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Caregiver Friendly Business Practices

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The "Daughters in the Workplace" public education program was created by Home Instead® to bring attention to the special challenges faced by working family caregivers of older adults and to provide free resources to those caregivers and their employers.

"The message to working family caregivers is 'you are not alone,'" explained Home Instead Chairman Paul Hogan in announcing the campaign at the Society for Human Resource Management 2017 Conference and Exposition in New Orleans.

"Each day, all across North America, franchise owners and their CAREGivers℠ see the strain that family caregiving is placing on individuals who are trying to do their best to work and care for aging loved ones. It's a balancing act that often leaves employers and employees frustrated. Our hope is to encourage both to look for ways to make family caregiving a win-win in the workplace."

In a survey of North American working family caregivers, conducted by Home Instead®, Inc., the percentage of working family caregivers who reported being "very satisfied" with their employer overall reached just 42 percent. Even fewer caregivers were very satisfied with their employer's family leave policy (29 percent), work/life balance (27 percent) and flexible schedule (35 percent) <>. Additionally, only one in four working caregivers were "very satisfied" with their current salary or wages even as 42 percent report being a caregiver is costing them more money than they can afford.

Home Instead has developed the following Caregiver Friendly Business Practices to help guide employers through this process:

  1. Empower employees to ask for what they need

    1. Guilt often prevents employees from asking in the first place. And you lose good employees when they just quit because they think there is no other option.

  2. Have a policy…to be flexible (and human) when needed

    1. We've seen companies fall back on "but our policy states…" Ensure managers are trained to understand when the policy just can't apply, and to think creatively for solutions that work for the employer and the employee.

  3. Have a back-up plan

    1. Employees can't always give a head's up. You need to have back-up assistance at-the-ready.

    2. For large companies, you already make this happen with maternity leave. Apply the same principals to backfill as needed.

    3. For small companies, develop a buddy business and cross-train your employees on the basics so you can help each other out and fill in when there are employee emergencies.

  4. Offer support

    1. For large businesses, this may be an Employee Assistance Program (EAP) that can help find home care, assisted living or hospice resources.

    2. For small businesses, this may be a list of local providers or a link to websites with help resources.

    3. For all businesses, this can simply be listening and/or connecting employees who may have experience with this personal situation.

  5. Respect caregiving needs

    1. Give caregiving for parents the same weight as caring for children.

    2. Include caregiving for parents in any language outlining family leave policies.

    3. Offer the same flexibility you give to parents of small children.

The resources on this website, with input and expertise from the Society for Human Resource Management (SRHM), Families and Work Institute and ReACT (Respect a Caregiver's Time), are designed to help enhance conversations between employees and employers for the benefit of families everywhere.

Related Resources

Last revised: May 31, 2017

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Thoughts and stories from others
  1. October 10, 2017 at 2:40 pm | Posted by Mark

    Difficult time equally sharing tasks when Wife is care-giver and Husband has MS and coronary disease, and yet a strong will to participate equally in daily tasks at-hand. Sounds impossible, but we've been doing okay ... so far. We simply require some common-sense salve and we'll improve.


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