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The Sandwich Generation
and Working Caregivers
How HR Can Guide Employees
Caught in the Middle
Agenda
 Introductions
 Define Sandwich Generation
 Understand Challenges
 Impact of Working Caregivers to Employers
 ...
Who is the ‘Sandwich Generation’?
 Middle aged adults who:
 Have a parent 65 or older
 Raising one or more children
 F...
Who is the sandwich generation?
4 in 10 provides emotional support to
both an aging parent and a grown child
The Sandwich ...
Who is the sandwich generation?
1 in 7 provides financial support to
both an aging parent and a child
The Sandwich Generat...
Contributing Factors to Being
‘Sandwiched’
 Longer life spans
 Living longer but not healthier
 Smaller families
 Low ...
Meet Mary
One scenario of a Working Caregiver
Mary
Married, 3 kids
Works full time
Her mother is 79
years old;
diagnosed w...
Demographics of Working Caregivers
6 in 10 family caregivers are employed
MetLife Study of Working Caregivers and Employer...
Demographics of
Employee Caregivers
17%
35%
48%
34% 33% 33%
18 - 39 YRS 40 - 49 YRS 50+ YRS
Caregiver and Non-Caregiver
Em...
Demographics of
Caregivers
66% Female
34% Male
Gender of Caregivers
Female Male
Caregiving in the U.S. (National Alliance ...
Magnitude and Economics of
Caregiving
 65.7 Million Unpaid/Informal Caregivers
in the US
 29% of the total U.S. adult po...
Financial Impact to Employers
 $25.2 billion
 Cost to U.S Economy
 Annually in lost productivity (average cost is $200 ...
Financial Impact to Employees
$3 Trillion!!!
Total estimated aggregate lost wages, pension, and Social Security benefits o...
Financial Impact to Employees
 $5,531 Annually Out of Pocket
 Amount spent by the average family caregiver for someone 5...
When Work and Caregiving Collide
 Absenteeism
 Presenteeism
 Stress
 Distraction at Work
 Decline in health
 Retenti...
What resources,
benefits, and
suggestions can your
company offer to help
sandwiched employees
with caregiving
responsibili...
Flexibility
Manager
Get creative on
options
Advocate for
employee
Encourage self-
care and respite
Company
Educational wor...
Helping Employees Find Balance
What I Can
Delegate
(tasks that can
cause stress)
What I Do
(focus on quality
time spent wi...
Helping Employees Find Balance
For Tasks that can be delegated, identify:
Who?
Are the care
providers that can be
recommen...
Workplace Solutions - What can HR
Professionals Do?
Flexibility and Support for Employees
Provide flexibility in work hour...
Workplace Solutions - What can HR
Professionals Do?
Linking Health and Wellness to Caregiving
Wellness Programs
Stress red...
Integrated
Health and
Wellness for
Employee
Caregiver
Care
Support
Budgeting/
Financial
and Legal
Guidance
Relationship
Re...
Workplace Solutions - What can HR
Professionals Do?
Employer Paid Benefits
Paid time off
Paid Eldercare or Childcare Servi...
Workplace Solutions - What can HR
Professionals Do?
Educate and Train Employees
 Title VII
 Pregnancy Discrimination
 A...
Sandwiched
Employee
1. Meet
with
Employee
2.Carefully
and actively
listen to
employee
3. Show
concern and
empathy for
the
...
Workplace Solutions - What can HR
Professionals Do?
Other Ideas from AARP
 Adopt a model for preventing discrimination
 ...
What HR Professionals and Managers
SHOULD NOT Do!!
 Treat male caregivers more favorably than female caregivers (or vice
...
What HR Professionals and Managers
SHOULD NOT Do!!
 Make decisions subjectively
 Lower subjective evaluations of a femal...
What HR Professionals and Managers
SHOULD NOT Do!!
 Violate ADA Statues
 Stereotype based on association with an individ...
Additional Resources
 Local Services
 San Diego Aging and Independent Services
 Southern Caregiver Resource Center
 El...
ReACT Coalition
Respect a Caregiver’s Time
 Have the Conversation
 Demonstrate Flexibility
 Embrace Caregiving as the N...
