Brittany joined LifeCare as a Parenting and Education Researcher, responsible for locating resources and providing referrals for families with children, from prenatal to post-graduate on a number of topics including child care, recreational activities, parenting classes, healthcare providers, mental health resources, support groups and more. Brittany received her bachelor’s degree in public health from Southern Connecticut State University, and she hopes to continue her education in the field of neuropsychology or behavioral analysis. She currently resides in Wallingford, Connecticut and her hobbies include bodybuilding, reading and being in nature.
Q: How do you approach research? A: I approach research as a new challenge to complete every day as well as another opportunity to learn something new and valuable.
Q: Why is finding the right matches for members so important? A: It is important because our members are real people that experience frustration and get overwhelmed, just like we do. I like to look for matches for members with the same integrity that I would if I were searching for a friend.
Q: What is your goal for each case? A: My goal for each case is to provide members with referrals that are a perfect fit for their needs, as well as additional options that may have not been exactly what they were looking for, but will still offer assistance for their situation.
Q: What are some memorable cases you’ve worked on? A: I remember one case where I had to find a beach wheelchair rental for a child going on vacation with broken legs, and another where I had to find ventriloquism lessons for an eight-year-old. It was so rewarding to help them find what they needed.
Q: What is the best part of your job? A: The best part of my job is knowing that I am making a difference in somebody’s life in a time when they need it most.
Q: How do you work with your team as a whole? A: We are a very cohesive team that is always willing to go out of our way to help one another. Whether it is work related or a personal matter, I know I can lean on my team for support.
Q: What advice would you give to someone who doesn’t know if LifeCare can help them? A: We have something for everyone, no matter how extraordinary the request might seem. The people that work here genuinely care about our members and their wellbeing. Even if we cannot find exactly what you’re looking for, we will always provide you with something that can help or at least steer you in the right direction.
Q: In your opinion, what makes your role/team so special? A: Researchers are special because we perform the core purpose of LifeCare, locating and distributing resources to help our members. In my position, I have the ability and the privilege to make sure that the referrals I send out are done with integrity to be the best fit for the member and their needs. My team is so special because every day we are helping families grow stronger and healthier together through all of life’s challenges.
Stay tuned every month for a new feature on our industry-leading, talented team of employees.If you’d like to learn more about how we can support your employees, contact us here or call us at (866) 675-3751.
According to their most recent report, the AARP and National Alliance for Caregiving (NAC) found that as of 2020, more than 47 million Americans are providing unpaid adult care. That’s an increase of over 8 million caregivers since 2015, with nearly one in five people identifying as an adult caregiver.
Additionally, the AARP and NAC report shows that a greater number of caregivers of adults are providing care to multiple people, with 24% caring for two or more recipients, up from 18% in 2015. Plus, more family caregivers are having difficulty coordinating care with a spike to 26% of respondents in 2020, while 23% say caregiving has made their health worse and 45% have had at least one financial impact.
The AARP and NAC report notes that this data suggests many caregivers may be taking on this role without adequate and affordable services and supports in place. With all the challenges caregiving presents under normal circumstances, the COVID-19 pandemic has only accentuated the struggles caregivers normally shoulder.
Based on currently available information and clinical expertise, the Centers for Disease Control and Prevention reports that older adults are at higher risk for severe illness from COVID-19, particularly people who live in a nursing home or long-term care facility. From the quarantine orders and businesses closing to social distancing, caregivers becoming unavailable and navigating the process of reopening, the stress and fears surrounding caregiving are escalating.
Since the AARP and NAC report data was gathered prior to the COVID-19 pandemic, its researchers now think the numbers for economic and emotional strain would be even higher. “The impact on [caregiving] families now with COVID is a serious and heartbreaking issue,” Lynn Friss Feinberg, senior strategic policy advisor at the AARP Public Policy Institute told Forbes. “The financial strain, emotional strain and physical health impacts we see as a result of caregiving have been exacerbated by COVID-19.”
We’ve seen firsthand the many challenges our members are facing as they struggle to provide care for their aging loved ones. Here are just a few recent requests from our members:
When hospice care banned visitation to his mother’s nursing home due to COVID-19, this member called looking for a new hospice facility that was still offering visitation. He explained that his mother has terminal cancer and he wanted to visit her right away. We were quickly able to find one independent hospice facility that was still allowing family visitation.
