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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.

American workers are getting about 1.5 less hours of sleep each night compared to just a few decades ago, and at least one-third of all workers are chronically sleep-deprived, according to an article in Inc.

What is all this sleep deprivation doing to their job performance? “One study found insomnia causes the equivalent of 11.3 lost days of productivity annually,” the article notes. “Tally that up, and it amounts to more than $63 billion in lost productivity across the nation each year.”

Of course, lost productivity isn’t the only negative outcome of sleep deprivation. The National Sleep Foundation reports that highly sleepy workers are 70% more likely to be involved in accidents than non-sleepy workers. Equally alarming, poor sleep habits can have devastating consequences on employee health—consequences that can cost employers dearly, particularly those with self-funded healthcare plans. These consequences include higher blood pressure, increased risks for diabetes and heart disease, and a weakened immune system, among others.

The obvious question is … what can your organization do to combat sleep deprivation and its costly outcomes?

Novel Ideas Worth Sleeping On
One thing you might consider, which may seem counterintuitive at first, is to encourage employees to sleep on the job. Well, catnap is more accurate. Google, Huffington Post, and Mercedes-Benz Financial Services are just three companies among many that have taken this step and report positive results. Each of these companies actually provides employees with access to nap pods—specially designed stations where they’re free to catch a few Zs and re-energize during their workday.

Before you dismiss the notion of sleep pods, keep in mind that a CareerBuilder survey of more than 3,200 workers found one in five has called in sick just to get some extra shut-eye, and 43% have caught a coworker sleeping on the job. In light of these realities, in-office naps don’t seem so outlandish. Indeed, roughly 40% of respondents to the CareerBuilder survey said they would take advantage of a nap room if their employers offered one.

As the Inc. article points out, nap pods are just one way a growing number of U.S. companies are addressing the sleep deprivation epidemic. Aetna provides monetary incentives to employees so they get at least seven hours of sleep nightly. Goldman Sachs hires trainers to educate employees about the importance of sleep. And Johnson & Johnson provides coaching programs to help employees combat insomnia.

Another step employers are taking is to address the stress that often underlies insomnia and poor sleep. Helping employees prioritize tasks, ensuring they have the tools and information required to do their jobs, and offering them flexible work schedules can go a long way toward reducing the workplace stress that leads to poor sleep. An Entrepreneur article highlights other ways employers can reduce stress such as cutting down on emails and meetings, providing employees with time to recharge (and enforcing use of these days/times off), and ensuring that employees’ work schedules are reasonable (e.g., capping the number of work hours per week).

Encouraging Healthy Sleep Habits at Your Company
If you’re open to launching an initiative to encourage healthy sleep habits among your employees, here’s a partial list of suggestions to consider from the Wellness Council of America:

• Make the entire c-suite aware of the prevalence and impacts of poor sleep and workplace fatigue. Get their buy-in on combating the problem.
• Review your organization’s work and flexibility policies, then work with relevant departments and functional areas to revise the policies as warranted.
• Publicize the updated policies and follow up with applicable departments to ensure they are being followed.
• Implement a sound sleep solution or program that includes both cognitive behavioral therapy and training that enables employees to overcome habitual and emotional roadblocks to better sleep habits.
• Provide regular sleep education workshops to the entire workforce.
• Include fatigue as a prominent topic in your safety sessions, and share fatigue risk factors in your newsletters and other communications.
• Make educational materials available to your entire workforce.
• Incorporate activities like sleep disorder screenings and a sleep management course into your wellness program. Consider incentivizing them when appropriate.

Interested in reading more about the impact of sleep on workplace productivity? Check out the fascinating study of nearly 600,000 workers published in the American Journal of Health Promotion. It will not only help you understand exactly what’s at stake for you and your employees, but it can be a tremendous asset in helping you build a business case for a results-based sleep initiative.

If you’d like to learn more about how we can support your workforce and their unique needs, contact us here or call us at (866) 675-3751.