Thank you!
Christine Davies, SPHR
Certified Senior Advisor (CSA)
Managing Director of
Casa Companion Homecare Solutions
ww...
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The Sandwich Generation and Working Caregivers: How HR Can Guide Employees Caught in the Middle

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"The Sandwich Generation and Working Caregivers: How HR Can Guide Employees Caught in the Middle"

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The Sandwich Generation and Working Caregivers: How HR Can Guide Employees Caught in the Middle

  1. 1. The Sandwich Generation and Working Caregivers How HR Can Guide Employees Caught in the Middle
  2. 2. Agenda  Introductions  Define Sandwich Generation  Understand Challenges  Impact of Working Caregivers to Employers  Impact to Individuals who are Family Caregivers  Share Strategies to Support Employees who are Working Caregivers
  3. 3. Who is the ‘Sandwich Generation’?  Middle aged adults who:  Have a parent 65 or older  Raising one or more children  Financially supporting a grown child
  4. 4. Who is the sandwich generation? 4 in 10 provides emotional support to both an aging parent and a grown child The Sandwich Generation: Rising Financial Burdens for Middle-Aged Americans (Pew Research Center, January 2013)
  5. 5. Who is the sandwich generation? 1 in 7 provides financial support to both an aging parent and a child The Sandwich Generation: Rising Financial Burdens for Middle-Aged Americans (Pew Research Center, January 2013)
  6. 6. Contributing Factors to Being ‘Sandwiched’  Longer life spans  Living longer but not healthier  Smaller families  Low caregiver support ratio results in care gap  Delay in marriage as well as child-bearing  Results in likelihood to still have children in home as parents age  Children living at home longer – during/after college years  More women in the workplace
  7. 7. Meet Mary One scenario of a Working Caregiver Mary Married, 3 kids Works full time Her mother is 79 years old; diagnosed with Alzheimer’s. Work Stress Arriving late and missing more time at work due to mom’s needs and appointments. Unfocused and making mistakes. Manager and coworkers have taken notice. Health Decline Less time results in eating more processed/fast food. Previous weight lost has crept back. Sleep and exercise has reduced significantly. Relationships Less quality time with husband. Child active in sports. Married daughter just had first baby (first grandchild). Mom moved in. Caregiving Strain Providing direct care to mom. Starting to resent mom’s increasing needs. Neighbor can no longer help in watching mom. Nearest sibling lives 100 miles away. Financial Stress Helping with college daughter’s tuition and insurance. Need to find a paid home care aide for mom while she is at work. Mom’s income is limited to SS.
  8. 8. Demographics of Working Caregivers 6 in 10 family caregivers are employed MetLife Study of Working Caregivers and Employer Health Costs (National Alliance for Caregiving and MetLife Mature Market Institute. February 2010)
  9. 9. Demographics of Employee Caregivers 17% 35% 48% 34% 33% 33% 18 - 39 YRS 40 - 49 YRS 50+ YRS Caregiver and Non-Caregiver Employees, by Age Caregiver Non-Caregiver The MetLife Study of Working Caregivers and Employer Health Care Costs (National Alliance for Caregiving and MetLife Mature Market Institute, February 2010)
  10. 10. Demographics of Caregivers 66% Female 34% Male Gender of Caregivers Female Male Caregiving in the U.S. (National Alliance for Caregiving in collaboration with AARP, November 2009)
  11. 11. Magnitude and Economics of Caregiving  65.7 Million Unpaid/Informal Caregivers in the US  29% of the total U.S. adult population care for someone ill, disabled, or aged  Average of 20 hours per week spent on providing care to loved one  13% spend 40 hours or more per week  $450 Billion Annually  Value of unpaid caregiver services Caregiving in the United States (National Alliance for Caregiving in collaboration with AARP, November 2009) Valuing the Invaluable (The Economic Value of Family Caregiving; AARP Public Policy Institute, 2011 Update)
  12. 12. Financial Impact to Employers  $25.2 billion  Cost to U.S Economy  Annually in lost productivity (average cost is $200 per day)  126,222,624 workdays annually  Total number of lost workdays among full time employees due to caregiving (17%)  $13.4 billion  Due to 8% differential in increased healthcare costs between caregiving and non-caregiving employees Caregiving Costs U.S. Economy $25.2 Billion in Lost Productivity (Gallup Healthways Wellbeing Survey, July 2011) The MetLife Study of Working Caregivers and Employer Health Care Costs (National Alliance for Caregiving and MetLife Mature Market Institute, February 2010)
