The document discusses strategies that HR professionals can implement to support employees who are part of the "sandwich generation", caring for both children and aging parents. It defines the sandwich generation as middle-aged adults providing care to parents 65 or older while also raising children or financially supporting grown children. Some key challenges faced by these working caregivers include absenteeism, presenteeism, health declines, and financial stresses. The document provides examples of flexibility policies, benefits, resources, and education that employers can offer to help sandwich generation employees balance work and caregiving responsibilities.
The document discusses the "Sandwich Generation" which refers to adults who are supporting both children and aging parents. Key points include:
- 44% of 45-55 year olds have at least one living parent and child under 21, placing them in the Sandwich Generation.
- On average, Sandwich Generation members provide $10,000 per year and 1,350 hours per year in support to parents and children.
- It is important for Sandwich Generation members to have conversations with parents about their financial situation and long term care needs to help prepare for medical expenses.
Join us as Griswold’s Chris Kelly, M. Ed & Director of Learning & Development, offers a more holistic perspective on the Sandwich Generation – those that care for their parents as well as their own children. Also discussed are issues facing the three generations involved, and practical strategies and tools for planning and transitioning during this time.
The document discusses the challenges faced by the "sandwich generation" - individuals who care for both their aging parents and their own children. As people live longer, families are more multigenerational. This puts a strain on middle-aged adults who must balance the needs of elderly parents with their career and children. Women especially struggle as most caregivers. Without support, the mental and physical health of caregivers suffers from stress. Counselors can help by focusing on resilience and using strength-based questions about family relationships, responsibilities, needs met and neglected, and finding laughter amid challenges.
The document discusses "The Sandwich Generation" which refers to adults, typically between ages 40-60, who care for both their aging parents and their own children. It estimates that 22% of the American population falls into this group and that they cost U.S. businesses between $17.1-33.6 billion per year in lost productivity. Examples are provided of services an Employee Assistance Program (EAP) can offer to support those balancing eldercare and work responsibilities, such as referrals to home health agencies or geriatric care managers. The implications of these challenges facing sandwich generation employees on companies and how EAPs can help are also examined.
The document summarizes the 2015 Bateman Campaign conducted by Michigan State University students to raise awareness of the Home Matters movement in the Greater Lansing area. It includes an executive summary, situation analysis discussing homelessness statistics, secondary research findings from surveys and interviews, objectives to increase awareness and engagement with the campaign, strategies and tactics used such as social media and on-campus events, and outcomes such as exceeding goals for exposure and participation. The campaign was successful in educating students and the community about Home Matters and inspiring over 100 individuals to join the movement.
Although symptoms can vary widely, the first problem many people notice is forgetfulness severe enough to affect their ability to function at home or at work or to enjoy lifelong hobbies.
This document provides a planning guide for families caring for a loved one. It outlines five important steps for family caregivers: start the conversation, form your team, make a plan, find support, and care for yourself. The guide provides information and checklists to help caregivers get organized, communicate effectively with their care team, and ensure their own health and well-being during the caregiving process.
Real Data for Real Action on Child Labour DayNeeti Daftari
This is an infographic from The Aangan Trust using its own data collected from its mobile app. The study throws light on child labour in hotspots across India for Child Labour Day
The document discusses the "Sandwich Generation" which refers to adults who are supporting both children and aging parents. Key points include:
- 44% of 45-55 year olds have at least one living parent and child under 21, placing them in the Sandwich Generation.
- On average, Sandwich Generation members provide $10,000 per year and 1,350 hours per year in support to parents and children.
- It is important for Sandwich Generation members to have conversations with parents about their financial situation and long term care needs to help prepare for medical expenses.
Join us as Griswold’s Chris Kelly, M. Ed & Director of Learning & Development, offers a more holistic perspective on the Sandwich Generation – those that care for their parents as well as their own children. Also discussed are issues facing the three generations involved, and practical strategies and tools for planning and transitioning during this time.
The document discusses the challenges faced by the "sandwich generation" - individuals who care for both their aging parents and their own children. As people live longer, families are more multigenerational. This puts a strain on middle-aged adults who must balance the needs of elderly parents with their career and children. Women especially struggle as most caregivers. Without support, the mental and physical health of caregivers suffers from stress. Counselors can help by focusing on resilience and using strength-based questions about family relationships, responsibilities, needs met and neglected, and finding laughter amid challenges.
