Are you tired of struggling to keep your employees happy and loyal to your company? Are you looking for a comprehensive solution to effectively manage your employees′ needs and improve their loyalty? Look no further, because we have the perfect product for you - the Caring For Employees and Employee Loyalty Knowledge Base.
Our dataset contains 1584 carefully prioritized requirements, solutions, benefits, results and real-life case studies, all specifically tailored towards caring for employees and improving employee loyalty.
This knowledge base covers urgent and critical questions that every employer should ask to ensure employee satisfaction and loyalty.
With our product, you will have all the necessary tools to keep your employees happy, engaged, and loyal to your company.
What sets our Caring For Employees and Employee Loyalty Knowledge Base apart from competitors and alternatives is its comprehensive coverage and user-friendly interface.
Our dataset is designed by professionals, for professionals, making it the go-to resource for anyone looking to improve their company′s employee care strategies.
It is a DIY and affordable alternative to expensive consulting services, allowing you to save time and money while still achieving excellent results.
With our product, you will have access to detailed and specific information on how to effectively care for your employees, including the latest research and industry insights.
You can easily navigate through different categories and find the information most relevant to your company′s needs.
Our knowledge base is a one-stop-shop for all your employee care and loyalty needs.
Not only is the Caring For Employees and Employee Loyalty Knowledge Base a must-have for businesses, but it is also a vital resource for individuals looking to enhance their leadership skills and create a positive work culture.
It covers a wide range of topics, from employee wellness and benefits to communication and recognition strategies.
But don′t just take our word for it - try it out for yourself and see the results firsthand.
Our product has been used by numerous companies and has helped them achieve significant improvements in employee satisfaction and loyalty.
And the best part? It comes at a fraction of the cost of traditional consulting services.
In conclusion, if you want to be a successful employer and create a positive work environment, the Caring For Employees and Employee Loyalty Knowledge Base is the ultimate resource for you.
With its comprehensive coverage, user-friendly interface, and proven results, it is the perfect product for any business looking to prioritize their employees′ well-being and loyalty.
So why wait? Invest in the future of your company and get your hands on the Caring For Employees and Employee Loyalty Knowledge Base today.
Does your organization offer any services or programs for employees who are caring for an older person?
Caring For Employees
Caring for employees refers to the support and assistance provided by an organization for employees who are responsible for caring for an older person, such as a family member or loved one. This may include services or programs designed to help employees balance their work responsibilities with their caregiving duties.
1. Flexible Work Arrangements: Allows employees to adjust their schedules to accommodate caregiving responsibilities, leading to increased job satisfaction and loyalty.
2. Employee Assistance Programs: Provides resources and support for employees dealing with caregiving challenges, boosting their well-being and retention.
3. Paid Time Off: Offers paid time off for employees to care for their family members, showing appreciation and promoting work-life balance.
4. Dependent Care FSA: Allows employees to set aside pre-tax money for dependent care expenses, easing the financial burden of caregiving.
5. Remote Work Options: Allows employees to work from home or remotely, providing more flexibility for handling caregiving responsibilities and improving work-life balance.
6. Caregiving Leave: Offers dedicated leave specifically for caregiving, allowing employees to take time off without feeling guilty or jeopardizing their job security.
7. Educational Resources: Provides employees with access to educational resources on topics related to caregiving, equipping them with the necessary skills and knowledge to better manage their responsibilities.
8. Support Groups: Offers support groups for employees caring for older loved ones, creating a sense of community and reducing feelings of isolation.
9. Subsidized Caregiving Services: Provides subsidies or discounts for external caregiving services, giving employees peace of mind knowing their loved ones are receiving proper care while they work.
10. Employee Recognition: Recognizes and celebrates employees who are caregivers, showcasing the organization′s appreciation for their dedication and commitment.
CONTROL QUESTION: Does the organization offer any services or programs for employees who are caring for an older person?
Big Hairy Audacious Goal (BHAG) for 10 years from now:
In 10 years, our organization will strive to become the leading advocate for employee wellness and support when it comes to caring for elderly family members. We will have established a comprehensive care program that includes resources, guidance, and financial assistance for employees who are juggling work and caring for an older person.
Our goal is to create a workplace culture that values and supports caregivers, providing them with the necessary tools and resources to balance their responsibilities and maintain their own well-being. This will be reflected in our policies, benefits, and overall organizational culture.
