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| Benefits & Requirements |
| Proactive Eldercare Policies: Wise employers know they are essential |
Jill was late to work again today, but she’s hesitant to talk to her supervisor about the reason for her tardiness. He’s already noticed the dark circles under her eyes and has suggested a vacation, but Jill insists she can manage. What she’s afraid to tell her supervisor is that her productivity isn’t likely to pick up any time soon—at least not until her father passes away. He was recently diagnosed with cancer, and Jill has assumed most of his at-home medical care.
A recent report by LifeCare, one of the largest privately owned employee benefits organizations in the nation, indicates that a stunning 82% of all employees report having an older loved one who would benefit from professional elder care within the next year.
That statistic is an unmistakable warning that employers will see increasing numbers of their workers (and worker productivity) affected by issues of caring for aging parents. The AARP reports that at least 22 million American workers are currently juggling the demands of a job with eldercare.
Wise employers know that proactive eldercare policies are increasingly essential. If you haven’t considered how aging issues will affect your company, you would be wise to begin to draft some plans—before one of your key employees needs to take an emergency six-week leave to care for a parent with a broken hip or to assist a loved one with dialysis treatments.
- Develop a plan for accommodating employees with care giving needs. Temporary employees are one of the best solutions for both short-term and long-term needs.
- Establish an atmosphere where employees can report legitimate needs and concerns to supervisors without fearing adverse impact on their employment.
- Be aware of the stipulations of the Family and Medical Leave Act and understand how its provisions might affect your company.
- Consider the option of flextime policies. Caregivers are good workers who need their jobs. They will often work less desirable shifts, and are almost always willing to make up time taken for care giving.
- Consider implementing a job-sharing policy, or offering part-time employment to affected employees.
- Offer employees adequate (or extended) break time so that they can make phone calls, attend appointments, and see to other family needs.
- Be certain that immediate supervisors are given the flexibility to implement “creative” solutions. One supervisor provided a DSL Internet connection and a laptop to a key employee so she could work from home. Important employee communication was accomplished through daily conference calls
Your employees are valuable. Those who struggle to balance eldercare and work are likely to be especially devoted and loyal employees if their concerns are validated and dealt with compassionately.
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