The document discusses "The Sandwich Generation" which refers to adults, typically between ages 40-60, who care for both their aging parents and their own children. It estimates that 22% of the American population falls into this group and that they cost U.S. businesses between $17.1-33.6 billion per year in lost productivity. Examples are provided of services an Employee Assistance Program (EAP) can offer to support those balancing eldercare and work responsibilities, such as referrals to home health agencies or geriatric care managers. The implications of these challenges facing sandwich generation employees on companies and how EAPs can help are also examined.
The document summarizes the 2015 Bateman Campaign conducted by Michigan State University students to raise awareness of the Home Matters movement in the Greater Lansing area. It includes an executive summary, situation analysis discussing homelessness statistics, secondary research findings from surveys and interviews, objectives to increase awareness and engagement with the campaign, strategies and tactics used such as social media and on-campus events, and outcomes such as exceeding goals for exposure and participation. The campaign was successful in educating students and the community about Home Matters and inspiring over 100 individuals to join the movement.
Although symptoms can vary widely, the first problem many people notice is forgetfulness severe enough to affect their ability to function at home or at work or to enjoy lifelong hobbies.
This document provides a planning guide for families caring for a loved one. It outlines five important steps for family caregivers: start the conversation, form your team, make a plan, find support, and care for yourself. The guide provides information and checklists to help caregivers get organized, communicate effectively with their care team, and ensure their own health and well-being during the caregiving process.
Real Data for Real Action on Child Labour DayNeeti Daftari
This is an infographic from The Aangan Trust using its own data collected from its mobile app. The study throws light on child labour in hotspots across India for Child Labour Day
The document discusses the challenges faced by the "Sandwich Generation" - those who provide care and financial support both for their children and aging parents. It notes that 44% of 45-55 year olds fall into this group and on average they provide $10,000 per year and 1,350 hours of support to family members. The document recommends that adult children have conversations with their parents about financial and healthcare planning to prepare for future needs, including discussing long-term care insurance options.
Legal planning tools for empowering older adults aging caregivers and peopl...rexnayee
This document summarizes a presentation on legal planning tools for empowering older adults, aging caregivers, and people with disabilities. The presentation addresses key questions around transition points, preparing for future care, elements of future plans, challenges of family conversations, legal roles and responsibilities, supported decision making, importance of advance planning for aging parents, considerations for estate plans, resources for money management, family caregiver support, finding an attorney, and examples of outreach partnerships. The presentation aims to help families address important legal, financial, and care planning issues.
This document provides 10 tips for maximizing financial aid for college:
1. Complete the FAFSA early and online to avoid errors and receive aid on a first-come basis.
2. Do not include exempt assets like retirement accounts on the FAFSA.
3. Contact individual college financial aid offices to negotiate a better aid package beyond federal aid.
4. Ask for scholarships to reduce loans first rather than grants on the aid package.
One in seven Canadian children live in low-income households, negatively impacting their development. Children from low-income families score lower on academic assessments and have worse health outcomes. Their cognitive, physical, emotional, and social development suffers from inadequate access to quality childcare, healthcare, nutrition, and parental involvement. While programs exist to help, like Head Start, they are insufficient to lift families out of poverty. Caregivers must understand these challenges and support impacted children through responsive care, additional resources, and patience. Ultimately, more government assistance is needed so children's development is not defined by their family's income.
The document discusses issues facing foster youth who age out of the foster care system at 18. It finds that these youth often experience negative outcomes like homelessness, unemployment, and incarceration at much higher rates than the general population. It evaluates the need for a program to better support foster youth as they transition to independence. The goal would be to implement a new program that helps prepare foster youth for adulthood through extended care and services, leading to improved and more productive lives.
This document provides a checklist to help determine if an elderly loved one is in need of assisted living. The checklist includes questions about medications, food/groceries, daily activities, social contact, driving ability, and calls to family/providers. It notes that 7 million older adults currently need assisted living services in the US, and that number is expected to rise to 12 million by 2030. Anticipating the need for assisted living can help defray costs. It's important to consider assisted living for a loved one's well-being even if it's difficult to think about. Resources for caregivers are also listed.
The document discusses the unique financial profiles and challenges facing each generation. Millennials struggle with student debt and lack of retirement savings, Gen X faces supporting families and saving for retirement while healthcare costs rise, and Baby Boomers have increasing healthcare costs and many have not adequately prepared for retirement as trillions in assets will soon be transferred.
This document provides information to help aging loved ones plan for their future care needs. It includes a guide for having important conversations about personal goals and wishes, medical information, home care options, and living arrangements that support independence. The goal is to understand a loved one's desires and have necessary legal and financial documents in place to properly care for them according to their wishes.
The document summarizes the key insights from an online discussion with 210 American voters about their views and concerns regarding the COVID-19 pandemic. Some of the main points that emerged include:
1) Voters are worried about both health risks and economic impacts, but prioritize protecting lives over the economy. They appreciate essential workers who are risking exposure but feel more should be done to support them.