We aim to collaborate with local community organizations and experts in the field to offer tailored solutions and support for employees caring for aging relatives. This will include education on relevant topics, such as navigating the healthcare system, managing finances, and promoting self-care for caregivers.
Through our program, we will also strive to provide flexible work arrangements, such as telecommuting and alternative schedules, to accommodate the needs of our employees who are caregivers.
By 2030, we envision our organization to be a model for other companies when it comes to supporting and caring for employees who are caring for elderly family members. Our ultimate goal is to create a more compassionate and understanding workplace for all, where both professional and personal responsibilities are valued and supported.
"The range of variables in this dataset is fantastic. It allowed me to explore various aspects of my research, and the results were spot-on. Great resource!"
Synopsis:
Caring for Employees (CFE) is a large corporation with over 10,000 employees in various locations across the United States. The company is committed to creating a positive and supportive work environment for its employees, recognizing that their well-being is crucial to the success of the organization. However, as the company’s workforce ages, many employees are facing the challenge of caring for an older family member while balancing work responsibilities. CFE recognizes the strain this could put on its employees and is considering implementing services or programs to support them.
Consulting Methodology:
To develop a comprehensive understanding of the needs of CFE’s employees who are caring for an older person, our consulting team conducted a thorough analysis of current trends, best practices, and research in the area of employee caregiving. This was done by reviewing existing consulting whitepapers, academic business journals, and market research reports on this topic. Additionally, we conducted surveys and focus groups with CFE employees to gather first-hand insights and understand their perspectives and experiences.
Deliverables:
Based on the analysis and research, we recommended the implementation of a holistic program to support employees who are caring for an older person. Our deliverables included a comprehensive program design that addressed both the physical and emotional challenges faced by employee caregivers. This program aimed to provide resources, tools, and guidance to help employees manage their caregiving responsibilities effectively while maintaining their work performance and well-being. The key components of the program were:
1. Information and Resources: A dedicated section on the company’s intranet portal that provided easy access to information and resources related to elder care. This included links to government agencies, online support groups, and articles on topics such as healthcare, legal and financial issues.
2. Caregiver Support Groups: Monthly support groups facilitated by a professional mental health counselor. These sessions provided a safe space for employees to share their experiences, seek advice, and receive emotional support from their peers.
3. Flexible Work Arrangements: Fostering a culture of flexibility, the company decided to allow employees to adjust their work schedules based on their caregiving needs. This could include options such as reduced working hours, telecommuting, and flexible leave policies.
4. Counseling Services: Access to counseling services, either in-person or virtual, was offered to employees who needed professional support in managing the challenges of caregiving.
5. Training and Education: Workshops and seminars conducted by experts were organized to educate employees on topics such as stress management, self-care, and communication skills while caregiving.
6. Caregiver Assessment and Referral: An online caregiver assessment tool was introduced, which helped employees identify their needs and suggested appropriate services and resources available to them.
Implementation Challenges:
During the implementation phase of the program, we identified some potential challenges that needed to be addressed to ensure the program′s success. These included resistance from managers in allowing flexibility, lack of awareness and stigma around seeking mental health support, and the need for ongoing funding to sustain the program.
To overcome these challenges, we proposed a comprehensive change management plan that involved consulting with key stakeholders and gaining their buy-in. Additionally, we created a communication strategy to raise awareness about the program, its benefits, and the importance of supporting employee caregivers.
KPIs:
To measure the effectiveness of the program, we recommended the following key performance indicators (KPIs):
1. Employee Satisfaction: We proposed conducting an annual survey to assess employee satisfaction with the program′s different components and identify areas for improvement.
2. Employee Retention: By tracking the retention rates of employees caring for an older person before and after the implementation of the program, we aimed to determine if the program had a positive impact on employee retention.
3. Productivity: We suggested monitoring the productivity levels of employees who opted for flexible work arrangements to determine if there was any significant change in their performance.
4. Utilization of Program Resources: By tracking the number of employees who accessed the program′s resources and services, we aimed to understand which components were most beneficial and make necessary adjustments.
5. Employee Feedback: Conducting regular feedback sessions with employee caregivers to understand their experience with the program and make improvements accordingly.
Management Considerations:
To ensure the long-term success of the program, we recommended the creation of a dedicated team to oversee its implementation and management. This team would be responsible for conducting regular reviews, obtaining feedback, and making necessary adjustments based on the feedback received.
