Which of these are offered by your employer? (Recommended “best practices” in the 2015 Family Caregiving Alliance and AARP joint report)
- Value caregiver employees based on job performance and don’t assume they are not committed to their jobs.
- Allow workplace flexibility like flex-time, compressed workweeks (i.e., working 10-hour days), part-time or reduced hours for part of the year, telecommuting.
- For hourly employees on strict schedules, do away with policies that terminate workers based on number of tardies or absences no matter the reason.
- Train and educate supervisors and managers on their role in work/life balance and what constitutes caregiver discrimination. Hold managers accountable to see and respond to caregiver needs.
- Offer eldercare support, resources, and referral services to caregiver employees. Don’t act like the workplace is divorced from community resources for caregiver employees.
- Recruit persons with personal caregiving experience. Don’t miss the opportunity to hire caregiver individuals who are looking to reenter the job market after caregiving.
For more, see Caregivers Work: A Six Step Guide to Balancing Work and Family http://caregiverswork.com