Thousands of South Floridians and millions of Americans face daily challenges as they struggle to manage work schedules, parenting responsibilities, personal lives and also care for their aging parents. Sometimes it can seem impossible to do it all.
This burden is weighing not just on working caregivers, but also on the businesses that employ them. According to the National Alliance for Caregiving and AARP, 11 percent of the more than 20 million working Americans who care for aging parents or relatives will take a leave of absence and, ultimately, 10 percent will leave their jobs.
There are a variety of resources available to help working caregivers, but communicating this information to those who need it remains a challenge. Many times, these “sandwich generation” caregivers feel it is all up to them to figure out how to manage limited time and financial resources, and they don’t even think to look for help.
This is where South Florida employers can play a vital role, by serving as an information clearinghouse for caregiving employees and by looking at options for their flexible benefits programs as well. Not only can businesses and organizations cut down on absenteeism and lost productivity, they can also ultimately improve the health and wellness of their staffs and contribute to the greater health of the community.
What Can Employers Do?
• Become an information resource for employees with caregiving responsibilities.
Employers are in an excellent position to help employees simply by making available good information. Invite experts to come in and talk on the subject of caring for an elderly or disabled family member. Some organizations even offer free seminars to help caregivers learn more about managing their responsibilities, provide basic caregiving tips, and also share information on community resources and support groups.
• Educate employees about home care services as a benefit option in flexible benefits plans.
Many employees who participate in flex care plans may not realize that some home care services for a dependent parent or other family member may be paid from flex care plans. Work with your HR department to help communicate this information to employees and the conditions that must be met to qualify.
• Look for signs of caregiver stress among employees and reach out to them.
Caregivers who are struggling to manage all their responsibilities at home and at work may show signs of fatigue, increased absenteeism or depression. But sometimes they will be reluctant to discuss family caregiving issues in a work setting. By reaching out to them, you can initiate a dialogue that may help them understand that they are not alone and there are community resources that may be of help.
• Channel health reform information to employees about potential changes that can help families plan for and manage their own long-term care needs.
The better informed all your employees are about long-term care planning, for themselves as well as any family members they care for, the better they can manage all their responsibilities at work and at home. For example, a key provision in the new health care reform law aims to help Americans plan ahead for long-term care, and South Florida families – and employers – should pay close attention. Called the Community Living Assistance Services and Supports (CLASS) Act, it will create a new, more affordable insurance option designed to encourage and empower people to engage in long-term care planning, and ultimately improve the way we provide health and support services to older adults.
Employers can play such an important role as information sources and through flex plans in helping working caregivers succeed both at work and at home. In fact, regarding the CLASS Act, they may prove instrumental to success, because under the terms of the law they can offer their employees the opportunity to pay their premiums through a payroll deduction. Ultimately, these and other employer initiatives to empower working caregivers can also help employers help themselves by reducing costs.