Furthermore, CFE must allocate sufficient resources and budget to support the program and make it a sustainable initiative. By promoting a culture of flexibility and understanding among managers, and fostering a supportive work environment, the company can create a positive work-life balance for its employee caregivers.
Conclusion:
The decision to provide services and programs for employees caring for an older person reflects CFE′s commitment to its employees′ well-being. By implementing a holistic program, the organization can provide practical support and resources to its employee caregivers, improve their mental health, and ultimately lead to increased employee satisfaction and productivity. Furthermore, this will also position CFE as an employer of choice and enhance its reputation as a socially responsible organization.
Citations:
1. Harvard Business Review: “How Employers Can Support Working Caregivers”, by Joe Fuller, Manjari Raman, and Allison Hoffman.
2. Society for Human Resource Management: “Facts about caregiving and its impact on work”, by Lin Grensing-Pophal, SHRM-SCP.
3. AARP Public Policy Institute: “Caregiving in the United States 2020 Report”.
4. MetLife Mature Market Institute: “The MetLife Study of Working Caregivers and Employer Health Care Costs”.
5. Deloitte Insights: “When caregiving and work collide: How employers can support their employees who are also caregivers”.
Our dataset contains 1584 carefully prioritized requirements, solutions, benefits, results and real-life case studies, all specifically tailored towards caring for employees and improving employee loyalty.
This knowledge base covers urgent and critical questions that every employer should ask to ensure employee satisfaction and loyalty.
With our product, you will have all the necessary tools to keep your employees happy, engaged, and loyal to your company.
What sets our Caring For Employees and Employee Loyalty Knowledge Base apart from competitors and alternatives is its comprehensive coverage and user-friendly interface.
Our dataset is designed by professionals, for professionals, making it the go-to resource for anyone looking to improve their company′s employee care strategies.
It is a DIY and affordable alternative to expensive consulting services, allowing you to save time and money while still achieving excellent results.
With our product, you will have access to detailed and specific information on how to effectively care for your employees, including the latest research and industry insights.
You can easily navigate through different categories and find the information most relevant to your company′s needs.
Our knowledge base is a one-stop-shop for all your employee care and loyalty needs.
Not only is the Caring For Employees and Employee Loyalty Knowledge Base a must-have for businesses, but it is also a vital resource for individuals looking to enhance their leadership skills and create a positive work culture.
It covers a wide range of topics, from employee wellness and benefits to communication and recognition strategies.
But don′t just take our word for it - try it out for yourself and see the results firsthand.
Our product has been used by numerous companies and has helped them achieve significant improvements in employee satisfaction and loyalty.
And the best part? It comes at a fraction of the cost of traditional consulting services.
In conclusion, if you want to be a successful employer and create a positive work environment, the Caring For Employees and Employee Loyalty Knowledge Base is the ultimate resource for you.
With its comprehensive coverage, user-friendly interface, and proven results, it is the perfect product for any business looking to prioritize their employees′ well-being and loyalty.
So why wait? Invest in the future of your company and get your hands on the Caring For Employees and Employee Loyalty Knowledge Base today.
Discover Insights, Make Informed Decisions, and Stay Ahead of the Curve:
Key Features:
Comprehensive set of 1584 prioritized Caring For Employees requirements. - Extensive coverage of 253 Caring For Employees topic scopes.
- In-depth analysis of 253 Caring For Employees step-by-step solutions, benefits, BHAGs.
- Detailed examination of 253 Caring For Employees case studies and use cases.
- Digital download upon purchase.
- Enjoy lifetime document updates included with your purchase.
- Benefit from a fully editable and customizable Excel format.
- Trusted and utilized by over 10,000 organizations.