2) Businesses' responses during this crisis will shape their reputations long-term. Voters expect companies to support workers, communities and the greater good over profits.
3) The pandemic has increased calls for stronger social safety nets and paid leave. Voters will remember which entities helped or hindered relief efforts.
Financial literacy is a magic bullet to social justiceAlpesh Patel
The data shows that women and ethnic minorities are paid less, are broadly less well off financially, and are also less financially literate. Relative financial illiteracy compounds social and structural biases and historical hardships. This implies financial literacy is even more important than we may have realised for social justice and social mobility.
Nonprofit Insights: The Overhead Myth - What It Is, Why It Matters...and What...VolunteerMatch
You may not know it by name, but most nonprofit organizations have fallen victim to the Overhead Myth, a misconception that spending money on administrative and fundraising costs is a bad thing. It's been confusing donors for too long about what matters when judging a nonprofit, and it is actively harming our ability to solve the world's problems.
In October 2013 VolunteerMatch hosted a special edition of the Nonprofit Insights webinar series and welcomed Jacob Harold of Guidestar and Ann Goggins Gregory of the Bridgespan Group, in conversation with Greg Baldwin of VolunteerMatch. They discussed the cultural values and past behavior of nonprofits, businesses and funders that have led to the current problem, and answer the critical question of "What now?"
Whether you work at a nonprofit or a company, changing the conversation about the overhead ratio is absolutely necessary for ensuring the health of the nonprofit sector, our communities and our world. Watch this webinar to learn what your role can and should be in ending the Overhead Myth.
Fostering-Change-Opportunities-in-Transition-Report-SummaryAllison Nelson
This summary provides an overview of a report that analyzes the economic costs and opportunities of investing in supports for youth aging out of foster care in British Columbia.
The report finds that educational, economic, social and wellness outcomes are poor for many youth exiting foster care. It estimates total annual costs of $222-268 million associated with these adverse outcomes. Costs stem from lower educational attainment, poverty, and poor mental health. The report also finds that a basic package of increased supports for housing, education, and social support costing $99,000 per youth could significantly improve outcomes and save tens of millions annually. Improving supports for youth aging out of care could reduce government costs while improving lives.
This document discusses the role of youth workers in supporting young people and families. It notes that while most young people successfully transition to adulthood, some need additional help from youth services during this process. The document also emphasizes the importance of families in influencing young people's lives and the need for early intervention services for both children and teenagers. It advocates for a holistic, family-focused approach coordinated by a key worker across services. The document argues that youth workers are well-positioned to work with other professionals to deliver services for troubled families through their expertise in areas like NEET, crime prevention, and school attainment. It concludes that local authorities should include tailored support for young people in troubled families delivered by integrated youth services.
Spiral of Silence: Caregiving, Stress and its Impact in the Workplace Christopher MacLellan
This document discusses the impact of caregiving stress on working family caregivers and proposes that Elizabeth Noelle-Neumann's "spiral of silence" theory helps explain why caregivers do not self-identify at work due to fear. A study of 104 caregivers found that most experienced caregiving stress impacting their work and that some contemplated quitting or had hours cut due to care responsibilities. The economic impact of lost wages and benefits for family caregivers in the US is estimated to be over $300 billion. The document proposes forming a South Florida Caregiving Coalition to create awareness and advocate for issues facing caregivers and employers through collective action.
Financial advisors guide to senior livingBrad Breeding
Developed by My LifeSite, this guide provides financial advisors and other professionals with a high-level overview of the various types of senior living providers, as well as the key considerations one should take into account when deciding whether to stay at home or move to a retirement community.
This document discusses considerations for professionals working with adolescents. It notes that professionals come from various backgrounds like social work, education, and community services. Some gain experience on the job without formal training. When working with adolescents, it is important to understand adolescent development, individuality, and the importance of relationship building. Relationship building involves being playful, accepting, curious, empathetic, and genuine. The document also discusses motivational interviewing techniques like open-ended questions, affirmations, reflective listening and summaries. It emphasizes thinking innovatively when providing case management for adolescents.
Advocating for extended care for youths transitioning.katmariaM
This document discusses extending support for youths transitioning from foster care. Currently, support is tapered off at age 21 but extending it could save the province money in the long run. Many youths feel unprepared to be on their own after care ends. The document advocates for continuing financial, housing, and other tangible supports along with assistance with decision making and emotional support. Stakeholders that could help include a provincial advocate for children and youths and a group of former foster youths. The document suggests ways for readers to get involved like attending transitional care hearings.