A member’s elderly mother lives alone and due to the COVID-19 pandemic, wasn’t able to go out or have visitors. The member called looking for help finding local meal delivery programs for her mother to use temporarily during quarantine. We were able to provide four different meal delivery service options that met the member’s criteria and budget.
After his father was hospitalized due to contracting COVID-19, a member called looking for resources and guidance around bringing his father to their home once he was released. We were able to research and share information on quarantining a family member in the home, providers selling personal protective equipment, financial assistance and the local Area Agency on Aging.
A member’s sister is in a nursing home that had several confirmed cases of COVID-19 and she was looking for other senior living situations as soon as possible. We researched and provided options for several other facilities in the area that were suitable and had less or zero COVID-19 cases reported.
Finding solutions for these increasingly challenging caregiving situations can be tough as employees are navigating how to provide care during these uncertain times, while still juggling all of their other personal and professional responsibilities. Now more than ever, employers offering Work-Life programs and Senior Caregiver Support programs with highly personalized senior care guidance to support employees is a key resource to help them navigate their caregiving responsibilities, decisions and challenges.
In fact, U.S. employers were already making caregiving benefits one of their top priorities even before the COVID-19 pandemic according to a survey by Northeast Business Group on Health (NEBGH). They found that 84% of employers believe that having a caregiving-friendly workplace is important for retaining and attracting talent, a 9% increase from 2017.
Furthermore, Candice Sherman, CEO of NEBGH told SHRM, “The challenges for employee caregivers have increased exponentially as a result of the risk for COVID-19 among older and vulnerable people, social distancing requirements, and 24/7 child care responsibilities. Employers are trying to increase support for caregiving employees by providing more backup help, flexible working hours and access to expert resources, and some are providing relief funds to help with expenses.”
While a lot is changing and caregiving is clearly becoming more complicated, employers can provide employee benefits that remain a consistent source of support that employees can rely on to remove some of the burdens they face, and in turn, improve productivity, engagement, loyalty and retention.
LifeCare’s senior support services are specifically designed to provide caregiving employees with expert guidance and resources during a time that can be confusing and challenging. If you’d like to learn about how we can help you implement some of these support programs, contact us or call us at 866-675-3751.
We are dedicated to providing our members with essential support to help manage their work-life challenges so they can live engaged, productive lives and get the most out of every day. Here’s just a sample of the feedback we’ve received from members this month.
While summer usually conjures thoughts of relaxation, fun in the sun and vacations, the reality for working parents is something much different. As a working parent, while you’re still juggling your everyday personal and professional responsibilities, the new season brings new challenges.
Handling the end of the school year and final exams, finding reliable summer care, organizing various schedules, managing gaps in care coverage, budgeting for the cost of summer care and more…It can be a minefield of stress for your employees in normal times. Then with the added challenges brought about by the COVID-19 pandemic, this year is even more stressful.
Parents face barriers to securing care for their children, with 3 in 4 respondents reporting at least some difficulty finding child care during the summer.
Cost is a common barrier to securing child care, with more than half of respondents reporting that paying for child care is a significant challenge.
In 57% of families surveyed, a lack of child care means that at least one parent plans to make a job change that will result in reduced income.
Additionally, CAP estimated a typical family of four could expect to pay more than $3,000 for summer programs, 20% of the family’s take-home pay for the entire summer.
This increase in stress can lead to disruptions in productivity, engagement, morale and even increased absenteeism. In fact, a Colonial Life study of full-time U.S. employees found that workers who are disengaged or unproductive because of stress are costing employers billions of dollars each week.
Then add this year’s unique challenges brought on by the COVID-19 pandemic – summer camps cancelled, the school year ending earlier, concerns over student’s learning loss, caregivers suddenly not available due to illness or otherwise and so on. It’s clear that parents are facing more logistical and financial struggles than ever before.
What Are Employees Looking For? We’re seeing these needs from our members in real-time right now. Here are just a few real requests we’ve received from our members as summer has approached:
A member was looking for day trips and recreational/educational family activities for the entire summer. She explained that as her and her husband both work full-time with no extended family close by, she was under increased pressure between work and filling the time for her two children over the summer. While many recreational activities in their area were closed due to the virus, we were able to successfully refer several activities including local state parks and swimming options.