Kevin joined LifeCare in 2017 as a Daily Needs Financial Hardship Researcher where he has been responsible for locating community resources, such as financial assistance, housing and other basic necessities for members facing financial emergencies. Additionally, Kevin has over ten years of experience in research and account management. He earned his Bachelor of Arts degree in English from Marist College with a Minor in Cinema Studies. Kevin currently lives in Shelton, CT with his partner Eric and two cats Frosty and Korra. He is an avid film fan and also enjoys drawing, magazine collage, reading, swimming and windsurfing.

Q: How do you approach research?
A: I try to put myself in the members’ shoes and look for the best resources to help them. However, I also think about the bigger picture of what they really need, which might be a little different than what they think they need.

Q: Why is finding right matches for members so important?
A: Most of the people I’m helping are in tough shape financially, many are at risk of homelessness or are currently homeless. I try to do my best to find resources that have funding and look like they may be able to help my member, because the stakes are very high for many of them and they’re looking at us as their last resort.

Q: What is your goal for each case?
A: My goal is to find as many resources as I can for each member in the most efficient and time effective way as possible. I also attempt to educate the member on the type of resources there is funding for in their area and suggest additional resources we can help them find.

Q: What are some memorable cases you’ve worked on?
A: I’m an animal lover and have two cats, so the cases with pets usually stay with me. I worked on a case yesterday where the member had to give his dog to a friend temporarily after he had a fire in his house and had to relocate. I was able to find three dog friendly apartments for him.

Q: What is the best part of your job?
A: I find my work rewarding and feel good about what I’ve done with my day when I go home at night. I also love my coworkers and it may be cliché, but everyone here is incredibly friendly and supportive, which is such a refreshing change from some other work environments I’ve been a part of.

Q: How do you work with your team as a whole?
A: I am positive, enthusiastic, supportive and fun. I try to be encouraging of my team and help come up with fun activities to keep everyone in a happy mood.

Q: What advice would you give to someone who doesn’t know if LifeCare can help them?
A: I would tell them to give it a try since there is something for everyone, whether you’re looking for a hard to find service or a LifeMart discount.

Q: In your opinion, what makes your role/team so special?
A: I enjoy working on the Financial Hardship cases because some members are dealing with difficult life events and it feels good to lend out a hand and help someone who clearly needs it. My Daily Needs team is really awesome! They are very efficient and resilient. Everyone is extremely collaborative and resourceful, as well as hilarious and fun.

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.

Millions of workers from the retail, hospitality and medical fields have never logged a traditional 40-hour, Monday-to-Friday workweek. Now, millions more from a growing array of industries are joining them, as more companies adopt a four-day workweek and workers everywhere are clamoring for flexible work arrangements.

With work schedules and the nature of work itself continuing to evolve, so are the programs employers rely on to keep workers engaged and productive. Backup care is a prime example.

Backup care programs have been an invaluable help to workers who are raising children and caring for older loved ones. Backup care kicks in when their regular, day-to-day care arrangements inevitably go awry. With backup care in place, employees don’t have to miss work or scramble at the last minute to find alternate arrangements. However, many legacy backup care programs have key drawbacks: they restrict employees to using providers limited to traditional business hours, and they’re often focused solely on child care.

As a result, employers are adopting a new model of backup care—one that provides greater levels of flexibility and comprehensiveness.

The 3 Pillars of Results-Driven Backup Care
By their very design, programs with limited networks and care options are destined to deliver limited results. Even worse, they can prompt workers with caregiving responsibilities to look for a new employer that’s more supportive of family caregivers. On the other hand, programs that maximize flexibility and comprehensiveness achieve the best results for employers and employees alike. Here’s how:

1. They maximize employee choice. This is the hallmark of a flexible backup care program—one built to deliver strong results. Flexibility means employees have access to an extensive network of vetted, high-quality providers (both center-based and in-home options) but they’re also free to go out of network to use providers and facilities they know and trust. Legacy programs often force employees to stay within their limited networks and even use facilities that are owned or operated by the program provider itself. Flexibility also means employees have the option of using their own privately secured caregiver to provide care and to be reimbursed accordingly when they do so.

