Human
resources: Preparing for elder-care issues
A recent AARP Oregon study found that 52% of businesses
reported that elder care is having an effect on employee
performance. And that number is going to rise in the coming
years as baby boomers age and younger generations spend more
time and energy on figuring out how to keep their parents happy
and healthy in their senior years.
But even while more and more businesses are being
affected by the elder-care demands on their employees, very few
have programs in place to help ease the burden and facilitate
productivity.
“There are farsighted companies that have made it part
of their approach and they are reaping the benefits of being
early on the curve,” says John Paul Marosy, a national
elder-care expert who was in Portland recently to speak at a
family caregiver conference. “The other businesses are
just realizing it.”
But Marosy has good news for businesses of all sizes: Setting
up programs to help employees deal with the demands of being a
caregiver to older family members doesn’t have to cost an
arm and a leg.
“A lot of companies perceive elder care as a black
hole,” he says. “But all we’re talking about
is PR time.” And not addressing the problem could cost
businesses money. Marosy says that unaddressed stress can cost
a business $3,000 a year in lost productivity per employee.
Here is Marosy’s top 10 list — low-cost or no-cost
steps employers can take to prepare for the coming elder-care
wave.
1.
Keep a caregiver resource library and make sure employees know
it exists. Stock it with books and other resources for finding
options for care.
2.
If you have an intranet, put up a page dedicated to caregiver
resources with links to resources such as AARP (www.aarp.org)
and the Oregon Association of Area Agencies on Aging and
Disabilities (www.04ad.org).
3.
Publicize the number for the elder-care locator service. Says
Marosy: “It’s free, it’s funded by the
government and it actually works.” The number is
800.677.1116.
4.
Offer flexible work schedules. “If you have a highly
valued employee and a care-giving issue comes up, provide
support during that spike of stress,” advises Marosy.
“A flexible schedule can help you hold on to that
employee.”
5. Hold an elder
care or family care fair where agencies and related businesses
set up tables to provide information to employees. If
you’re a small company, band together with other small
companies to host a fair.
6.
Hold lunch and learn sessions where experts come in and talk
about a particular topic — how to tell the difference
between forgetfulness and the onset of Alzheimer’s, for
example, or different housing options available for
seniors.
7.
Recognize employees who volunteer with elder care-related
groups such as Meals on Wheels. “That sends a message
that this is an important topic,” Marosy says.
8.
Host or publicize a caregiver support group. People find it
helpful to get together and share their experiences providing
care for their older family members. Have an empty conference
room? Host a group. Know of one happening nearby? Tell
employees.
9.
Recognize managers who do the right thing. Many companies have
policies on the books, but if a supervisor doesn’t take
an enlightened approach by helping employees attend to
elder-care demands, they aren’t effective.
10.
Conduct regular training sessions with managers.
“This is an issue that’s not going to go
away,” says Marosy. “The companies that address it
earlier will have a strategic advantage as the labor market
tightens up. Loyalty pays off.”
— Christina
Williams
Have an opinion? E-mail feedback@oregonbusiness.com
RESOURCES:
American Association of Retired
People — www.aarp.org/families/caregiving/
AARP’s page for caregivers includes links to the latest
research, legal advice and tips on topics such as hiring home
health workers and caring for far-away family members.
Caregiver Coalition of Oregon
— www.oregoncares.org
This website has links to resources, training opportunities
and events.
Elder Care Consulting and
Services — www.bringingeldercarehome.com
Website for John Paul Marosy’s consulting services. He
offers a free e-newsletter and publications geared toward
employees and managers.
Oregon Association of Area
Agencies on Aging and Disabilities — www.o4ad.org
This site includes news, a county-by-county listing of
resources and extensive links.
The Home Care Companion
— www.homecarecompanion.com
A Medford-based resource center and magazine for caregiver
resources.