The document summarizes a business plan for The Hub, a proposed expansion of StopGap Inc. that would provide foster youth ages 16-21 with resources and classes to learn independent living skills in a two-bedroom house. The plan outlines StopGap's mission, the current situation of foster youth aging out without support, and a theory of change, business model, metrics, scaling strategy, risks, team, and phased implementation approach for The Hub. The resource requirements to launch The Hub include a $24,095 startup capital raised through grants, crowdsourcing, and donations.
ICWES15 - Elder Care Impact on Higher Education. Presented by Dr Gretalyn M L...Engineers Australia
The document discusses the challenges faced by faculty who are caregivers for both children and elderly family members, known as the "sandwich generation". It summarizes survey results from Washington State University that found the majority of caregivers were women between ages 36-65 who spent over 20 hours a week providing care. This caregiving responsibilities caused increased stress, less time for work and negatively impacted their work-life balance and relationships. The document proposes a backup dependent care program to provide temporary care when regular arrangements break down, to help support faculty caregivers.
The document discusses the challenges faced by the "Sandwich Generation" - those who provide care and financial support both for their children and aging parents. It notes that 44% of 45-55 year olds fall into this group and on average they provide $10,000 per year and 1,350 hours of support to family members. The document recommends that adult children have conversations with their parents about financial and healthcare planning to prepare for future needs, including discussing long-term care insurance options.
Legal planning tools for empowering older adults aging caregivers and peopl...rexnayee
This document summarizes a presentation on legal planning tools for empowering older adults, aging caregivers, and people with disabilities. The presentation addresses key questions around transition points, preparing for future care, elements of future plans, challenges of family conversations, legal roles and responsibilities, supported decision making, importance of advance planning for aging parents, considerations for estate plans, resources for money management, family caregiver support, finding an attorney, and examples of outreach partnerships. The presentation aims to help families address important legal, financial, and care planning issues.
This document provides 10 tips for maximizing financial aid for college:
1. Complete the FAFSA early and online to avoid errors and receive aid on a first-come basis.
2. Do not include exempt assets like retirement accounts on the FAFSA.
3. Contact individual college financial aid offices to negotiate a better aid package beyond federal aid.
4. Ask for scholarships to reduce loans first rather than grants on the aid package.
One in seven Canadian children live in low-income households, negatively impacting their development. Children from low-income families score lower on academic assessments and have worse health outcomes. Their cognitive, physical, emotional, and social development suffers from inadequate access to quality childcare, healthcare, nutrition, and parental involvement. While programs exist to help, like Head Start, they are insufficient to lift families out of poverty. Caregivers must understand these challenges and support impacted children through responsive care, additional resources, and patience. Ultimately, more government assistance is needed so children's development is not defined by their family's income.
The document discusses issues facing foster youth who age out of the foster care system at 18. It finds that these youth often experience negative outcomes like homelessness, unemployment, and incarceration at much higher rates than the general population. It evaluates the need for a program to better support foster youth as they transition to independence. The goal would be to implement a new program that helps prepare foster youth for adulthood through extended care and services, leading to improved and more productive lives.
This document provides a checklist to help determine if an elderly loved one is in need of assisted living. The checklist includes questions about medications, food/groceries, daily activities, social contact, driving ability, and calls to family/providers. It notes that 7 million older adults currently need assisted living services in the US, and that number is expected to rise to 12 million by 2030. Anticipating the need for assisted living can help defray costs. It's important to consider assisted living for a loved one's well-being even if it's difficult to think about. Resources for caregivers are also listed.
The document discusses the unique financial profiles and challenges facing each generation. Millennials struggle with student debt and lack of retirement savings, Gen X faces supporting families and saving for retirement while healthcare costs rise, and Baby Boomers have increasing healthcare costs and many have not adequately prepared for retirement as trillions in assets will soon be transferred.
This document provides information to help aging loved ones plan for their future care needs. It includes a guide for having important conversations about personal goals and wishes, medical information, home care options, and living arrangements that support independence. The goal is to understand a loved one's desires and have necessary legal and financial documents in place to properly care for them according to their wishes.
The document summarizes the key insights from an online discussion with 210 American voters about their views and concerns regarding the COVID-19 pandemic. Some of the main points that emerged include:
1) Voters are worried about both health risks and economic impacts, but prioritize protecting lives over the economy. They appreciate essential workers who are risking exposure but feel more should be done to support them.
2) Businesses' responses during this crisis will shape their reputations long-term. Voters expect companies to support workers, communities and the greater good over profits.
