Employer Solutions for Family Caregivers

Applying Case Studies to Your Situation

Learning about what other organizations are doing to support their working caregivers can really help bridge the gap between theory and reality.  Case studies will quickly show you that workplace programs for caregivers include a lot of customizability and variety.  It can be helpful to understand the range of possibilities and options. The information provided below reflects the variety with which some organizations have combined elements from available models to craft their workplace caregiving programs. For each organization, links to the detailed case study or additional resources are included.

Support and information-focused caregiving policies

Some organizations emphasize practical or emotional support and information as key components to helping working caregivers. This may be in addition to leveraging existing flexible work options (such as telecommuting) or financial options (such as Dependent Care Assistance Programs).  

  • Duke University’s program [click here for detailed case study] includes consultations through an internal department, lunch and learns, dedicated support groups, and other policies (such as EAPs) in this area.
  • Kimberly-Clark’s program [click here for detailed case study] centers around an employee resource group started by an employee who had caregiving issues.  The group – staffed voluntarily by existing full-time employees – focuses on creating and maintaining a robust network of relationships with local professionals, conferences, and agencies, to which they can then connect employee caregivers.
  • Fannie Mae’s strategy [click here, p. 27, for detailed case study] strategy leverages an innovative corporate partnership model with a local agency on aging, and includes eldercare consultants, information kits with planning tools and sample documents, and other policies (such as crisis counseling) in this area.

Combining support and information with financial policies

Some businesses combine support and information with financial policies. 

Some of the companies in this group have chosen a hybrid approach to support/information: some of their policies are developed and administered internally, while other support options are provided through external vendors.

 Financial policiesSupport/information
[click here for more information]
Dependent care assistance program

Consultation through a national
CBS Corporation
[click here for detailed case study]
Adult back-up care through an
external provider*

Health advocate through an external provider*

EAP services through an external
Books at no cost

Health fairs
Johns Hopkins University
[click here, p. 33 for detailed case study]
Back-up care through an
external provider*

Individual consultants, workshops, and
referrals through an internal program

*Known to be provided through an external provider or network

It is also possible to combine time-related policies with support/information. For instance, Pfizer emphasizes both flexible work arrangements and resources and information.

Incorporating time, financial, and support/information caregiving policies

Some organizations incorporate all three models (see “What Are the Models”) into their strategy to address caregiving. However, the way they do so can vary substantially. For instance, the American Psychological Association uses an external provider for back-up care, while Emory uses a national care management network.

 TimeFinancialSupport and Information
American Psychological Association
[click here for detailed case study]
Expanded FMLA

Expanded vacation day policies
Adult back-up care through an external provider* Counseling and information/referral
[click here for more information]
Expanded FMLA

Expanded flexible work arrangements
Care management through a national network* Counseling and information/referral.

*Known to be provided through an external provider or network

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