As her kids were starting summer break, a member called for help with finding at home activities to keep them busy. Due to the pandemic she was concerned about sending them to an in-person camp and wanted to see if there are any virtual summer camps as well as other online activities and ideas for activities they can do at home. We provided options for virtual camps and online activities that are appropriate for the children’s ages.
A member called looking for academic resources for her children in 5th and 7th grades. She wanted the kids to still be academically engaged once school is out for the summer. She wanted a program that could come to her house for help with math, writing and English. We located and referred four tutors in her area that met her criteria and budget.
As an essential worker, a member called looking for camps and centers for his son to attend while he was at work during the week and possibly on weekends. His son had attended two different camps the previous summer to fill up the gaps in care, and really enjoyed them, but they are both closed this year. He was also looking for any discounts available to essential workers or subsidies. We found five resources for camps and centers, as well as the information for their child care subsidy locally, and an additional subsidy specifically for essential workers.
A member’s four-year old son has been home schooled during the pandemic and she called looking for help finding summer activities where he can interact with other kids. She was hoping for either low-cost or free activities close to her home. We referred local options for activities such as swimming and karate that are predicted to be open this summer.
As her son prepared to take the ACT’s, a member called looking for help finding ACT tutors and locating testing sites in two different locations because she was unsure where he will be over the summer. We provided three tutoring services that offered online/virtual tutoring during the pandemic, as well as a list of upcoming ACT testing locations.
What Can Employers Do With all this in mind, top employers can take this opportunity to evaluate what support programs they can implement or promote to help their workforce, including:
Backup Child Care From gaps between school and summer programs to caregiver vacations and more, many parents will struggle to find reliable temporary care this summer, so they don’t have to miss work. Offering company subsidized backup care will help working parents continue to remain focused and productive, knowing their children are being cared for by either trusted caregivers they know or vetted care providers.
Work-Life Support Researching a patchwork of activities to fill the summer months can be time-consuming and stressful. Furthermore, having to juggle schedules, drop-off and pickup times, finding and vetting various programs, camps, activities and so on can feel next to impossible for working parents. Offering Work-Life programs to do the time-consuming research will save employees stress, money and time.
Financial Wellness Programs As families plan, budget and save for summer care, activities and more, managing their finances can become increasingly stressful. In addition, this year they may also be dealing with the financial impact of the COVID-19 crisis. Now more than ever it’s vital that employees receive the financial guidance and tools necessary to maximize their financial wellness and minimize the financial impact of the pandemic.
Tutoring & Academic Resources To support parents struggling to help with their kids’ schoolwork, from studying for final exams to preventing summer slide and more, employers can provide academic programs that offer access to professional tutors and resources like test prep, self-study guides and online lessons. This support can also ease working parent’s stress as they help their children learn from home.
Emotional Health Support In the face of all this demand, working parents may find themselves stretched too thin, experiencing increased stress levels, anxiety and emotional health concerns. Employers can offer Employee Assistance Programs so employees have somewhere to turn to help manage these emotions. Employers can also implement programs that offer informative emotional health resources and tools.
Employee Discounts Summer can bring lots of added expenses, which may leave employees stressed and struggling to budget things like summer care, activities, travel, entertainment and more. Offering employees an easy to access, complimentary discount program that can help them save is a great way employers can alleviate some of their financial burden.
Although employers can’t completely relieve the challenges their employees are facing, they are able to offer high-impact benefits that can go a long way to remove some of the burdens they face and in turn improve productivity, engagement and morale.
LifeCare offers services that are uniquely designed to support the needs of working parents and their families so they can be more productive and engaged at work. If you’d like to learn about how we can help you implement some of these support programs, contact us or call us at 866-675-3751.
Raechel graduated from Housatonic Community College with an Associate’s Degree in General Studies. She joined the LifeCare team in 2018 as a Daily Needs Researcher and then moved to the Financial Hardship team where she locates resources to help those who are experiencing financial crises. Raechel currently lives in Naugatuck, CT with her son, Nathaniel and she loves to read, write, and binge watch The Office on Netflix.
Q: How do you approach research? A: Generally, I approach research by evaluating what the member’s situation is and what their request entails. I then determine the appropriate search methods, and provide the member with the resources that will best assist their needs.
