How many times have we said to ourselves, “I don’t know what I’ll do if something happens to mom or dad, grandmother or grandfather.” For many Americans, the dreaded time when a beloved family member becomes sick and/or disabled has arrived, presenting families and individuals with all the challenges of caregiving. Caring for an older family member may not sound so difficult but when you consider that 71 percent of all caregivers are employed full-time and more than 40 percent also care for children younger than 18, the additional responsibilities can easily overwhelm a family (statistics from The National Family Caregivers Association, 2000). Studies indicate that caregivers dedicate an average of 18 hours a week to caring for the elderly family member and even more hours if the person has multiple disabilities. 

    Balancing work demands and family needs can take a toll on the caregiving employee both on the job and at home. Almost all employees providing care reported at least one informal adjustment to their work schedules. They made more phone calls, arrived late/left early, or used time off during the day, making up work in the evenings or on weekends (The Metlife Juggling Act Study, 1999). Employers report more formal disruptions such as an increase in the use of sick days, a decrease in the number of hours spent working, early retirement, changing job status from full-time to part-time, lost job benefits and an increase in use of the Family Medical Leave Act, which secures an employee’s job while they use vacation time and unpaid leave to care for a family member. The result of using leave time to give care means employees aren’t getting a break, whether it’s a vacation or just down time with the family. This situation will make more employees and their family members vulnerable to complications such as family discord, parent-child issues, marital issues, stress-related illness and financial problems. Additionally, many caregivers avoid work-related travel, job transfers, and additional training because of time constraints and the need to be close to family, making them less likely to improve their job status and income. 

The prevalence of personal and job-related issues relating to caregivers is on the increase. While in 1990 there were 11 people for every one person needing care, there will only be four people for every person by the year 2050 (Journal of American Medical Association, Dec. 15, 1999, Volume 218, no. 23). Baby Boomers, representing 29.4 percent of the population, are aging so the number of Americans older than age 65 is growing each year, and is expected to reach 62 million by 2025 making understanding, acknowledging and responding to family caregivers in the workplace more important than ever (U.S Census Bureau). 

What can be done for employers and employees to minimize the impact of this trend? 
    
Employees are providing valuable feedback to their employers about their needs as caregivers.

• 65% of employees surveyed thought easier access to flex time would help.
• 60% agreed that pre-tax spending accounts would ease financial challenges.
• 56% agreed that a 1-800 phone number for advice would be beneficial.
• 52% thought that elder care and workplace seminars would help their situations. (NAFE, 1999)

    Further employee studies indicate employees would use a wide variety of services and information if offered by their employers.

• 96% A policy allowing flexible use of sick leave, vacation leave, and family leave for end-of-life situations
• 89% Referrals for information or advice about counseling or bereavement services
• 84% Educational materials about dealing with end-of-life tasks and decisions.
• 82% Referrals to professionals for information or advice about medical care
• 82% Referrals for legal information and advice
• 82% Confidential, individual sessions about facilitating communications among family members and care providers (Last Acts (1999). Research findings from studies with companies and caregivers.) 

• Don’t keep your situation to yourself. Let friends, family and your employer know what you’re trying to do and how you’re feeling.
• Find out about support services available to you and your family members through your employer. You may have access to an employee assistance program.
• Have someone not involved in your family help you set realistic goals for how much is realistic for you to do for your loved one. A counselor, clergy member, or friend may be helpful.
• Watch out for feeling sorry for yourself or like a martyr. While moments of this are normal and expected, when it lasts for days and weeks, it’s a problem. This usually means you aren’t taking care of yourself or being open and clear with others about how they can help.
• Grieving while your loved one is still alive is normal. They are changing and becoming less the person you grew up with and less able to be there for you. This is sad, so be patient with yourself and take time to grieve.
• Plan your own schedule to check in with your loved one. Maybe it’s daily or every other day. Decide the best time of day. Are you most relaxed driving and talking, or do you do better calling from the comfort of home? If you call on a break at work, let the person know how many minutes you can talk at the beginning of the conversation.

FACT: By 2010, workers between the ages of 35 and 44 will shrink by 10.2 percent and by 2015 20 percent of the workforce will be 55+ (Bureau of Labor Statistics).

Suggestions for Long-distance Caregivers

Have important information close at hand and make copies for anyone else in the family who may be required to step in and assist:

• Medical information including doctor(s), medications and diagnosis.
• Contact numbers for insurances, utilities, and business associations.
• Phone numbers of neighbors or close friends. Make sure they have your contact numbers as well.
• Contact a local center for aging and find out about the resources in the community in case your loved one has such a need. You can get information on retirement communities, assisted living centers, home health care and nursing homes.

Many times communities offer special programs regarding specific health issues that are free or low cost. Subscribe to the local paper in your loved ones area so you can remind them of events or opportunities in which may need or want to participate in. It can also provide some conversation topics during phone conversations. 

Have pre-scheduled times to call so they feel connected and can look forward or make notes regarding information they wish to share.
Call a family meeting, even if members live out of state. If they can’t physically be present, perhaps a conference call would work. 

FACT: Women are the primary recipients and providers of long term care (Family Caregivers in the U.S., 1997).


By Rebecca R. Mild
Licensed Professional Counselor
Certified Employee Assistance Professional
INTEGRIS Corporate Assistance Program

Resources

INTEGRIS Third Age Life Center, community based care and coordination of needed services, providing expertise and options in working with the geriatric population. 5300 N. Independence, Suite 210, Oklahoma City, OK 73112, (405) 949-4140.

Areawide Aging Agency, services for persons 60 years and older. 3200 NW 48th Street, Oklahoma City, OK 73112-5911, (405) 942-8500. Internet: www.areawideaging.org

Senior Information Line, (800) 211-2116. This toll-free telephone number links older Oklahomans and their caregivers to information and assistance at the local level.

National Council on the Aging, a national advocate for the elderly. 300 D Street SW Suite 801, Washington, D.C. 20024, (202) 479-1200. Internet: www.ncoa.org