3) The pandemic has increased calls for stronger social safety nets and paid leave. Voters will remember which entities helped or hindered relief efforts.
Financial literacy is a magic bullet to social justiceAlpesh Patel
The data shows that women and ethnic minorities are paid less, are broadly less well off financially, and are also less financially literate. Relative financial illiteracy compounds social and structural biases and historical hardships. This implies financial literacy is even more important than we may have realised for social justice and social mobility.
Nonprofit Insights: The Overhead Myth - What It Is, Why It Matters...and What...VolunteerMatch
You may not know it by name, but most nonprofit organizations have fallen victim to the Overhead Myth, a misconception that spending money on administrative and fundraising costs is a bad thing. It's been confusing donors for too long about what matters when judging a nonprofit, and it is actively harming our ability to solve the world's problems.
In October 2013 VolunteerMatch hosted a special edition of the Nonprofit Insights webinar series and welcomed Jacob Harold of Guidestar and Ann Goggins Gregory of the Bridgespan Group, in conversation with Greg Baldwin of VolunteerMatch. They discussed the cultural values and past behavior of nonprofits, businesses and funders that have led to the current problem, and answer the critical question of "What now?"
Whether you work at a nonprofit or a company, changing the conversation about the overhead ratio is absolutely necessary for ensuring the health of the nonprofit sector, our communities and our world. Watch this webinar to learn what your role can and should be in ending the Overhead Myth.
Fostering-Change-Opportunities-in-Transition-Report-SummaryAllison Nelson
This summary provides an overview of a report that analyzes the economic costs and opportunities of investing in supports for youth aging out of foster care in British Columbia.
The report finds that educational, economic, social and wellness outcomes are poor for many youth exiting foster care. It estimates total annual costs of $222-268 million associated with these adverse outcomes. Costs stem from lower educational attainment, poverty, and poor mental health. The report also finds that a basic package of increased supports for housing, education, and social support costing $99,000 per youth could significantly improve outcomes and save tens of millions annually. Improving supports for youth aging out of care could reduce government costs while improving lives.
This document discusses the role of youth workers in supporting young people and families. It notes that while most young people successfully transition to adulthood, some need additional help from youth services during this process. The document also emphasizes the importance of families in influencing young people's lives and the need for early intervention services for both children and teenagers. It advocates for a holistic, family-focused approach coordinated by a key worker across services. The document argues that youth workers are well-positioned to work with other professionals to deliver services for troubled families through their expertise in areas like NEET, crime prevention, and school attainment. It concludes that local authorities should include tailored support for young people in troubled families delivered by integrated youth services.
Spiral of Silence: Caregiving, Stress and its Impact in the Workplace Christopher MacLellan
This document discusses the impact of caregiving stress on working family caregivers and proposes that Elizabeth Noelle-Neumann's "spiral of silence" theory helps explain why caregivers do not self-identify at work due to fear. A study of 104 caregivers found that most experienced caregiving stress impacting their work and that some contemplated quitting or had hours cut due to care responsibilities. The economic impact of lost wages and benefits for family caregivers in the US is estimated to be over $300 billion. The document proposes forming a South Florida Caregiving Coalition to create awareness and advocate for issues facing caregivers and employers through collective action.
Financial advisors guide to senior livingBrad Breeding
Developed by My LifeSite, this guide provides financial advisors and other professionals with a high-level overview of the various types of senior living providers, as well as the key considerations one should take into account when deciding whether to stay at home or move to a retirement community.
This document discusses considerations for professionals working with adolescents. It notes that professionals come from various backgrounds like social work, education, and community services. Some gain experience on the job without formal training. When working with adolescents, it is important to understand adolescent development, individuality, and the importance of relationship building. Relationship building involves being playful, accepting, curious, empathetic, and genuine. The document also discusses motivational interviewing techniques like open-ended questions, affirmations, reflective listening and summaries. It emphasizes thinking innovatively when providing case management for adolescents.
Advocating for extended care for youths transitioning.katmariaM
This document discusses extending support for youths transitioning from foster care. Currently, support is tapered off at age 21 but extending it could save the province money in the long run. Many youths feel unprepared to be on their own after care ends. The document advocates for continuing financial, housing, and other tangible supports along with assistance with decision making and emotional support. Stakeholders that could help include a provincial advocate for children and youths and a group of former foster youths. The document suggests ways for readers to get involved like attending transitional care hearings.
The document summarizes a business plan for The Hub, a proposed expansion of StopGap Inc. that would provide foster youth ages 16-21 with resources and classes to learn independent living skills in a two-bedroom house. The plan outlines StopGap's mission, the current situation of foster youth aging out without support, and a theory of change, business model, metrics, scaling strategy, risks, team, and phased implementation approach for The Hub. The resource requirements to launch The Hub include a $24,095 startup capital raised through grants, crowdsourcing, and donations.
