support. Rather than struggle with difficult cases on your own, know your boundaries. Seek consultation from experts or colleagues.

Grow as a Person. You're not just a therapist, there to help others. You are a full person, with your own needs and desires. Whether your passion is painting, writing, playing basketball, cooking, etc. - make sure you have time to do what you love. Provide your clients with good care, but do not make them the (only) center of your life.

Affiliate with a Professional Organization e.g. EAPA. This can help foster a sense of community, and keep you involved with professional updates. Finding out early about ethical and legal developments in the field will save you from unnecessary stress.

Practice Ethical Risk Management: Continue to update yourself on changing laws and ethical guidelines. Stay flexible and open; do not resort to rigid risk management practices. Especially in difficult and stressful cases, seek consultation and extra documentation.

Make Time for Family and Friends. Whether you are married with children, single, or anywhere in between, quality connection with loved ones is important. Make time to engage in activities you enjoy, or simply have downtime with people who are close to you.

HELPING PROFESSIONALS AND BURNOUT MS NE Nkosi, Wellness Practitioner, Careways, Durban

October 2015 – January 2016; Issue 2; Volume 1

E A P A K Z N C H A P T E R

Organisational Management of Burnout includes 6 preventative measures:

1. Workload - employees and employers must be aware that workloads are manageable and that there are sufficient resources to sustain their workload.

2. Control - When people feel they have a reasonable amount of control over their work there is higher positive engagement. But if people feel they are dealing with a chaotic situation, where it´s not clear who´s making the decisions and who´s accountable, then there will be high stress levels. It´s distressing for people to feel responsible for results while lacking the capacity to deliver.

3. Reward and Recognition- This is the extent to which the employee receives both positive and negative feedback. This allows them to have a good sense of their job progress. A lack of recognition devalues both the work and the worker, and the lack of reward is associated with feelings of

ineffectiveness.

4. Workplace community - This includes colleagues, supervisory staff, the people one supervises -

When these relationships are going well with mutual trust and support, it reaffirms a person´s membership in a group with a shared sense of values. What´s most destructive of a community is chronic and unresolved conflict with others on the job. This produces constant negative feelings of frustration and

hostility and reduces the likelihood of social support, hence higher stress and burnout levels.

5. Fairness - Whatever the rules of the organization, all research points to people expecting to be treated fairly and with respect. Mutual respect is central to a shared sense of community. Unfairness can engender a huge amount of anger and hostility, which fuels a deep sense of cynicism about the workplace as well as being emotionally upsetting and exhausting.

6. Conflict between values- employees may feel constrained by the job to do, things they perceive as unethical and not in accord with their personal core values. If people are working in a situation, where there is value conflict, it can sometimes be enough to lead to job burnout, even if the other five dimensions are working well.

References 1. http://www.zurinstitute.co

m/burnout_clinicalupdate.html

2. http://www.elon.edu/docs/eweb/academics/law/development/burnout.pdf

3. https://www.psychologytoday.com/basics/burnout

October 2015 – January 2016; Issue 2; Volume 1

EAPA KZN CHAPTER

The 16 Days of Activism for No Violence against Women and Children takes place every year from 25 November (International Day for the Elimination of Violence against Women) to 10 December (International Human Rights Day). The period includes Universal Children’s Day and World AIDS Day.

The campaign continues to raise awareness amongst South Africans about the negative impact of violence against women and children (VAW&C) on all members of the community.

The objectives of the 16 Days Campaign are to:

Attract all South Africans to be active participants in the fight to eradicate VAW&C; hence the theme:

Expand accountability beyond the Justice, Crime Prevention and Security (JCPS) cluster to include all government clusters and provinces.

Combine technology, social media, the arts, journalism, religion, culture and customs, business and activism to draw attention to the many ways VAW&C affects the lives of all people in all communities around the world.

Ensure mass mobilisation of all communities to promote collective responsibility in the fight to eradicate violence against women and children.

Encourage society to acknowledge that violence against women and children is NOT a government or criminal justice system problem, but a societal problem, and that failure to view it as such results in all efforts

failing to eradicate this scourge in our communities.

Emphasise the fact that the solution lies with all of us.

You can support the 16 Days of Activism for No Violence against Women and Children campaign in the following ways:

Wear the white ribbon during the 16-day period:

Conduct 16 Days of Activism events and activities.

Volunteer in support of NGOs and community groups who

support abused women and children. Use your skills and knowledge to help the victims of abuse.

