Caregiver Demands are to get better pay and benefits. This is having an impact on nonprofit and for-profit health care businesses. They are being forced to offer better workplace flexibility, paid as well as unpaid leave. There are new benefits that are being demand to provide better resource and referral services. This is information that was published by the 2014 National Study of Employers. The publication was released in the Families and Work Institute (FWI),as well as the Society for Human Resource Management (SHRM).
The study included over One Thousand One Hundred individuals with 50 plus employees. “The findings indicate that the issue of family care giving is on the radar of many employers,” says Ellen Galinsky, president of FWI. This comes as no surprise. This is one of the biggest caregiver demands.
The fact of the matter, most decisions about taking care of an elderly family member are being made by the family itself. They know how the eldercare binds are effecting them. If not themselves, many have have friends who are. Here is how Galinsky explains, “You have to walk in someone else’s shoes to feel their pain.” This being said, there is still a a bottom line as that has to be in the Black. We all work with some distracted, depressed or disengaged workers. This is made much worse when they have to take the day off to take Mom or your Wife to the doctor.
Sometimes you miss work because of a a no-show home health care provider or CNA.. Even worse, one might find themselves on a plane to deal with an loved ones crisis. These types of occurrence may cause less productive and even the employee having to quit. That’s very costly to the employer.
It is a fact, workers that feel smaller amounts of stress preform better. It is the same for caregivers who feel valued and have their personal and mental needs are met. These people will usually. These caregivers usually experience fewer mental and physical problems. For a business, that means lower health care costs.
“The average family caregiver also works at a paying job and is likely to be at his or her career peak. It is in employers’ best interests to provide flexibility and support to their workers who are caring for adult family members or friends with a serious illness or disability,” was was reported by L. Feinberg,. Ms Fienberg is one of the most experienced policy adviser at AARP’s Public Policy Institute.
It is also in the best interests of our modern society. As was reported by the AARP study, over 60 million U.S. families in the United States are providing care .AARP has estimated a cost of 450-500 Billion dollars caused by their unpaid work.
The number jumped 5% since 2007. Another AARP report highlighted the importance of having more flexible work policies. The 2010 estimate, there were seven potential family caregivers ages 45-64 (as in adult children) for every person over 80 – a time when many need help. By 2025, the estimates are projected to drop to 3.98 to 1. Worse, 3.15 to 1 in 2050. With fewer caregivers, work will have to get more flexible.
Some Additional Information is provided by the FWI/SHRM study on workplace flexibility:
Many workers actully are getting the benefits as required by law.
The federal Family and Medical Leave Act (FMLA) mandates that employers with 50 or more employees who meet certain conditions (ex. work 1,250 plus hours over a 12-month period) are mandated to give employees 12 weeks of unpaid leave to care for an immediate family member. It also will guarantee that their position or an equivalent one will be there when they return to work.
Shockingly there are millions that work for smaller companies or organizations that don’t qualify for the FMLA benefits With so many employees with caregiving commitments and conflicts, and many more coming down the pike, decision-makers and human resource folks must come up with other creative programs and benefits to meet everyone’s needs.