2. They’re inclusive of all types of employee needs. Yes, backup child care is a vital benefit. After all, the U.S. Census Bureau says that 43% of children in the U.S. have a parent who works a nontraditional schedule. However, truly effective backup care programs address all types of care including adult care (for spouses, parents and other adult relatives), self care, and even pet care. Comprehensive programs are especially helpful to employees who work extended hours or take on shift work unexpectedly (nurses, for example), those who travel for business, and those who have to deal with emergency situations (firefighters, law enforcement, etc.). By offering comprehensive backup care options, rather than child care alone, employers provide a more equitable solution that can improve the lives and productivity of all employees.

3. They’re accessible 24/7 and provide personal assistance. Programs that provide access only to an online database of caregivers simply aren’t helpful enough. The most effective backup care programs provide assistance at all times, as disruptions in care arrangements typically occur at the most inconvenient times: a child becomes ill in the middle of the night, a snowstorm closes school just ahead of the day’s start, caregivers call in sick a few hours before their start time, etc. That’s why backup care programs must provide employees with immediate assistance around the clock and 365 days a year, and this assistance should come from live care representatives who are reachable by telephone and online at all times. These representatives should be highly trained to assess employees’ needs and help them find the best care for their individual needs.

The Business Benefits Abound
This flexible model of backup care delivers a powerful array of hard and soft returns on your investment including reduced absenteeism and presenteeism, improved employee engagement and health, and greater retention of your precious talent.

That last item is worth the price of investment on its own, as the number of employees in the U.S. who are taking on family caregiving responsibilities continues to escalate. And with the concurrent rise in the number of people working nontraditional schedules, caregiving and backup care will become hot button issues in the war to win and retain talent.

Having access to dependable backup care isn’t a mere perk for these growing ranks of workers. It’s a lifeline enabling them to meet the demands of their jobs and their family obligations.

If you’d like to learn more about implementing a highly flexible and comprehensive backup care program designed to meet the unique needs of your unique population , contact us here or call us at (833) 282-3366.

Karishma joined LifeCare in July 2016, and in her current role as Parenting and Education Specialist, she is responsible for receiving phone calls from members and completing needs assessment intakes that range from child care, academics, special needs, prenatal, parenting and more. She earned her Bachelor of Arts degree in Human Development/Family Studies and Psychology from the University of Connecticut. Karishma currently lives in Milford, CT. She enjoys being outdoors, going to the gym and loves eating sushi.

Q: When a member calls, what is the first thing you ask?
A: The first thing I ask is how they are doing, followed by what their exact needs are and to elaborate on them so we can better assist.

Q: How do you approach each call?
A: I approach each call with a friendly and soft tone as well as openness and readiness to prepare for what may or may not be challenging. I try to approach each call with empathy and try to put myself in their shoes to better understand their situation.

Q: What is your goal for each case?
A: My goal is to make sure all bases have been covered, that I have exhausted the search options and send information that most closely fits the member’s needs.

Q: What are some memorable cases you’ve worked on?
A: One memorable case that I’ve worked on was after speaking to the member, I was searching for in-patient facilities for a 13 year old that had a history of attempting suicide many times in the past, and she needed the resources as soon as possible. I have never connected more than with this mother who was in terror and fear hoping that we could find a center suitable for her child. After doing extensive research, I was able to locate multiple referrals for in-patient facilities that could accommodate the member’s needs. The member said they were perfect fits and she was very thankful for our service. I then followed up with the member to make sure she received her materials and even spoke with her weeks after to make sure her daughter was doing okay. I still think about this member from time to time.

Q: What is the best part of your job?
A: The best part of my job is knowing that I made a difference in members lives and that is the most rewarding feeling. Also, when I receive positive feedback from the cases I’ve completed reminds me that I am helping others and it makes me feel proud of the company I work for.

Q: What is the hardest part of your job?
A: The hardest part of my job is taking phone calls that are very sensitive in nature and helping someone cope through their difficult issue. Sometimes after building a connection, I wonder how the member is doing after a few days which reminds me to follow up with them.

Q: How do you connect with the members you help?
A: I connect with the members I help by empathizing with their situation and asking as many questions as I can in order to better understand them.

Q: What advice would you give to someone who doesn’t know if LifeCare can help them?
A: I would tell them to give us a try and see what we can come up with. We can provide resources on almost anything so it doesn’t hurt for them to at least call to make the initial step.