Q: Why is finding right matches for the members so important? A: Finding the right match for each member is important because they are coming to us for help. As a work-life program, it’s we strive to alleviate some of the everyday life stress for our members. When I find the right match, both the member and I feel a sense of relief that their needs have been met.
Q: What is your goal for each case? A: My goal for each case is to provide the member with as many resources and as much education as possible surrounding their request. As a financial hardship researcher, most of the requests I receive are from members who find themselves in difficult situations. It’s my objective to provide the best possible resources.
Q: What are some memorable cases you’ve worked on? A: One of the most memorable cases I’ve worked on was for a mother who was living out of her car with her 5-year-old and 3-year-old children. The only thing this mother was asking for was food. I was able to locate a grocery store in the area that allowed you to take a full cart of food in exchange for four hours of volunteering or a small donation. It felt good to know that I was able to locate and provide food for a family who are going through a difficult time.
Q: What is the best part of your job? A: The best part of my job, other than being able to help those in need, is being with my team. They are dynamic, intelligent and uplifting to be around. They help push me to be a better version of myself for them, for myself and for our members. It’s comforting to wake up every day and be excited to come to my job, surrounded by like-minded people who share the same values I do when it comes to work.
Q: How do you work with your team as a whole? A: I love being a part of Financial Hardship team. There is always someone you can reach out to for help. When we have team meetings, it’s refreshing to be surrounded by people who expose others to ideas that can help with productivity and research methods that they may not have thought of on their own. Everyone brings something special to the team.
Q: What advice would you give to someone who doesn’t know if LifeCare can help them? A: I would tell them it doesn’t ever hurt to try! Sometimes we can find that “diamond in the rough” that helps. We do our best to find the resources that we think can help the member, and even if we don’t find exactly what they’re looking for, we typically know what the best next step is and will nudge them in that direction.
Q: In your opinion, what makes your role/team so special? A: That we are all cohesive! Everyone really works together to brainstorm what works best for the members. It’s great to be able to collaborate with them day after day!
Stay tuned every month for a new feature on our industry-leading, talented team of employees.If you’d like to learn more about how we can support your employees, contact us here or call us at (866) 675-3751.
June is National Employee Wellbeing Month, an opportunity to spotlight the workplace’s role in helping to create healthier, happier employees in all areas of life. Employers that prioritize their employees’ wellbeing with an effective workplace wellness culture are able to cut costs. Added to that, they can also see increases in productivity, engagement, recruitment, retention, and in turn, organizational success.
As we recently examined, holistic employee wellness is more important than ever this year as across the globe employees are being challenged like never before by the COVID-19 pandemic. The recent MetLife Employee Benefits study found 74% of employees stated they are concerned about at least one aspect of their wellbeing as a result of the virus.
The most successful organizations don’t only support physical wellbeing, but also include all aspects of their employees’ lives including emotional health, financial wellness, work-life integration and so on.
In the face of these unexpected changes, uncertainty, stress and hardships, employers can support their workforce by implementing and promoting a comprehensive wellness offering. Here are some employee benefits to consider:
Health & Wellness From fitness and nutrition to sleep health and smoking cessation, implementing programs providing employees access to tools and resources that boost their physical wellbeing is a no-brainer. A study by the University of Michigan revealed that employers who prioritize wellness can save thousands of dollars per employee every year. An effective wellness program should offer support and guidance to improve one’s health, including discounts on fitness and nutrition resources, as well as, self-service educational resources.
Emotional Wellness Employee stress is escalating. As noted by a Korn Ferry survey, nearly two-thirds of professionals say their stress levels at work are higher than they were five years ago. The MetLife benefits study also found that roughly a third of employees are experiencing stress and/or burnout during the pandemic. Employers can counteract stress levels by offering Employee Assistance Programs to provide access to confidential counseling for both the employee and their household members. It’s also imperative to share emotional health resources and information to help employees improve their emotional health.
Financial Wellness According to the American Psychological Association money is the top cause of stress in the United States and their Stress in America survey found that 72% of Americans reported feeling stressed about money. Additionally, the recent MetLife study stated 52% of employees said they are concerned about their financial health in the wake of the pandemic. With finances being the number one stressor, now more than ever it’s vital that employees receive the financial guidance that can help them improve their financial wellness so they can reach both short and long term financial goals.
