Style D 36 by 54

1
Balancing Work and Eldercare in Hawaii Wes Lum,
MPH, University of Hawaii, Center on Aging
Introduction
Results Needs Assessment
Methods Needs Assessment
Effects of F.C. on Employment
--------------------------------------------------
---------- Variable
Percentage ------------------------------------
------------------------ Percent Employed
55.8 (Of those
employed)
FT 78.4 PT
19.9 (Of those
employed) Did you have changes in work
situations due to c.g.? 26.8 (Of those
with changes) Reduced work hours
55.2 Leaves of absence
36.9
Turned down promotion
36.3 Quit job
29.2 Took less demanding job
23.3 Took 2nd job
19.7 Retired
17.1 Other Impacts on
Employment Rearranged work schedule
94.3 Took time off during day
77.9 Arrive early or leave late
56.3 Exp. work day
interruptions for crisis care
52.7 Exp. scheduling
difficulties 52.2 Exp.
stress related health problems 48.1 Did
personal business on work hours 41.8 Missed
meetings/appointments 41.6 Exp.
difficulty with management 34.0

• Original instrument was developed in 2001 in
  California but was modified in 2007 for data
  collection in Hawaii.
• A probability sample was collected of caregivers
  in the fall of 2007.
• Potential respondents were identified by random
  digit dialing, and a set of screening questions
  was used to identify caregiving households.
• Sample size was 300 in Oahu and 100 each in
  Hawaii, Maui, and Kauai counties for a final
  sample of N600.
• Files were re-weighted to reflect population data
  utilizing 2006 census data estimates.

The purposes of these studies were to gather
data that could be used by the Joint Legislative
Committee on Family Caregiving to determine its
policy direction and to ground their legislative
proposals in research rather than on anecdotal
evidence. This poster presentation will
highlight selected findings and discuss
implications for public policy.

Objectives

• The Eldercare Survey of Hawaiis Employers
  (Employer Survey) was conducted to determine,
  among other things
• The extent and effects of eldercare policies in
  the workplace,
• The availability of eldercare related benefits in
  the workplace.
• The Needs Assessment of Family Caregivers (Needs
  Assessment) was conducted to determine, among
  other things
• The prevalence of family caregiving in Hawaii,
• The effects of caregiving on employment.

Discussion
There is a major discrepancy between the types
of eldercare policies and benefits that employers
offer and what working caregivers believe to be
offered. If employees are unaware of available
benefits there will be an underutilization of
such benefits. Employers must ensure that
their employees are aware of all benefits to
them it is critical to include information on
their organizations eldercare policies in their
new hire orientation program and to remind
current employees about eldercare benefits.
Public policy proposals may be a costly solution
for employers if current eldercare benefits are
maximized. Nevertheless, policy makers should
consider legislation such as adopting paid family
leave through Temporary Disability Insurance or
Unemployment Insurance programs, expanding the
Hawaii Family and Medical Leave Act to apply to
companies with 25 or more workers, promoting
telecommunication and workplace flexibility
through incentives, and prohibiting caregiver
discrimination in the workplace.
Results Employer Survey

• 1/3 of employers felt that at least 15 of their
  employees were providing eldercare.
• The two most common effects were (a) employees
  arriving late or leaving early, and (b) employees
  re-arranging their work schedules.
• Non-profits were less likely to provide certain
  eldercare benefits than were proprietary
  companies.
• Companies with unionized employees were
  inflexible in not allowing employees to work part
  time or to telecommute.
• There was greater support for eldercare policies
  when the company felt that it increased
  productivity to offer them.

Methods Employer Survey

• Survey instrument was developed and pre-tested in
  the spring/summer of 2007 and administered in an
  online survey in the fall.
• A random sample of the members of the Chamber of
  Commerce of Hawaii, the Hawaii Business
  Roundtable, Small Business Hawaii, and the Hawaii
  Alliance of Nonprofit Organizations was surveyed
  (N593).
• A combination of hard-mailed incentives,
  follow-up reminders, and finally a redraw of the
  initial sample were used to increase the number
  of responses.
• Ultimately, 118 employers responded to and filled
  out the survey online.

Comparison
Eldercare Benefits That Employers Offer
--------------------------------------------------
------------- Variable
Employer Caregiver
Perspective Perspective
--------------------------------------------------
------------- Unpaid family leave 70.2
18.0 Part time work
38.5 9.7 Dependent care
flex spend acct. 44.2
9.7 Flextime
55.8 9.7 Brown bag
lunches 11.5
8.5 C.G. support groups 8.7
8.5 EAP
29.8 8.5 Compressed wk
schedule 32.7 7.5 Pd sick leave
53.8
7.4 Leave sharing 9.6
7.3 Pd family leave 43.3
7.3 Eldercare referrals
25.0 6.3 Legal services
9.6
6.3 LTC insurance 15.4
5.2 Job sharing
11.5 5.2 Leave without pay
66.3 5.0 Paid
bereavement leave 79.8 4.7
Acknowledgements Id like to thank Dr.
Pam Arnsberger of the University of
Hawaii, School of Social Work for her assistance
with these projects.