  13. 13. Financial Impact to Employees $3 Trillion!!! Total estimated aggregate lost wages, pension, and Social Security benefits of caregivers of parents Lost wages due to leaving workforce early because of caregiving responsibilities  $142,693 (Lost Wages)  $131,351 (Loss of Social Security Benefits)  $50,000 (Loss of Pension - Conservative Estimate)  $324,044 = Total Cost Impact of Caregiving for Women  $89,107 (Lost Wages)  $144,609 (Loss of Social Security Benefits)  $50,000 (Loss of Pension - Conservative Estimate)  $283,716 = Total Cost Impact of Caregiving for Men Women Men Study of Working Caregivers and Employer Health Costs: Double Jeopardy for Baby Boomers Caring for their Parents (MetLife Mature Market Group and National Alliance for Caregiving, June 2010)
  14. 14. Financial Impact to Employees  $5,531 Annually Out of Pocket  Amount spent by the average family caregiver for someone 50 years or older in 2007 (more than 10% of the median income for a family caregiver that year)  47%  Percentage of working caregivers who have used up all or most of their savings due to increased caregiving expenses Valuing the invaluable (The Economic Value of Family Caregiving and AARP Public Policy Institute, 2011 Update) Evercare Survey of the Economic Downturn and Its Impact on Family Caregiving (National Alliance for Caregiving and Evercare, March 2009)
  15. 15. When Work and Caregiving Collide  Absenteeism  Presenteeism  Stress  Distraction at Work  Decline in health  Retention issues  Managing the workplace when employees have to take time off  Lost productivity  Increased cost of healthcare costs/benefits Employees Employers
  16. 16. What resources, benefits, and suggestions can your company offer to help sandwiched employees with caregiving responsibilities?
  17. 17. Flexibility Manager Get creative on options Advocate for employee Encourage self- care and respite Company Educational workshops Promote benefits and resources Offer professional contacts and support Employee Share needs Offer suggestions Create plan on how work will get done Modify Schedule Tele commute Short Term Leave Job Share
  18. 18. Helping Employees Find Balance What I Can Delegate (tasks that can cause stress) What I Do (focus on quality time spent with loved one)
  19. 19. Helping Employees Find Balance For Tasks that can be delegated, identify: Who? Are the care providers that can be recommended; or who in employee’s personal network can provide care & services - What? Type of care needed (companion, food prep, transportation, nursing care) When? Is the best time for employee and care recipient Where? Location for care (home, senior center, adult day care, assisted living)
  20. 20. Workplace Solutions - What can HR Professionals Do? Flexibility and Support for Employees Provide flexibility in work hours (The most requested adjustment) Flexible Leaves Organize support for employees In-house caregiver support groups Brown-bag lunch sessions – presented by internal staff or external professionals Coordination with local community groups/contacts hospitals, hospice, etc Evaluate HR/Company policies to ensure flexibility Identify and seek out the ‘sandwiched’ at your company
  21. 21. Workplace Solutions - What can HR Professionals Do? Linking Health and Wellness to Caregiving Wellness Programs Stress reduction seminars/services On-site yoga, exercise classes and massage therapy Teach relaxation techniques and meditation Mediation services for caregiving families in conflict A certain number of hours of free legal and financial advice Health coaching services and/or nursing hotline access Financial incentives for preventative health measures Smoking and alcohol cessation (clear link with caregiving) Online support groups to employees who prefer them to on-site groups
  22. 22. Integrated Health and Wellness for Employee Caregiver Care Support Budgeting/ Financial and Legal Guidance Relationship Resources Health and Stress Manage ment
  23. 23. Workplace Solutions - What can HR Professionals Do? Employer Paid Benefits Paid time off Paid Eldercare or Childcare Services Group purchase of long term care insurance, or life insurance plans with ‘living benefits’ options Cafeteria style dependent care coverage to partially reimburse costs for in- home care or adult day care Employee Assistance Programs