- Covering: Training Budgets, Collaborative Relationships, Opportunities For Creativity, Rewards Recognition, Development Opportunities, Accessible Resources, Engaging Leaders, Diversity Training, Company Policies And Procedures, Sabbatical Leave, Opportunities For Growth, Employee Morale, Caring Leadership, Company Reputation, Opportunity For Creativity, Flexible Scheduling, Trust In Company Leadership, Legal Compliance, Positive Relationships, Collaborative Work Environment, Meaningful Job, Diverse Hiring Practices, Workload Management, Cultural Competence, Recognition Technology Platforms, Continuous Feedback, Team Member Support, Goal Alignment, Performance Reviews, Meaningful Contributions, Social Responsibility, Competitive Wages, Innovative Work Culture, Employee Feedback Systems, Innovative Ideas, Opportunity For Advancement, Open Door Policy, Strategic Alignment, Inclusive Communication, Collaborative Problem Solving, Profit Sharing Programs, Consistent Company Values, Supportive Management, Corporate Citizenship, Meaningful Work, Encouraging Leadership, Personal Growth, Workplace Flexibility, Employee Engagement Training, Personal Growth Plans, Building Trust, Employee Growth And Development, Effective Leadership, Mentoring Relationships, Fair Treatment Of Employees, Self Assessment Tools, Competitive Benefits, Job Satisfaction, Support For Remote Workers, Competitive Work Environment, Leadership Transparency, Cross Training, Fair Competition, Ethical Leadership, Professional Development Opportunities, Volunteer Opportunities, Company Values, Team Cohesion, Fair Discipline, Effective Collaboration, Flexible Work Environment, Inclusion Strategies, Employee Satisfaction, Psychological Safety, Workplace Policies, Employee Rewards, Mentorship Programs, Healthy Work Environment, Inclusion And Belonging, Team Bonding Activities, Leadership Development, Challenging Projects, Employee Burnout, Reward Incentives, Managing Work Stress, Cross Functional Teams, Social Impact Programs, Empowerment And Trust, Effective Team Communication, Joint Decision Making, Mental Health Wellness, Transparency In Decision Making, Strategic Execution, Personal Development Plans, Performance Evaluation, Mental Health Support, Positive Work Environment, Celebrating Achievements, Employee Engagement Surveys, Employee Autonomy, Employee Satisfaction Surveys, Career Growth, Fair Compensation, Flexibility In Schedule, Leadership Accountability, Respectful Communication, Wellness Challenges, Clear Communication, Employee Loyalty, Profit Per Employee, Feedback Culture, Professional Development Plans, Cross Training Programs, Corporate Image, Encouraging Feedback, Supportive Managers, Caring For Employees, Growth Mindset, Employee Motivation, Career Enrichment, Competitive Compensation Packages, Genuine Leadership, Leadership Accountability Measures, Communication Effectiveness, Corporate Values, Corporate Branding, Health And Wellness Programs, Respectful Workplace, Employee Appreciation, Open Communication Channels, Recognition And Rewards, Employee Recognition, Employee Referrals, Effective Employee Engagement, Sustainable Practices, Work Life Fit, Constructive Feedback, Work Life Harmony, Incentive Compensation Plans, Effective Communication Channels, Ethical Business Practices, Employee Engagement Incentives, Employee Advancement, Cross Training Opportunities, Fair Disciplinary Actions, Employee Investment, Building Relationships, Ethical Behavior, Job Security, Cultural Sensitivity, Job Enrichment, Celebrating Diversity, Honest Feedback, Employee Volunteering, Strategic Planning, Employee Buy In, Trust In Colleagues, Meaningful Relationships, Professional Development Funding, Mental Wellness, Cultural Diversity, Empowering Work Environment, Inclusive Leadership, Shared Company Values, Flexible Work Arrangements, Performance Recognition Programs, Recognition Technology, Employee Recognition And Rewards Programs, Employee Innovation Programs, Effective Decision Making, Transparent Communication, Employee Satisfaction Metrics, Company Mission, Collaborative Decision Making, Balanced Workload, Transparent Decision Making, Transparency With Goals, Diversity Inclusion, Work Life Integration, Flexible Remote Work, Equal Pay, Workplace Trust, Empowered Decision Making, Empowerment And Autonomy, Diverse Leadership, Volunteer Time Off, Autonomy And Accountability, Conflict Resolution, Employee Involvement, Career Growth Opportunities, Collaborative Thinking, Employee Advocacy Groups, Diversity In Hiring, Corporate Responsibility, Workplace Safety, Virtual Team Collaboration, Effective Change Management, Fair Workload Distribution, Company Vision Alignment, Employee Engagement Strategies, Positive Company Culture, Employee Loyalty Programs, Company Vision, Cross Functional Projects, Community Involvement, Mentoring And Coaching Opportunities, Employee Empowerment, Strong Company Culture, Employee Recognition Programs, Fair Pay, Career Pathways, Positive Feedback, Professional Relationships, Employee Recognition Initiatives, Employee Development, Employee Perks, Company Loyalty, Employee Satisfaction Analytics, Employee Engagement Challenges, Professional Networks, Investing In Employee Development, Transparency In Communication, Training Opportunities, Feedback And Recognition, Open Door Communication, Service Loyalty Program, Cultivating Talent, Employee Retention, Employee Motivation Programs, Empathy In Leadership, Diversity In Leadership, Employee Well Being, Inclusive Workplace, Equal Opportunity, Healthy Work Life Balance, Fair Performance Reviews, Continuous Improvement, Leadership Support, Trust In Leadership, Work Life Balance, Employee Well Being Programs, Performance Bonuses, Corporate Sponsorship, Workplace Community, Career Advancement, Compensation Benefits, Dignity At Work, Continuous Engagement, Teamwork And Collaboration, Diversity Recruitment, Company Commitment, Workplace Democracy, Data Driven Decisions
Caring For Employees Assessment Dataset - Utilization, Solutions, Advantages, BHAG (Big Hairy Audacious Goal):
Caring For Employees
Caring for employees refers to the support and assistance provided by an organization for employees who are responsible for caring for an older person, such as a family member or loved one. This may include services or programs designed to help employees balance their work responsibilities with their caregiving duties.