Work-Life Support Because employees are managing more personal and professional responsibilities, smart employers understand that support for those employees can’t stop at the end of the workday. In fact, MetLife found that amid the pandemic, work and life are blending more than ever before with 2 out of 3 employees feeling more stressed than before the COVID-19 crisis. That’s why top employers are implementing Work-Life programs to help employees manage their needs while saving them time, stress and money. These programs also provide access to informative educational materials and events on a variety of topics that help employees live happier, healthier lives.
By implementing these programs, organizations can ensure their workforce is supported by a well-rounded wellness program. Companies that prioritize their employees’ comprehensive wellness needs will surely have an advantage in optimizing the productivity of their workforce and attracting and retaining top talent.
LifeCare’s high impact, comprehensive services are designed to support employees in all aspects of their lives, improving all facets of wellness so they can be more productive and engaged at work. If you’d like to learn about how we can help you create a holistic wellness program, contact us or call us at 866-675-3751.
We are dedicated to providing our members with essential support to help manage their work-life challenges so they can live engaged, productive lives and get the most out of every day. Here’s just a sample of the feedback we’ve received from members this month.
“Employers who understand their employees’ experience and needs — and take action to help their employees manage the challenges they face inside and outside of work — will have a more engaged, productive and successful workforce.”
That’s just one of the core takeaways from MetLife’s recently released 18th annual U.S. Employee Benefit Trends Study, “Navigating Together: Supporting Employee Well-being in Uncertain Times,” which is filled with insights to help both businesses and their workforces thrive during and after the COVID-19 pandemic.
The report notes how COVID-19 has transformed the fabric of work and life and dramatically impacted employees in all aspects of their well-being. Additionally, the study explores how employees are managing work-life stress in the wake of the pandemic and how a holistic approach to well-being, supported by the right programs and benefits, can promote a more engaged, productive and successful workforce.
Focusing on the realities, both positive and negative, of the blended work-life world brought about by the COVID-19 pandemic, the findings reveal how a holistic approach to well-being can help the workforce manage the stresses of the pandemic while minimizing further impact on productivity, engagement and loyalty.
Key Stats & Findings The following are some of the findings and insights from the report, based on MetLife’s two waves of surveying over 5,000 benefits decision makers and full-time employees, starting in August 2019 and then again after the pandemic struck in April 2020.
The New Work-Life Reality Before the pandemic, both employees and employers reported increased complexity in managing the blending of work and life.
4 in 10 employees stated they struggle to navigate the demands that come with today’s “always-on” work-life world. While 60% of employers stated their organization was struggling to keep up with the blended work-life world.
Amid the pandemic, work and life are blending more than ever before, employees are increasingly stressed. In fact, 2 in 3 employees responded that they are feeling more stressed than before the COVID-19 pandemic.
The “new normal” calls for enhanced employee emotional and financial wellness for better management of work-life stress. 58% of employees who struggle said their employer doesn’t offer mental health programs that meet their specific needs, or they are difficult to access/understand. 55% of employees who struggle expected to postpone their retirement due to their financial situation.
Data from both before and during the crisis clearly shows that when employers provide greater support to their employees, their employees are more successful.
Driving Employee Engagement and Reducing Stress Support from employers is even more important during the COVID-19 crisis. There is a direct correlation between strong employer support and employee feelings of success, appreciation, engagement, productivity and respect.
While roughly a third of employees are experiencing stress and/or burnout during the pandemic, 73% of employers said reducing employee stress was a key objective for 2020, up 5% pts. from 2019.
Workplace stress and burnout are major concerns because they have a real and tangible impact on businesses. Frequent feelings of stress and burnout directly cause declines in productivity, engagement and loyalty, as well as increased absenteeism.
The top drivers of productivity, engagement and loyalty are employee recognition, competitive compensation and a comprehensive benefits program.
Embracing a Holistic Model Well-Being Increased employee well-being directly correlates to positive business outcomes. A comprehensive approach to benefits can support employee well-being by meeting their diverse and changing needs.
74% of employees stated they are concerned about at least one aspect of their well-being as a result of the virus. Benefit programs that address employee well-being holistically across four key components, physical, financial, mental and social health, can lead to higher workforce engagement, productivity and loyalty and make a measurable difference in this time of crisis.
