While balancing work and family commitments is never easy, many people have developed effective strategies. In addition, support for employee caregivers is becoming more widely available from employers and other community sources.
For example, some employers have instituted programs that provide information and referral to community services, such as counseling, respite care or legal assistance; financial assistance for using community-based services such as adult day services; workplace caregiver support groups; paid leave for caregiver activities; and flex-time policies. However, many working caregivers are on their own.
Since 1993, federal law also has offered some support for working caregivers through the Family and Medical Leave Act. This law entitles eligible workers up to 12 weeks a year of unpaid leave for family caregiving without loss of job security or health benefits. Although this protection is valuable, it does not help those who cannot afford to take unpaid leave. The law also has a variety of restrictions that exclude many from coverage, such as company size and the amount of time a worker has been employed.
Here are some tips for balancing work and caregiving:
- Find out your company's policy regarding caregivers and determine whether it offers benefits or services that could help with your situation. Ask your employer if there is an Employee Assistance Program. If you are uncomfortable raising this issue with your supervisor, look in the company's personnel manual or other human resources publications.
- Ask your human resources or personnel department to give you information on the Family and Medical Leave Act. Have them send a copy to your supervisor as well, if appropriate.
- Take advantage of flex-time policies and consider asking for a flexible schedule if a formal policy is not in place. Offer to work a less desirable shift to get flex time, or be willing to make up time taken for caregiving by working days or shifts when most people want to be off. This flexibility on your part shows your employer that you are committed to the company and to your job.
- Consider job-sharing or working part time (as many family caregivers do) if it is feasible for you.
- Whenever possible, avoid mixing work with caregiving. If you have to make phone calls or search the Internet for information related to your parent's needs, do it on your lunch break.
- Manage your time well at home, at work and when you must take time off for caregiving. Set priorities for all these areas, then accomplish the most important items on your list first. Delegate responsibilities at work and at home; others can almost always take some of the burden. Pace yourself; don't do so much in one area that you can't be effective in another.
- Get all the support you can from community resources. While these can be important for all caregivers, those who also have outside jobs have particular needs.
- Consider talking to your supervisor or manager at work about your caregiving issues. It's better for them to understand the reasons you're coming in late or seem preoccupied than to let them draw their own conclusions. Chances are that your company will appreciate your honesty and sense of responsibility toward your family and your job.
- Be sure to thank those at work for the consideration and assistance you receive. Perhaps you could agree to take on an extra assignment or special project when you do have time, to help someone else who has heavy family or other responsibilities.