1. Flexible Work Arrangements: Allows employees to adjust their schedules to accommodate caregiving responsibilities, leading to increased job satisfaction and loyalty.
2. Employee Assistance Programs: Provides resources and support for employees dealing with caregiving challenges, boosting their well-being and retention.
3. Paid Time Off: Offers paid time off for employees to care for their family members, showing appreciation and promoting work-life balance.
4. Dependent Care FSA: Allows employees to set aside pre-tax money for dependent care expenses, easing the financial burden of caregiving.
5. Remote Work Options: Allows employees to work from home or remotely, providing more flexibility for handling caregiving responsibilities and improving work-life balance.
6. Caregiving Leave: Offers dedicated leave specifically for caregiving, allowing employees to take time off without feeling guilty or jeopardizing their job security.
7. Educational Resources: Provides employees with access to educational resources on topics related to caregiving, equipping them with the necessary skills and knowledge to better manage their responsibilities.
8. Support Groups: Offers support groups for employees caring for older loved ones, creating a sense of community and reducing feelings of isolation.
9. Subsidized Caregiving Services: Provides subsidies or discounts for external caregiving services, giving employees peace of mind knowing their loved ones are receiving proper care while they work.
10. Employee Recognition: Recognizes and celebrates employees who are caregivers, showcasing the organization′s appreciation for their dedication and commitment.
CONTROL QUESTION: Does the organization offer any services or programs for employees who are caring for an older person?
Big Hairy Audacious Goal (BHAG) for 10 years from now:
In 10 years, our organization will strive to become the leading advocate for employee wellness and support when it comes to caring for elderly family members. We will have established a comprehensive care program that includes resources, guidance, and financial assistance for employees who are juggling work and caring for an older person.
Our goal is to create a workplace culture that values and supports caregivers, providing them with the necessary tools and resources to balance their responsibilities and maintain their own well-being. This will be reflected in our policies, benefits, and overall organizational culture.
We aim to collaborate with local community organizations and experts in the field to offer tailored solutions and support for employees caring for aging relatives. This will include education on relevant topics, such as navigating the healthcare system, managing finances, and promoting self-care for caregivers.
Through our program, we will also strive to provide flexible work arrangements, such as telecommuting and alternative schedules, to accommodate the needs of our employees who are caregivers.
By 2030, we envision our organization to be a model for other companies when it comes to supporting and caring for employees who are caring for elderly family members. Our ultimate goal is to create a more compassionate and understanding workplace for all, where both professional and personal responsibilities are valued and supported.
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Caring For Employees Case Study/Use Case example - How to use:
Synopsis:
Caring for Employees (CFE) is a large corporation with over 10,000 employees in various locations across the United States. The company is committed to creating a positive and supportive work environment for its employees, recognizing that their well-being is crucial to the success of the organization. However, as the company’s workforce ages, many employees are facing the challenge of caring for an older family member while balancing work responsibilities. CFE recognizes the strain this could put on its employees and is considering implementing services or programs to support them.