ICWES15 - Elder Care Impact on Higher Education. Presented by Dr Gretalyn M L...Engineers Australia
The document discusses the challenges faced by faculty who are caregivers for both children and elderly family members, known as the "sandwich generation". It summarizes survey results from Washington State University that found the majority of caregivers were women between ages 36-65 who spent over 20 hours a week providing care. This caregiving responsibilities caused increased stress, less time for work and negatively impacted their work-life balance and relationships. The document proposes a backup dependent care program to provide temporary care when regular arrangements break down, to help support faculty caregivers.
Nationwide has a comprehensive internal health and productivity program called "My Health" that integrates various health services and incentives to encourage associate participation. The program relies on trusted relationships and continual outreach to help associates improve their health. It has led to increased health assessment completion, program enrollment and participation as well as decreased disability durations and costs.
This document summarizes key points from a meeting held by Advocates for Ohio's Future (AOF) to discuss state policy decisions that can support employment and working Ohioans. It outlines AOF's policy objectives of ensuring all Ohioans can afford basic needs and pursue higher quality of life while also supporting them through health and human services programs. Specific policy opportunities discussed include person-centered case management, improving compensation and support for direct service workers, and programs that support working families through benefits like childcare assistance and Medicaid. Presenters provided details on these topics and their importance for improving employment and quality of life for Ohioans.
Wellness Solutions will serve businesses in Thunder Bay by providing workplace wellness programs and plans to help companies and their employees be more productive while lowering health costs. Their business model is based on evidence that healthy employees are more productive and that prevention is less costly than treatment. Wellness Solutions aims to emphasize prevention and health promotion through educational and hands-on activities that help workers prevent injuries and illnesses and adopt healthier lifestyles.
Wellness and HealthWellness refers to the state of bein.docxhelzerpatrina
Wellness and Health
Wellness refers to the state of being in good health. Wellness is essential for one to work effectively so that the set goals are met. For the goals to be realized, all the seven areas of health are important because they are connected. The first area of health is education. Education is one of the indicators of life outcomes, for instance, social status, employment, and income and can also be used to predict wellbeing and attitude (Anderson, 2015). Other people apply education as a tool that helps them in shaping their social identity and establishing an understanding of their environment. Education shapes the social identity on how people relate with each other in society. A positive social identity is characterized by positive results, such as increased health status, wellbeing, political engagement, and social trust. Currently, a lot of emphases has been placed on education, and therefore those with lower education find it much challenging to positively identify themselves socially hence negatively affecting their self-esteem and wellbeing (Anderson, 2015).
Individuals with higher education levels tend to develop much interest to vie for political positions than those with lower levels of education. These educated individuals also have got more social trust than their uneducated counterparts — several studies confirmed that there are a number of health benefits of education. Baum &Payea (2013) explains that a more educated person has a higher probability of getting a good job with health-promoting packages such as health insurance. On the other hand, those with low education have higher chances of doing risky jobs. Those individuals who are more educated are subjected to more earnings. A Population Survey conducted by the U.S. Department of Labor and the United States Bureau of Labor Statistics in 2012 confirmed that college graduates registered twice as many average earnings than their colleagues who had dropped out of high school and one and a half higher than those who had graduated from high school (Baum &Payea, 2013).
The families that earn more income are in a position to buy healthy food, can get time to perform exercises and can afford to pay for health services and transport cost. Consequently, low level of education brings about job insecurity, poor pay and the vulnerability of these individuals and their families are much higher during hard times leading to poor housing, malnutrition, and inability to afford medical services. Individuals with higher education levels and therefore, have got higher incomes do not suffer from health-related stress that is attached to chronic social and economic hardships (Baum &Payea, 2013). The category of individuals with lower levels of education has limited resources such as social support, a feeling of control over life, and high self-esteem to counter the stress.
Education from school and outside school enables individuals to acquire skills and foster traits that they w ...
Presented at the Older HealthCare Workers Conference co-hosted by Health & Medicine Policy Research Group and the Great Lakes Centers for Occupational and Environmental Safety and Health (University of Illinois at Chicago, School of Public Health)
This presentation by Nancy Hey, Director of the What Works Centre for Wellbeing provides:
• An introduction to the mission of the Centre
• What wellbeing is, how it’s defined and measured and why it matters
• Explains the link between wellbeing, a fairer society and making the economic case for prevention
• Describes key factors that influence wellbeing building on the UK’s world-leading science
• Shows how wellbeing can be a powerful tool for public health and as a public health outcome in its own right
Nurses providing care at home and at workAlbertaRN
Janice Keefe presented on her research investigating the impact of double duty caregiving (DDC) among nurses. Her research found that nurses who provided care at home for family members as well as caregiving at work experienced negative health outcomes, with those in the "living on the edge" group faring the worst. Her presentation called for policies and workplace supports to better recognize and assist double duty caregivers.
