Employers can ease transition for caregivers
Vintage visions
BY BETH PATTERSON
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Published: November 9, 2009
It’s been said there are three types of people in the world: those who have been caregivers, those who are caregivers and those who will be caregivers. In light of this, employers need to be prepared for employees, or themselves, to be among the rising numbers of caregivers.
The average caregiver is 50ish, female and employed. How many people in your office fit that profile? If you are an employer, are you prepared for the needs of a caregiver in your office? Have you thought about what you would do in such situations, short-term and long-term?
President Barack Obama has designated this National Family Caregivers Month.
Someone recently told me her employer suggested it might be time to move her parents to a nursing home because her job was more important. I was shocked to hear that. Dedicated, loyal employees who do their job well are hard to come by. When such employees become caregivers, employers should offer support to the greatest extent possible, as long as possible.
Imagine that a key employee moves a frail parent into his or her home. Is an employer’s first thought how this will affect the company or how it will affect the employee? If the first thought is the employee, accommodation for a caregiver may be possible.
These are some guidelines for employers. First, give caregiver employees peace of mind that you may be able to work this out. This assurance will enhance the loyalty of any dedicated employee. Next, imagine what you would need if you were in that situation. Talk with the employee about his or her needs. Then start thinking outside of the box. Some things to consider:
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Flex time. Can the employee’s hours be changed to accommodate the loved one’s needs and schedule of frequent medical appointments?
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Remote computer access. Much work can be done from home with remote access to computer files.
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Educate other employees. Keep co-workers updated on the caregiver. Talk about accommodations you’ve made to keep the work flowing. Assure co-workers you would accommodate any dedicated employee in the same manner if the need arose.
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Watch the employee’s correspondence. Before you forward "FYI only” e-mail or put a newsletter in the in-basket, consider whether it is pertinent right now.
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Juggle duties. Can other employees temporarily switch some duties with the caregiver, trading tasks that can only be done in the office for those that may be done from home?
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If possible, get to know the person for whom the employee is caring. This will remind you why you are adapting to the caregiver’s needs.
I encourage you to think of innovative ways to accommodate dedicated employees when they take on a complex caregiver role. Be bold in your efforts to support such an admirable role. Remember that you could face such a role, and you’ll be more likely to keep an open mind.
Praise is due employers who make it possible for caregivers to keep their jobs. Also deserving of praise are caregivers who have enhanced the quality of life for loved ones. For all, it is important to keep an open mind and open lines of communication on this subject.
Patterson is executive director of RSVP of Central OK. Contact her at beth.patterson@rsvpokc.org or 605-3110.
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