It is obvious that for single parents to be able to stay in the workforce after having children, they will need to have access to appropriate child care through a stay-at-home partner, family, a nanny, child care centers, and back up child care.
Much of the difficulty stems from structural issues such as a mismatch between acceptable and affordable care options and the needs of the working family.
Even when regular child care is unavailable or cannot be attended (e.g., due to illness) or when regular child care cannot be arranged (e.g., due to school closures), employers can clearly play a role in assisting with access to subsidized child care can increase single parents employment and productivity.
There is evidence to suggest that the provision of child care is good for employers. A 2004 study found that “quality child care for employees is important to employers because it improves productivity, reduces absenteeism, cuts turnover and can increase company value.” Thus, in response to demand for this service, more than 80 of Working Mother 100 Best Companies offer either full-service child care or back-up care. Some surveys indicate that 86 percent were able to work on a day they would not have been able to otherwise in the last six months, working an average of six days during that time because of back-up care.
It’s easier for employees to balance work and life with the right support. Backup family care – whether for infants, teens, adults or the elderly – gives your employees an option when they’re in a bind from sick children to injured adults. Everyone benefits when your employees have peace of mind, their loved ones are cared for and the work gets done.
Flexible Spending Accounts - Flexible spending accounts allow employees to deduct pretax dollars from their paychecks to pay for health care services such as co-payments, insurance deductibles and vision and dental expenses? These accounts offer companies a way to help employees manage their health care costs? The maximum amount each eligible employee may contribute to these accounts is determined by the employer? Almost three-quarters (73%) of organizations offered medical flexible spending accounts (IRC Section 125, for all expenses), and 45% reported offering 17 | 2011
Employee Benefits - health care premium flexible spending accounts (IRC Section 125 Cafeteria Plan allowing for premium conversion)
In-home child care: For well or mildly ill children, in-home child care provides working parents with an alternative in the child’s familiar surroundings. Schools/child care programs are closed for vacation, track out of school days, or holidays. Carefully selected Pediatric nursing assistants, with specific pediatric training pass stringent State approved requirements.
In-home adult/elder care: Responsibility for an adult/elderly family member is even more stressful when care arrangements fall through or a sudden change in the adult/elder’s physical condition occurs. When the need arises such asa n adult/elder relative is unexpectedly ill or recovering from medical treatment your employees can tap into our database of certified nursing assistants or in-home aides specializing in adult care.
Our company offers this highly customized, high-quality in home nursing assistant program which is designed for any type of emergency situation when employees’ normal child or adult/elder care arrangements break down.