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Resources that Help You Manage
Work While Caring for a Loved One
SHELTON, CT, January 30, 2008 – If
you care for an older loved one while also holding down
a job, you will likely come to a point where your stress
level is difficult to manage. If that happens, speak
to your employer to find out if you have access to special
programs or support systems that may provide help. Some
common forms of employer support are described below.
(Note: Eligibility requirements and policies vary greatly,
so speak to your Human Resources manager about your
unique situation.)
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Education and Referral
Services—Many
employers now offer these services as a free benefit
to their employees. These services typically help
with dependent care issues such as elder care. Generally,
employees have access to a trained counselor who
can help locate dependent care resources (such as
adult care) and support in their area or nationwide.
Ask your benefits manager if your company offers
this service.
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Community Resources
and Respite Care—Temporary
care that can be provided inside or outside the
home that provides a break for caregivers and offers
diversion and socialization for older adults. Additionally,
you may be able to utilize community services such
as chores and home maintenance, grocery delivery,
home-delivered meals, etc.
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Professional Care Options—There
are many professional care options that can aid
both caregivers and older adults. Some of the more
popular choices include adult day care centers,
home care and alternative living arrangements. Your
benefits manager can help you determine what options
work best for you.
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Flexible Work Arrangements—Flextime,
compressed schedules, job sharing, part-time schedules,
etc., which may enable an employee to better care
for a loved one while still meeting work responsibilities.
Company policies and employee eligibility vary,
so speak to your Human Resources manager to find
out if this is an option for you.
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Family and Medical Leave
Act (FMLA)—If
you find that your caregiving duties are demanding
an inordinate amount of time, you may be able to
take a leave of absence from work. The Family and
Medical Leave Act of 1993 guarantees qualifying
employees the right to an unpaid leave of absence
for up to 12 weeks per year for family medical emergencies.
The act mandates that employees who take a leave
must be allowed to return to the same job or an
equivalent job with the same pay and benefits. In
addition, many states offer more generous family
and medical leave policies. Check with your benefits
manager to see if you qualify and what the rules
are in your state. |
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LifeCare's Fast
Facts is an ongoing series of documents created
for reporters who write about aging, adult caregiving
and other challenges of mid-life. Reporters may reprint
the information presented here in whole or in part,
with attribution to LifeCare, Inc.
If you would like more information about a particular topic
or wish to speak to one of LifeCare's Successful AgingSM experts,
please contact Michael Civiello, manager—marketing and media relations,
at 203-291-4170 or pr1@lifecare.com.
About LifeCare®,
Inc.
LifeCare offers cost-saving benefits that help clients
reduce their most pervasive absenteeism and productivity
drains, including child and elder care, caregiving support,
health and wellness issues, and more. For more than
two decades, LifeCare has led the work/life industry
in the creation of high-quality, results-oriented programs
designed to improve our clients' bottom line. LifeCare
serves 1,500 client companies with 4.5 million individuals
within corporations, health plans, government agencies
and unions. For more information, visit www.lifecare.com.
Media contact: Michael Civiello
LifeCare, Inc.
pr1@lifecare.com
203-291-4170
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