Lisa’s Generation Relations Blog

Hello!

Over the years employers have been so concerned with women (and men) needing time off to take care of their sick children, and parents needing flex-time to attend their kids’ soccer games, that many have not focused on a major cost drain that will only GET BIGGER as Boomers start to hit 65+ and the Veteran generation continues to hit their 70’s, 80’s and 90’s…the cost of adult children (like me!) faced with caring for their aging parents.

This is a HUGE issue that has been an issue, but not yet addressed by many companies. Here are some startling facts that people in HR need to be aware of:

- According to Barbara McVicker, author of the new book “Stuck in the Middle…shared stories and tips for caregiving your elderly parents”, 50-70 million Americans provide caregiver support to their elderly loved ones

And other stats from the Council on Aging in Silicon Valley include:

- 70% of those who are working TAKE TIME OFF to provide this care

- 15% of them QUIT THEIR JOBS when full-time care is needed for their elderly loved ones

- California businesses (and in all states) lose BILLIONS of dollars and lost productivity EACH YEAR due to their employees handling elder care of their loved ones

As an HR professional, you need to find ways to save your company the high cost of workplace interruptions and absenteeism. It is time for employers to WAKE UP! The cost to businesses due to absenteeism, stress and reduced productivity will add-up to massive amounts of financial loss for companies that are not prepared to manage this reality.

I recently met with Lorraine Larson at the Council on Aging in Silicon Valley and was floored by these facts but impressed by the services they offer to help companies manage this growing issue. If you don’t live in the Bay Area (or California) then I strongly recommend finding an organization like this in your area to help you prepare your company.

They offer educational services for employers and employees about: Elder Care Planning, In-Home Services, Caregiver Support, Retirement Planning, Long-term Care Insurance Counseling, On-site Work-Life Seminars, AND training for HR and/or workplace supervisors to manage elder care issues they will face with their employees.

This particular organization even has a MOBILE UNIT, their Generational Resource Center (a huge motor home converted into a state-of-the-art “office on wheels”), that will come to your company and help you on-site. How cool is THAT?

Get with it, folks! I’m 44 and my Dad is turning 80 this July. We are working on moving him closer to us and I know once he is here I’ll be taking more time away from work (without regret because I adore him, but for many people this is a financial burden), so I can relate to the issues employers and employees face. Luckily we have organizations like the Council on Aging to help companies and individuals deal with this important fact of life.

Bye for now,

Lisa