Q: In your opinion, what makes your role/team so special?
A: I have a passion for helping people and making a difference, especially when it comes to child care. I am proud to be on the Parenting and Education Team because my goal is to assist families to the best of my abilities and leave them feeling relieved that they called us.

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.

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.

No matter how you slice or dice the data, absenteeism and presenteeism continue to be major drains on the nation’s employers. Here are just a few of the ways researchers are counting the costs:

• U.S. workers miss more than half a billion work days every year, according to the Employer Assistance and Resource Network.

• The Centers for Disease Control and Prevention reports that absenteeism costs a total of $225.8 billion annually in lost productivity in the U.S. alone.

• The American Productivity Audit estimates that presenteeism costs the U.S. economy $150 billion every year.

• Workforce solutions provider Circadian estimates that unscheduled absenteeism costs roughly $3,600 per year for each hourly worker and $2,650 per year for each salaried employee.

There are a number of reasons employees go absent or tune out while on the job. Some of those reasons, such as illness and attending to caregiving responsibilities, are valid and can’t always be avoided. Other reasons are far more troubling to employers—burnout, disengagement, and poor morale, among them.

Solving Your Company’s Problems
To solve your organization’s specific absenteeism and presenteeism issues, you need to understand what’s driving them. For the best possible insights, you should begin an honest, ongoing dialogue with your employees. Performance reviews, employee surveys, and exit interviews are just some of the channels you can use to sustain this dialogue and gather insights. However you go about it, employees must feel they can communicate safely and without fear of reprisal. If they don’t, you might never learn what’s truly driving their absenteeism and disengagement.

Solving your specific absenteeism/presenteeism issues may require a mix of strategies and tactics including carefully measuring and tracking absences, implementing absenteeism management policies, restructuring PTO policies, conducting employee engagement and satisfaction surveys, and revitalizing your health and wellness initiatives.

Generally speaking, flexible work schedules and remote work opportunities can go a long way toward helping to reduce absenteeism. A few years ago, the Society for Human Resource Management (SHRM) reported that a third of the companies it surveyed experienced a drop in absenteeism after launching flex-time policies.

Another solution that can help address many of the causes of absenteeism and presenteeism is integrating a variety of support programs into your employee benefits package.

Get Your People Back on Track with These Powerful Programs
There are a growing array of support programs that will keep your employees from going absent and checking out while on the job. The following four represent a great starting point for any company:

1. Work-Life Programs—A high-quality work-life program saves your employees time, money, and stress on the full range of work-life needs including child and elder care challenges, financial and legal matters, health and wellness issues, and more. In 2018, 72% of people who used LifeCare’s work-life services said those services increased their overall productivity … 80% reported an increase in loyalty to their employers … And 82% said their stress levels were lower as a result.
2. Backup Care Programs—It’s inevitable that your employees’ child and elder care arrangements will break down. Without a backup care program in place, employees will likely have to scramble to find alternate arrangements, with varying degrees of success. Many will even elect to miss work. With a flexible backup care program at their disposal, however, your company’s caregivers will easily find reliable, affordable care and they won’t have to miss work or be distracted while on the job.
3. Senior Care Management Programs—Without the right support, caring for older loved ones can be difficult. But a trustworthy senior care management program can save your employees valuable amounts of time, energy and stress—and helps them remain focused at work. LifeCare’s comprehensive senior care management program, for example, provides a spectrum of invaluable services such as in-person assessments at the elder’s home, detailed care recommendations, 24/7 telephonic and online services for your employees; and more.
4. Homework Assistance Programs—When your company’s parents struggle to help their children with homework and school assignments, it can be a major source of worry and distraction. Programs like LifeCare’s Homework Connection provide 24/7 access to tutors, on-demand study guides, educational resources, and interactive learning tools. There’s even an option for tutoring for college level students.

These are just four of the programs you can implement to slash your organization’s absenteeism and presenteeism costs. Plus, they’ll make your benefits package a major draw in winning and retaining talent.

If you’d like to learn more about implementing a results-driven, combined work-life/EAP program, contact us here or call us at (866) 675-3751.