The document provides 10 tips for starting a workplace wellness program to promote heart health. It recommends establishing leadership support, assessing employee health risks, and planning educational programming and incentives to encourage healthy behaviors. Evaluation of outcomes is important to measure the program's impact on health, productivity and costs. Regular assessment allows for continuous improvement of the wellness program over time.
Running head PAID MATERNITY LEAVE 1PAID MATERNITY LEAVE 5.docxtodd581
Running head: PAID MATERNITY LEAVE 1
PAID MATERNITY LEAVE 5
Paid Maternity Leave
Student’s Name
Institutional Affiliation
Paid Maternity Leave
The United States is a developed state that does not offer paid maternity leave on the federal level and maternity leave, which is controlled by US labor law. The Family and Medical Leave Act of 1993 (FMLA) gives twelve weeks’ unpaid leave for newly adopted or mothers of newborn children. The United States has not enacted laws that require employers and businesses to provide maternity leave to their workers; hence women opt to have fewer children due to economic stress (Park, 2019). The federal government should enact labor laws that require employers to give paid maternity leave for its employees because millions of mothers face impossible situations across America when they give birth despite being employed.
Doctors recommend mothers of newborn children to take at least six weeks off work after giving birth to bond with their newborn and to recover their health. Most of the mothers are left in a dilemma to follow medical advice or to return to work (Siregar, Pitriyan, Walters, Brown, Phan, & Mathisen, 2019). Some mothers go back to the office just five weeks after giving birth. Their bodies are still in agony from nerve damage, as some of them have to be operated for them to have the tiny baby. Mothers find it hard to survive because most of them feel stressed about the work-life balance, and their stomach falls sick all the time; hence it’s hard for them (Hamad, 2019). If the US were offering statutory paid maternity leave as required by the analysis of international labor organizations, newborn mothers would be happy beings.
Assuming all women were offered paid maternity leave rights, they will stop being ashamed of themselves for having children and a career at the same time. If all women were entitled to 12 weeks of protected job leave, they would have enough time with their newborns as recommended by doctors (Park, 2019). Paid maternity leave will give employees a happy memory when they return to work because they made it through and survived their standards. Employees who take unpaid maternity leave go through the toughest times of their life because they are living a non-profit life as they are not paid for either five or more weeks' leave time.
Former president of USA Bill Clinton in 1993 enacted the national Family and Medical Act (FMLA). It required employees to take up to twelve weeks of unpaid leave a year. The vacation is only valid when taking care of a sick family member, adoption, when on medication, or at times of birth. Even if newborn mothers qualified, with household bills, rent, medical bills as well as car payments, taking unpaid leave was not a choice for them. These mothers will be in financial ruin because I can’t imagine how they can survive without an extra income for like three months (Hamad, 2019).
Long-term sickness or pregnancy, makes Ame.
Running head PAID MATERNITY LEAVE 1PAID MATERNITY LEAVE 5.docxglendar3
Running head: PAID MATERNITY LEAVE 1
PAID MATERNITY LEAVE 5
Paid Maternity Leave
Student’s Name
Institutional Affiliation
Paid Maternity Leave
The United States is a developed state that does not offer paid maternity leave on the federal level and maternity leave, which is controlled by US labor law. The Family and Medical Leave Act of 1993 (FMLA) gives twelve weeks’ unpaid leave for newly adopted or mothers of newborn children. The United States has not enacted laws that require employers and businesses to provide maternity leave to their workers; hence women opt to have fewer children due to economic stress (Park, 2019). The federal government should enact labor laws that require employers to give paid maternity leave for its employees because millions of mothers face impossible situations across America when they give birth despite being employed.
Doctors recommend mothers of newborn children to take at least six weeks off work after giving birth to bond with their newborn and to recover their health. Most of the mothers are left in a dilemma to follow medical advice or to return to work (Siregar, Pitriyan, Walters, Brown, Phan, & Mathisen, 2019). Some mothers go back to the office just five weeks after giving birth. Their bodies are still in agony from nerve damage, as some of them have to be operated for them to have the tiny baby. Mothers find it hard to survive because most of them feel stressed about the work-life balance, and their stomach falls sick all the time; hence it’s hard for them (Hamad, 2019). If the US were offering statutory paid maternity leave as required by the analysis of international labor organizations, newborn mothers would be happy beings.
