Caregivers in the Workplace
Recognize and accommodate the special needs of employees who provide care to family members at home.

By LeAnn Thieman

John, a dedicated employee, doesn’t linger at the coffee pot, but grabs a cup—black—and hustles to his first assignment of the day. For two hours he toils, efficiently and cheerfully, even though he didn’t get much sleep last night. Then he begins his next task, working faster now because another still awaits him. That job done, he grabs another cup of coffee and heads out the door to work.

John is one of the more than 54 million Americans who is a caregiver for a family member. This problem, of near-crisis proportion, escapes no business today. At any given time, 20 to 50 percent of workers are dealing with a caregiving situation; nearly half of all caregivers work outside the home.

Caregiver Characteristics
A recent study showed 82 percent of working caregivers came into work late or left early as a result of caregiving, and more than half modified their work schedules. Many take unpaid leaves of absence or use personal or sick days to provide care. They make long and frequent phone calls on the job, have more mistakes, accidents, conflicts, poor morale and health problems.

Caregivers have more stress-related illnesses, utilizing their  health care plans more and adding costs to the employer. Caregivers sometimes quit their jobs early, increasing the turnover rate. They often turn down promotions, overtime and assignments or take early retirement.

The average age of the employed caregiver is late 40s and early 50s. Some are the primary caregivers for a sick or handicapped child. Others are taking care of a terminally ill spouse. Many more are tending an older adult, most often a parent or an in-law, while raising their own children. This group, the “sandwich generation” is a growing segment of our population. Over 40 percent of families who provide care for an elder have children at home under the age of 18.

Long distance caregiving can be equally challenging. Phone time and days off are regularly consumed by efforts to obtain care for their loved one in another community. Many workers take weekends and days off to travel, helping siblings care for a parent in another state. They then return to work, exhausted.

Easing the Burden
Employers can make a tremendous difference in the professional and personal lives of their caregiver-employees, as support from coworkers and supervisors is their greatest need. Extending compassion and empathy is your first step. Encouraging caregivers to care for themselves is vital. Remind them to get regular checkups, to eat properly, exercise and get adequate sleep. Suggest the use of relaxation or stress management techniques, such as meditation, visualization, biofeedback and yoga, and to take time out for themselves. Advise them to pay attention to their own feelings and emotions, and to seek counseling and support groups if needed.

Caregiving depletes a person not only physically, but also emotionally and spiritually. Subscribing the employee to supportive informational periodicals and magazines, or gifting them with spiritual, inspirational and encouraging books for caregivers goes a long way to show them you care not only about their productivity, but about them personally.

One of their greatest workplace needs is flexible hours and time off. This benefit helps all workers, regardless of their age or family situation.

Resources
Other program considerations should include providing information about available support services, such as eldercare services, adult daycare, respite care or home health assistance. These resources can be provided on-site in lending libraries, with in-depth information about resources in a format that minimizes the time required to access them, such as Web-based, printed or video materials.

The National Family Caregiver’s Association’s Web site at www.nfcacares.org is an excellent start in accessing this information. Another great resource is the Web site for the Area Agency on Aging (AAA) at www.loaa.org.

With the passage of the National Family Caregiver Support Program in 2000, all AAAs have a mandate to address the needs of family caregivers. Working with employers is an excellent and efficient way to reach out to them. Whether it involves a contract for services or merely provides information to area employers to pass on to their employees as an outreach effort, working in partnership with AAA is good practice. Trained volunteers are skilled in advising consumers about insurance matters, and professional providers can give employees online forms and resource information, as well as workshops to address specific needs of workers.

Caregiving employees are the ones most worthy of retention, as their determination and commitment apply to both their home and work lives. Supporting them is a win/win/win proposition. The family member gets care from someone who loves them, the employee keeps their commitments to both priorities in their lives, and the employer retains a dedicated, cheerful and efficient employee.

LeAnn Thieman is a nationally acclaimed speaker, nurse and co-author of the New York Times best sellers “Chicken Soup for the Nurse’s Soul” and “Chicken Soup for the Christian Woman’s Soul.” With baby boomers aging and caregiving on the rise, LeAnn has completed “Chicken Soup for the Caregiver’s Soul.” A nurse involved with the 1975 Vietnam Orphan Lift, LeAnn has found fulfillment in caring for others and teaching people to do the same. She is an expert on creating life/work balance, living priorities and making a difference in the world. For more information about her books, seminars or speaking, please visit www.leannthieman.com or call (877)-THIEMAN.