Consulting Methodology:
To develop a comprehensive understanding of the needs of CFE’s employees who are caring for an older person, our consulting team conducted a thorough analysis of current trends, best practices, and research in the area of employee caregiving. This was done by reviewing existing consulting whitepapers, academic business journals, and market research reports on this topic. Additionally, we conducted surveys and focus groups with CFE employees to gather first-hand insights and understand their perspectives and experiences.
Deliverables:
Based on the analysis and research, we recommended the implementation of a holistic program to support employees who are caring for an older person. Our deliverables included a comprehensive program design that addressed both the physical and emotional challenges faced by employee caregivers. This program aimed to provide resources, tools, and guidance to help employees manage their caregiving responsibilities effectively while maintaining their work performance and well-being. The key components of the program were:
1. Information and Resources: A dedicated section on the company’s intranet portal that provided easy access to information and resources related to elder care. This included links to government agencies, online support groups, and articles on topics such as healthcare, legal and financial issues.
2. Caregiver Support Groups: Monthly support groups facilitated by a professional mental health counselor. These sessions provided a safe space for employees to share their experiences, seek advice, and receive emotional support from their peers.
3. Flexible Work Arrangements: Fostering a culture of flexibility, the company decided to allow employees to adjust their work schedules based on their caregiving needs. This could include options such as reduced working hours, telecommuting, and flexible leave policies.
4. Counseling Services: Access to counseling services, either in-person or virtual, was offered to employees who needed professional support in managing the challenges of caregiving.
5. Training and Education: Workshops and seminars conducted by experts were organized to educate employees on topics such as stress management, self-care, and communication skills while caregiving.
6. Caregiver Assessment and Referral: An online caregiver assessment tool was introduced, which helped employees identify their needs and suggested appropriate services and resources available to them.
Implementation Challenges:
During the implementation phase of the program, we identified some potential challenges that needed to be addressed to ensure the program′s success. These included resistance from managers in allowing flexibility, lack of awareness and stigma around seeking mental health support, and the need for ongoing funding to sustain the program.
To overcome these challenges, we proposed a comprehensive change management plan that involved consulting with key stakeholders and gaining their buy-in. Additionally, we created a communication strategy to raise awareness about the program, its benefits, and the importance of supporting employee caregivers.
KPIs:
To measure the effectiveness of the program, we recommended the following key performance indicators (KPIs):
1. Employee Satisfaction: We proposed conducting an annual survey to assess employee satisfaction with the program′s different components and identify areas for improvement.
2. Employee Retention: By tracking the retention rates of employees caring for an older person before and after the implementation of the program, we aimed to determine if the program had a positive impact on employee retention.
3. Productivity: We suggested monitoring the productivity levels of employees who opted for flexible work arrangements to determine if there was any significant change in their performance.
4. Utilization of Program Resources: By tracking the number of employees who accessed the program′s resources and services, we aimed to understand which components were most beneficial and make necessary adjustments.
5. Employee Feedback: Conducting regular feedback sessions with employee caregivers to understand their experience with the program and make improvements accordingly.
Management Considerations:
To ensure the long-term success of the program, we recommended the creation of a dedicated team to oversee its implementation and management. This team would be responsible for conducting regular reviews, obtaining feedback, and making necessary adjustments based on the feedback received.
Furthermore, CFE must allocate sufficient resources and budget to support the program and make it a sustainable initiative. By promoting a culture of flexibility and understanding among managers, and fostering a supportive work environment, the company can create a positive work-life balance for its employee caregivers.
Conclusion:
The decision to provide services and programs for employees caring for an older person reflects CFE′s commitment to its employees′ well-being. By implementing a holistic program, the organization can provide practical support and resources to its employee caregivers, improve their mental health, and ultimately lead to increased employee satisfaction and productivity. Furthermore, this will also position CFE as an employer of choice and enhance its reputation as a socially responsible organization.
Citations:
1. Harvard Business Review: “How Employers Can Support Working Caregivers”, by Joe Fuller, Manjari Raman, and Allison Hoffman.
2. Society for Human Resource Management: “Facts about caregiving and its impact on work”, by Lin Grensing-Pophal, SHRM-SCP.
3. AARP Public Policy Institute: “Caregiving in the United States 2020 Report”.
4. MetLife Mature Market Institute: “The MetLife Study of Working Caregivers and Employer Health Care Costs”.
5. Deloitte Insights: “When caregiving and work collide: How employers can support their employees who are also caregivers”.
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