This approach to supporting employees will be critical for companies both to help their employees manage the crisis and support their organization’s recovery.
Financial wellness is particularly important for holistic well-being. 52% of employees said they are concerned about their financial health in the wake of the pandemic. Employees with poor financial health also rated their mental, social and physical health significantly lower than the average.
Nearly half of employees said that their employer doesn’t offer mental health initiatives and programs that address their specific needs. Meanwhile, 29% said that their employer offers mental health programs that are difficult to access and understand.
Benefits and Communications A comprehensive approach to benefits can support employee well-being by meeting their diverse and changing needs. The right mix of traditional, voluntary and emerging benefits can help mitigate employees’ stress and support them when they need it most. In fact, employees’ responses indicated that a comprehensive benefits program is the #3 driver of holistic well-being
A benefits program that supports various aspects of the work-life blend is critical. It’s not only traditional benefits that matter today, but also benefits that help manage work-life stressors, like Employee Assistance Programs (EAPs). Also, benefits can alleviate financial burdens and help employees feel more financially secure beyond income alone.
4 in 10 employees said their employer is currently not offering benefits or programs that help and 69% of employees stated that having a wider array of benefits would increase loyalty to their employer. Plus, a majority of Gen Z (61%) and millennials (64%) said they are interested in a benefit their employer currently doesn’t offer.
Furthermore, employees who understand their benefits are more holistically well, and clear, timely benefit communications in moments of need can increase their impact, especially during extreme circumstances like COVID-19.
Communication throughout the year, outside of open enrollment, is critical to increasing awareness and understanding of benefits. It’s important to describe benefits in the context of employees’ lives, and the current global perspective.
What can employers do? To help employers create these holistic programs and support employees, MetLife offers these suggestions:
Provide mental health and EAP programs to help employees manage new stresses from the pandemic.
Offer comprehensive benefits programs that play a pivotal role in employee satisfaction and are crucial to employee stability and security in a time of need.
Evaluate if there are any components that make up a holistic benefit program missing from your model, especially financial and mental health.
Offer resources, campaigns and leadership support on work-life, EAP and financial benefits into your organizational culture.
Reference of-the-moment topics, point employees to where they can access more information and communicate year-round, especially in relevant moments.
One thing remains constant in the new normal of work-life blending – employers who provide effective support and benefits ensure both their organization and their employees will be better equipped to manage and recover from the impact of the crisis and will experience long term success.
LifeCare’s high impact, comprehensive services are designed to support employees in all aspects of their lives, from major life moments to dealing with daily demands, saving them time, stress and money. To learn more about how we can help you offer programs that holistically support your employees, contact us here or call us at (866) 675-3751.
Ashley joined the LifeCare team as an EAP Customer Care Specialist. She earned her bachelor’s degree in Psychology with a minor in Human Services from the University of Bridgeport. Ashley currently lives in Naugatuck, CT with her fiancé Daniel, their beautiful daughter Briella and their two cats Oreo and Harley who keep her very busy at home. She likes to spend her free time at the gym or with her family.
Q: When a member calls, what is the first thing you ask? A: Aside from asking for the typical identifying information, I always ask how I can be of assistance today.
Q: How do you approach each call? A: I try to go in being open minded and empathetic. I try to approach each call on an individual basis, rather than assuming all members will require the same resources or options for care. I make sure to listen to the member, so I fully understand their needs.
Q: What is your goal for each case? A: My goal for each case is to provide the member all the information they are asking for and also offer any additional options for services that are available for their specific situation.
Q: What are some memorable cases you’ve worked on? A: Although there have been many memorable calls, the cases where someone has lost a loved one are especially memorable because the member is so vulnerable. They’re reaching out to us hoping we can help them during their time of grief. All these situations are different, and I believe it’s important to acknowledge that it shows strength they’re asking for support.
Q: What is the best part of your job? A: What I like most about my job is knowing that I am part of a person’s road to recovery, happiness and journey to bettering their emotional health.
Q: How do you connect with the members you help? A: I like to connect with each member by letting them know they are not alone, and whenever I can, sharing with them small pieces of similar situations that I have encountered. I do this to try and help them understand we are here for them and they’ve reached out to the right place.
Q: What advice would you give to someone who doesn’t know if LifeCare can help them? A: I would say at least try giving us a call to see if there is any way we can help. It will never be a waste of time because all the specialists that we have at LifeCare, we are at the very least a listening ear, and we will do our very best to satisfy each member’s needs.