  24. 24. Workplace Solutions - What can HR Professionals Do? Educate and Train Employees  Title VII  Pregnancy Discrimination  Age Discrimination  American’s with Disabilities Act  Genetic Information Nondiscrimination Act  Family Medical Leave Act  Paid Family Leave  State Disability Insurance Eligibility  Leverage multiple communication channels for to ensure employees are aware of resources and support available  Provide training for employees on Medicare, Medicaid, Veterans Aid & Attendance Programs, estate and financial planning, etc.  Provide information on helpful sites, community services and resources  Publish key contacts, advice, and resources in company newsletter or intranet Coaching for Supervisors Education and Support for Employees
  25. 25. Sandwiched Employee 1. Meet with Employee 2.Carefully and actively listen to employee 3. Show concern and empathy for the situation 4. Avoid making assumption about the situation or solutions 5. Offer support with company & community resources 6. Consistently keep open lines of communica- tion Manager Support
  26. 26. Workplace Solutions - What can HR Professionals Do? Other Ideas from AARP  Adopt a model for preventing discrimination  Make it part of policy and culture  Evaluate based on performance not assumptions on commitment  Consider hourly staff  Revaluate policies related to no-fault absenteeism that terminate based on number of absences or tardies regardless of the reason  Implement recruitment practices for people with family caregiving responsibilities  Those looking to enter or re-enter the workplace  Offer caregiving support, resources, and referral services to employees (and resources on ways to pay for them)  Referral to caregiving, nanny, respite, transportation service in community  Discounted back-up homecare, babysitting, or transportation needs for emergency needs Protecting Family Caregivers from Employment Discrimination (AARP Public Policy Institute, August 2012)
  27. 27. What HR Professionals and Managers SHOULD NOT Do!!  Treat male caregivers more favorably than female caregivers (or vice versa)  Deny women with young children or aging parents an employment opportunity that is available to men in the same situation  Stereotype based on sex of working employees  Reassign a women to less desirable projects based on the assumption that as a new mother, she will be less committed to her job  Reduce a female employee’s workload after she assumes full time responsibility of her niece and nephew based on the assumption that as a female caregiver, she will not want to work overtime Examples of What Not to Do DO NOT -
  28. 28. What HR Professionals and Managers SHOULD NOT Do!!  Make decisions subjectively  Lower subjective evaluations of a female employee’s work performance after she becomes the primary caregiver of her grandchildren, despite the absence in actual work performance  Denial of a promotion or based on stereotypes of how mothers/fathers and children of aging parents should act  Discriminate against working fathers  Deny a male caregiver leave to care for parent on hospice under circumstances where such leave would be granted to a female caregiver Examples of What Not to Do DO NOT -
  29. 29. What HR Professionals and Managers SHOULD NOT Do!!  Violate ADA Statues  Stereotype based on association with an individual with a disability or chronic illness  Unlawfully refuse to modify duties  Create a hostile work environment for caregivers  Subject an employee to severe or pervasive harassment because  He/she is a parent with young children  She is pregnant or taking maternity leave  He/she is caring for an aging or disabled family member  His/her spouse has a disability  RETALIATE!!! Examples of What Not to Do DO NOT -
  30. 30. Additional Resources  Local Services  San Diego Aging and Independent Services  Southern Caregiver Resource Center  Eldercare Resources San Diego  Caregiver Coalition  211 San Diego  Network of Care  Certified Senior Advisors  Large network of professional contacts in San Diego  Eldercare Calculator  Allows employers to calculate their own costs
  31. 31. ReACT Coalition Respect a Caregiver’s Time  Have the Conversation  Demonstrate Flexibility  Embrace Caregiving as the New Normal  Keep Caring for Caregivers Four Steps for Supporting Employees with Caregiving Responsibilities
  32. 32. Thank you! Christine Davies, SPHR Certified Senior Advisor (CSA) Managing Director of Casa Companion Homecare Solutions www.casacompanionhomecare.com christine@casacompanionhomecare.com

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