Speak out against woman and child abuse.

Encourage silent female victims to talk about abuse and ensure that they get help.

Report child abuse to the police.

Encourage children to report bully behaviour to school authorities.

Men and boys are encouraged to talk about abuse and actively discourage abusive behaviour.

Try and understand how your own attitudes and actions might perpetuate sexism and violence.

Join community policing forums (CPFs):

The community and the local police stations are active partners in ensuring local safety and security. The goal is to bring about effective crime prevention by launching intelligence-driven crime-prevention projects in partnership with the local community. You may want to volunteer your services and time to support local policing efforts to fight crime. For more information on how to join, contact your local police station.

16 DAYS OF ACTIVISM FOR NO VIOLENCE AGAINST WOMEN AND CHILDREN 2015

Ms Anuysha Naidu, Client Relations Manager, Careways, KZN

October 2015 – January 2016; Issue 2; Volume 1

EAPA KZN CHAPTER

The UNAIDS World AIDS Day theme for 2011 to 2015 is: “Getting to Zero”. This year, South Africa will focus on ZERO DISCRIMINATION, without losing sight of the other ‘zeroes’: zero new HIV infections and zero AIDS related deaths.

World AIDS reminds all that collectively, there is the need to increase awareness, fight prejudice and improve education to maintain and achieve the aims and objectives of the country as set out in the National Strategic Plan on HIV, STIs and TB 2012-2016. Former President Nelson Mandela said: "Many people suffering from AIDS and not killed by the disease itself are killed by the stigma surrounding everybody who has HIV and AIDS.” While the devastating effects include abandonment, social ostracism, job and property loss, school expulsion, denial of medical services, lack of care and support, and violence, it also results in a lower uptake of HIV preventive services and postponing or rejecting care. Women tend to experience greater stigma and discrimination than men and are more likely to experience its harshest and most damaging effects.

The National Stigma Index, conducted a survey that gathered information from 10 473 people living with HIV (PLHIV) and was undertaken by the Human Sciences Research Council on behalf of SANAC. Key partners in the survey

were the National Association of People Living with AIDS (NAPWA), the Positive Women’s Network, and the Treatment Action Campaign (TAC).

“The South African Stigma Index shows that HIV- and TB-related stigma remains a multifaceted problem and, because it is so diverse, one in three people living with HIV experienced some form of

discrimination or stigma in their encounters with the outside world during the last year,” SANAC CEO Dr Fareed Abdullah said. “Equally concerning is the fact that 43% of participants said that they suffered ‘internalised stigma’, a sense of shame and inferiority that often results in the affected individual withdrawing from society and refusing opportunities to live a full life and achieve his or her potential. It is particularly worrying that 11% of those interviewed said they had experienced suicidal feelings.” Ms Sindisiwe Blose, Project Leader for the Stigma Index, highlighted the

fact that even a single act of discrimination could alter the entire course of an individual’s life. “During our research, we heard from PLHIV who had refused marriage due to stigma, had avoided work promotion, or had been coerced into undergoing sterilisation. Behind the figures, lies a depth of suffering that struggles to be addressed.”

To highlight the Fight against AIDS and the Attainable Goal of a Generation of Babies Born HIV-Free by 2015 more than 80 iconic landmarks across 13 countries will turn RED to mark World AIDS Day. This includes Table Mountain in South Africa; the London Eye the Empire State Building in New York, illuminating time zone-by-time zone ending with LAX in Los Angeles.

Individuals can show their support

and help turn the world (RED) by sending images and words of support via the social networks; Facebook, Four Square, Meet-ups and Twitter. (RED) will aggregate this information on a global map, displaying all posts alongside the landmarks, with the hope of turning the map of the world (RED), to represent the world’s support of the 2015 goal. Fittingly, the innovative technology behind the map visualisation, called ‘Ushahidi’, stems from an open source project born in Africa for use in crisis response. To help turn the world (RED) in honour of World AIDS Day, visit www.joinred.com

WORLD AIDS DAY 2015 Ms Anuysha Naidu, Client Relations Manager, Careways, KZN

October 2015 – January 2016; Issue 2; Volume 1

EAPA KZN CHAPTER

The issue of the drug-abusing employee (whether alcohol or other drugs) continues to challenge employers in the 21st Century. It would be easier if a person used a drug today, and was clearly dependent tomorrow, but addiction (dependence) is a process, and it is possible for an abuser to use his drug of choice for years in some cases, before it is clearly evident at work that he has a problem. In the case of alcohol, for example, the career of alcoholism may take seven to ten years before it is evident without question at work, usually when the abuser is found to be under the influence.

