Caring for an elderly loved one is stressful enough, but trying to manage a full- or even part-time job simultaneously can be downright grueling. What can employers do to assure productivity, while supporting employees caught in this predicament?
Most employers know what to expect when workers have a baby. There is maternity leave and, more recently, even paternity leave. Typically there is a plan in place because this type of leave is expected. Co-workers have likely made arrangements to cover duties for a period of time until the new parent returns.
Once the employee returns to work, there may be snags: the babysitter cancels, the employee is exhausted from minimal sleep so work is suffering, the employee is less willing to work overtime, etc. Good bosses are experienced in handling these issues and understand that such situations need to be managed in a way that respects the employee’s life changes and protects the integrity of the workplace.
Unfortunately many bosses are less experienced in handling caregivers of elderly parents. Caregivers in the workplace are facing just as many challenges as new parents, but unfortunately, have not usually prepared for them as well. While most new parents may not have everything organized as well as an employer might like, they have had at least some notice they were going to be parents.
Frequently people become caregivers of seniors overnight. Mom had a stroke yesterday. Dad got lost walking around his neighborhood last week. Uncle Jim broke a hip this morning. These are not occasions anyone anticipates like the birth of a baby. Elder caregivers face remarkably similar challenges to a new parent. Mom’s adult daycare center might be closing early due to inclement weather. Sleep may be lacking because the caregiver’s father with Alzheimer’s disease was up wandering all night. The caregiver may be less inclined to work extra hours or travel for business during this hectic time.
HELPING OUT
How can employers support workers caring for elderly family members? Consider these five strategies:
1. With the aging population explosion, there are more caregivers in the workplace each year. Keep in mind that how your company can respond to these problems will be an investment in valued employees. Most employers are mandated to offer Family & Medical Leave Act time off, but are there other benefits available through the workplace health insurance plan or an employee assistance program? Can your organization develop some accommodating policies, such as more liberal telecommuting or longer penalty-free unpaid leave of absence options?
2. Encourage open communication about personal matters that impact work. It is much better for an employee to tell you what is going on with her mother than you wondering why the employee has been late six times in the last month. Managers need to be genuinely interested in supporting the employee through the tough time. In these challenging economic times, employees are often reluctant to open up because of the concern that they will be penalized with lack of opportunity in the workplace or even downsized out of a job.
3. Put it in writing. Supporting valued workers in their care-giving duties is in the best interest of your company and the worker. You are more likely to get better work and increased loyalty from the caregiver. However, it is always best to put any modifications to an employee’s work responsibilities or schedule in writing and to review them regularly. Address problems that arise in a timely manner. You can always rescind a special arrangement if the employee is not responsibly following it.
4. Understand that caregivers are vulnerable. They may get sick more often than other employees due to the stressfulness of the situation. They have a harder time recovering from injury and illness. Caring for a senior is an enormous responsibility and the fewer people who are helping, the more prone the caregiver is to suffer health problems. Caregivers are also more apt than others to suffer from guilt, anger, sadness and bouts of anxiety disorders and depression. Encourage them to seek help from resources such as their local Area Agency on Aging – to find the one serving your region, check out www.n4a.org. The Alzheimer’s Association (www.alz.org) also can be an excellent resource.
5. Find a way to help out. When there is a new mom or dad in the workplace, offices will host showers. If that is your organization’s culture, have an event to help the caregiver. Items given during such an event will vary depending on the individual caregiver and patient. If the employee’s mom has Alzheimer’s disease, a DVD like the movie Casablanca might be a good gift since old music and movies can be therapeutic for persons with dementia. A gift certificate to a favorite take-out restaurant is always a great idea since the last thing most caregivers want to do when they get home from work is prepare a meal.
A FINAL THOUGHT
The more flexible you as an employer can be over elder care issues, the more likely you will continue to get the best productivity from caregiver employees.