Q: In your opinion, what makes your role/team so special? A: Customer care specialists are special because we are the first person a member speaks to when they finally decide to ask for help. It’s important that we are caring and genuine because reaching out for assistance isn’t always easy. In order to make the process less painful, it’s important that we have a positive attitude and provide great resources, so the member feels comfortable moving forward with any options we provide.
Stay tuned every month for a new feature on our industry-leading, talented team of employees.If you’d like to learn more about how we can support your employees, contact us here or call us at (866) 675-3751.
As the COVID-19 crisis continues, many employees are being challenged in ways they’ve never experienced before. Especially impacted are working parents, now charged with taking on new roles including teacher, care provider, counselor, cafeteria worker, entertainer and more. All, while continuing to fulfill their professional responsibilities under extraordinary circumstances.
According to a recent MIT study, over one third of the labor force has switched to remote work. Added to that, the nationwide coronavirus pandemic forcing unprecedented K-12 school closures, and working parents are now required to manage burdensome remote learning tasks.
According to Education Week, who is tracking school closures daily, 43 states, 4 U.S. territories and the District of Columbia have ordered or recommended school building closures for the rest of the academic year, affecting approximately 55.1 million school students.
A major concern many parents are also facing is whether COVID-19 extended school closures will impact student’s growth and achievement long term. According to research, NWEA projects major academic impacts for students. Preliminary estimates suggest students will return in fall 2020 with roughly 70% of the learning gains in reading relative to a typical school year and less than 50% of the learning gains in mathematics.
Essential workers may be in an even tougher situation, forced to be at work during school hours. This can often leave just one parent, or no one at all, at home. As a result, these workers, along with many other working parents, are struggling to find temporary child care.
Then, considering that remote learning typically only lasts for a few hours a day, parents are then forced to come up with new ways to keep kids active and entertained while staying at home.
This constant demand on parents can certainly take its toll. So, what can employers do to help lighten the load of their workforce? Here are some high impact employee benefits that can support working parents during this time.
Online Tutoring & Academic Resources To help ease some of the educational burden that has been hefted onto working parents nationwide as schools and libraries close, employers can provide access to online academic programs that offer on-demand access to expert professional tutors and resources like test prep, self-study guides and online lessons that can help families overcome educational challenges, and keep kids learning. These benefits cover core subjects across grades K-12, college and university where students all over the country could be falling behind. Additionally, this support can help ease the stress and struggle many parents are experiencing as they are tasked with helping their children learn everything from algebra and biology to reading, social studies and more.
Backup Child Care Offering company subsidized backup care as regular care plans are disrupted will help working parents continue to remain focused and productive while working, knowing their children are being cared for by either trusted caregivers they know or vetted care providers. We’ve seen many of our clients rely heavily on this program during this time, with an 800% increase in utilization in one week. We’ve also seen clients either increase their available care allotment or implement a new program entirely.
Ideas for Activities Keeping kids happy and healthy, along with the burden of remote learning, is a hefty task. Curating creative suggestions to help keep children entertained is extremely helpful for parents right now. Many moms and dads have found themselves exhausted trying to invent new ways to engage kids, without relying on screens. Employers can offer access to online tools and resources that range from crafts to sports to educational games, and will take that burden off your employees.
Employee Discounts Many employees are facing new financial struggles brought on by the COVID-19 pandemic. Offering employees an easy to access, complimentary discount program that can help them save on day-to-day essentials like groceries, meal delivery, child care, and major purchases like home office equipment, electronics, and more, is a great way employers can alleviate some of their financial burden.
Emotional Health Support In the face of all this demand, working parents may find themselves stretched too thin, experiencing increased stress levels, anxiety and emotional health concerns. That’s why it’s important that employers offer Employee Assistance Programs so employees have somewhere to turn to help manage these emotions. It’s also imperative to regularly share emotional health resources and information to help employees recognize if they have an issue and learn how to cope.
Although employers can’t completely relieve the challenges their employees are facing, offering the best support possible can go a long way to remove some of the burdens they face and in turn, improve focus, productivity and morale.
To learn more about programs that support your employees we’re here to help. Contact us here or call us at (866) 675-3751.