Assuming all women were offered paid maternity leave rights, they will stop being ashamed of themselves for having children and a career at the same time. If all women were entitled to 12 weeks of protected job leave, they would have enough time with their newborns as recommended by doctors (Park, 2019). Paid maternity leave will give employees a happy memory when they return to work because they made it through and survived their standards. Employees who take unpaid maternity leave go through the toughest times of their life because they are living a non-profit life as they are not paid for either five or more weeks' leave time.
Former president of USA Bill Clinton in 1993 enacted the national Family and Medical Act (FMLA). It required employees to take up to twelve weeks of unpaid leave a year. The vacation is only valid when taking care of a sick family member, adoption, when on medication, or at times of birth. Even if newborn mothers qualified, with household bills, rent, medical bills as well as car payments, taking unpaid leave was not a choice for them. These mothers will be in financial ruin because I can’t imagine how they can survive without an extra income for like three months (Hamad, 2019).
Long-term sickness or pregnancy, makes Ame.
The Lasting Impact of Employer Sponsored Back-Up CareJohn Huot
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This document describes a workplace eldercare assistance program called Aging with Grace. It aims to help employees who are caregivers for elderly family members by providing access to experts, resources, and services to assist with eldercare needs. This reduces caregiver stress, which can negatively impact productivity and career advancement. Employers benefit from offering this program through reduced absenteeism and higher productivity among caregiver employees.
This document discusses state legislation aimed at giving working families more flexibility. It outlines how workforce and workplace changes have made it harder to balance work and family responsibilities. This can negatively impact parents' health and finances as well as children's development. The document then discusses how a lack of flexibility also impacts employers through increased costs. It examines different types of flexible work policies that states have implemented, such as paid sick leave, education leave, flexible schedules, and telework. The document concludes by emphasizing the importance of caring for families and communities.
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This document discusses how promoting employee wellbeing through physical, mental, and social health initiatives can increase workplace productivity and business growth. It provides evidence that lack of exercise and sitting for long periods negatively impact physical health and productivity. Mental health issues from stress are also rising and impacting businesses through absenteeism. Flexible work schedules and support for working parents can improve social health and work-life balance. The document recommends specific initiatives employers can implement in each area of wellbeing to reap financial benefits from higher employee productivity and retention.
The document discusses the rising costs of healthcare and poor employee health. It notes that employers are spending more on diseases caused by modifiable behaviors like smoking, poor diet, and physical inactivity. Developing a culture of well-being through targeted health programs can help lower costs by improving employee health and managing chronic conditions. The document recommends employers work with experts to develop wellness strategies focused on changing behaviors in order to lower absenteeism, medical costs, and increase productivity.
The document discusses health promotion, health literacy, and prevention as important areas of occupational therapy practice. It outlines objectives to understand their importance, connect them to frameworks like the IHI Triple Aim, and identify resources and emerging areas. Health promotion in OT uses occupations to maximize health and quality of life at individual and community levels. Prevention aims to reduce health risks through primary, secondary and tertiary approaches. Health literacy affects people's ability to navigate healthcare and engage in self-care.
A brief research overview connecting parenting education with health related outcomes for children and families. Created by the Parenting Education team at Oregon State University with funding from the Oregon Parenting Education Collaborative.
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Ensure the highest quality care for your patients with Cardiac Registry Support's cancer registry services. We support accreditation efforts and quality improvement initiatives, allowing you to benchmark performance and demonstrate adherence to best practices. Confidence starts with data. Partner with Cardiac Registry Support. For more details visit https://cardiacregistrysupport.com/cancer-registry-services/
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nursing management of patient with Empyema pptblessyjannu21
prepared by Prof. BLESSY THOMAS, SPN
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Recent Trends
Strategic Collaborations and Partnerships
One of the most significant trends driving the India Medical Devices Market is the increasing number of collaborations and partnerships among leading companies. These alliances aim to merge the expertise of individual companies to strengthen their market position and enhance their product offerings. For instance, partnerships between local manufacturers and international companies bring advanced technologies and manufacturing techniques to the Indian market, fostering innovation and improving product quality.
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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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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
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. 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. 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. 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. 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
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. 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. 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. 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. 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. 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. 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. 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. 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. Thank you!
Christine Davies, SPHR
Certified Senior Advisor (CSA)
Managing Director of
Casa Companion Homecare Solutions
www.casacompanionhomecare.com
christine@casacompanionhomecare.com