At our awareness tables at company wellness days, a common statement from employees is “I don’t drink during the week, so it doesn’t affect my job performance”. However, on further discussion, it becomes evident that many of these employees binge drink over weekends, and cannot remember much of what happened. This pattern will, if continued, affect performance eventually. Those who use cannabis (dagga) are often surprised to learn that it stays in the body for weeks, impacting on memory and reproductive health. Current treatment statistics show that alcohol and cannabis remain the major drugs of abuse across the country (although there may be some variation in certain areas).

When an employee is found to be under the influence at work, then we are not talking about a new problem. It is an old one, which is now manifesting itself in the workplace in no uncertain terms and needs immediate intervention. The employee needs to be referred for specialist treatment when he has lost control to the extent that this

happens. This is not a pleasant situation, and so a commitment to early identification and intervention can be a positive step for all concerned. It’s a situation all supervisors and managers dread – the model employee has become a nightmare. At first, the changes were almost imperceptible, but over time more and more problems arise until there is a mountain that can no longer be ignored. What is a supervisor to do, caught between responsibility to both employer and employee?

The answer is to train supervisors on how to recognise early warning signs of substance abuse and other such problems. Also to confront (or interview) the dysfunctional employee, and in cases where a personal problem appears to be the source of the dysfunction, to refer to the employee assistance practitioner.

What the supervisor needs to do is focus on performance. Personal problems, on the other hand, are the province of the practitioner, who should have the training and knowledge to counsel and diagnose referred Clear definition of roles is imperative for an efficient system, and fair to both employee and employer. The supervisor who knows what to do will be confident in managing dysfunction, should it arise on his team, and will be less likely to deny problems or avoid taking action. Early identification can lead to a satisfactory outcome. The longer an employee is allowed to continue with deficient performance, the more difficult it will be to deal with him constructively. Communicated expectations and boundaries also ensure employees are informed and know where they stand.

This is an elegant solution, a solution which aims at guiding and supporting all employees to be the best they can be, and fulfil their potential. In these challenging times, the company that is able to ensure a professional and productive workforce is ahead of the game! It is well worth the effort and time to get the policy, procedures and training in place, sooner rather than later!

THE WORKPLACE UNDER THE INFLUENCE Claire Savage, SANCA Durban

“We move in our recovery from one addiction to another for two major reasons: first, we have

not recognized and treated the underlying addictive process, and second, we have not accurately

isolated and focused upon the specific addictions.” - Anne Wilson Schaef, Ph.D.

October 2015 – January 2016; Issue 2; Volume 1

EAPA KZN CHAPTER

The Employee Assistance Professional Association KZN is a branch of EAPA South Africa. It represents a diverse group of EAPs within the region who work in private practice, government, large corporations and EAP service provider companies. Benefits include:

Affiliated to the South African Association

CPD aligned Education and training,

Professional certification,

Resource Centre and professional journal,

Chapter networking, Annual conference,

Legislative advocacy,

On-line information,

Membership directory

Networking with colleagues from other departments and private sector will allow EAPs to benchmark services, share

best practices and find out about what are the available resources

It provides a platform to table concerns with EAPA SA, the only recognisable board for EAPs and look for constructive ways to manage and address concerns that EAPs may experience

For all membership enquiries, please contact Genevieve Poodhun: 084 7933 501 Email: gpoodhun@gmail.com Fax: 086 7217 702

GOOD TO GREAT

EAPA—SA KZN CHAPTER

Phone: 084 7933 501

Email: gpoodhun@gmail.com Fax: 086 7217 702

BENEFITS OF BELONGING TO EAPA KZN

We would like

to take this

opportunity to

wish you and

your loved ones a

blessed festive

period.

The EAPA KZN

CHAPTER

Mr JM Gumede (Chairperson) Dr Serena Frank (Treasurer), Ms

Genevieve Poodhun, Mr Mbuso Ntombela, Ms Nonhlanhla Nkosi,

and Ms Anuysha Naidu (Secretary).

We’re on the Web! www.eapasa.co.za

All comments or and

contributions about the EAPA

KZN Newsletter can be

directed to:

The Editor: G Poodhun

Tel.: 084 7933 501

Email: gpoodhun@gmail.com