Las Vegas Convention and Visitors Authority (LVCVA)

Eldercare in the WorkplaceSurvey Summary

June 2010

Prepared by: Center for Healthy Aging

Survey Statistics/Highlights

Providing care to parents, other family members, or friends is becoming pervasive. People do not necessarily know what to do or where to go for help. This survey is designed to help identify the issues and problems of eldercare in the workplace. Once the issues are identified, we can start taking steps towards developing helpful educational and service programs.This study is sponsored by the State of Nevada Governor’s Commission on Aging and the Center for Healthy Aging in cooperation with the Las Vegas Convention and Visitors Authority.

The survey questions were designed to gather information about the issues and needs that workers have in trying to meet the responsibilities of providing care to older adults (50 years and older). Survey was sent via email on May 24, 2010 to 484 employees 87 responses were collected = 17.9% First response was collected on May 24, 2010 Last response was collected on June 3, 2010

All responses were voluntary and confidential

Eldercare in the Workplace Survey

48 employees spend and average of 104 working hours per year on caregiving responsibilities. Based on their average salary, the employer’s cost is approximately $400,000/year

One-half of the caregivers are in the early stages of caregiving (0 – 1 year)◦ a good time to reach them with information and education

71% of caregivers responded that their work/career has been affected in some capacity due to their caregiving responsibilities

Highlights

58.8% indicated they take personal time for their caregiving responsibilities; 26.8% have used their vacation time

60.6% of the caregivers would like to know more about Caregiving benefits offered through their employer

62.7% of the employees rated their health as good; 17.6% as excellent; and 19.6% as poor.◦ Health concerns arise when employees are also caregivers.

The stress of balancing work and caregiving responsibilities can negatively impact the employee’s health. Costs (ie: premiums) for the employer can (and typically do) increase when the employee’s health declines.

Highlights continued . . .

Survey Results

•Ages 20 – 29 = 3%•Ages 30 – 39 = 9%•Ages 40 – 49 = 36.4%•Ages 50 – 59 = 40%•Ages 60 – 69 = 9%•Ages 70 + = 1%

Age Range/Breakdow

n (85 responders):

•38.1% Male; 61.9% FemaleGender(84 responders)

•Never married 8.1%•Married 70.9%•Divorced 17.4%•Separated 0.0%•Widowed 2.3%•In a committed, non-marital relationship 1.2%Marital

Status (86 responders)

•Professional 30.1%•Managerial 22.9%•Administrative 33.7%•Technical 13.3%

Job Function(84 responders)

Salary Range (83 responders)

Other:•Mother in law moved in with us for full care•Legal Guardian – Live with to provide daily care•Medicare, Social Security Benefits, Medical Insurance

(87 responders)

(59 responders)

Other:•Aunt – 3

(55 responders)

•Yes = 40.4%•No = 59.6%Are you the

Primary Caregiver?

(57 responders)

•Less than one year = 17.6%•1 to 5 years = 50.9%•6 to 10 years = 15.6%•11 to 15 years = 3.9%•Over 15 years = 11.7%How long have

you been providing care? (51 responders)

Where does the care recipient reside?

(52 responders)

• Their residence 46.2%• Your residence 28.8%• Senior Living Community 9.6%• Assisted Living Community 9.6%• Nursing Home 5.8%• Other* 9.6%

• *Other family member

If the person does not live with you, how far away from

you does the person live?(40 responders)

• 0 - 10 miles 57.5%• 11 - 50 miles 17.5%• 51 - 100 miles 2.5%• More than 100 miles 22.5%

• Yes = 21.8%• No = 78.2%

Does the care recipient have memory impairment,

such as Alzheimer’s Disease or another form of

dementia? (55 responders)

•Yes = 58.2•No = 7.3%•Not sure = 34.5%•Comments:

•Unless there’s a fall•Finances and time may prohibit•As Dementia advances, may need full-time

professional care•I will always be there for my mother . . . Whatever it

takes. I’ll be there•Family member does not fall under FMLA•If I keep my strength and stamina•I can only provide phone support due to distance

Do you think you will be able to continue providing care for the individual as long as it is necessary? (55 responders)

Other activities:•Phone call interaction (about 1-2 hrs per week)•Monitoring his breathing/wakefulness to guard against injury from falls, burns, broken glass, etc. •12+ hrs visits (2-3 hrs per week)•Companionship

(55 responders)

Driving to doctor appointments or other servicesArranging or preparing meals

Grocery shoppingAssisting with home maintenance, repairs, or yard work

Providing personal care (bathing, dressing, feeding)Completing forms or documents (legal, insurance)

Assisting with bill paymentArranging services for a long distance friend or relative

Housekeeping tasks (cleaning, laundry)Assisting with medications (setup, dosing)

Providing cash to pay their bills02000000200

00

00

00

00

00

00

41

12

10

10

00

65

86

42

21

103

421

1527

2010

3228

612

2019

0 5 10 15 20 25 30 35

12+ hrs9 - 11 hrs6 - 8 hrs3 - 5 hrs< 2 hrs

In a typical week, how many hours of care of each activity do you provide?

•< 5 hours per week 67.3%•5–10 hours per week 18.4%•10–20 hours per week 14.3%

In a typical week, during work

hours, approximately how much time do you spend on your caregiving responsibilities?

(phone calls, setting

appointments, transportation,

etc.)(49 responders)

(49 responders)

Other:•Turn down work-related travel•Turn down a promotion•Consider changing employer•Consider leaving work entirely

If you missed work due to caregiving, which of the following have you used to fulfill caregiving responsibilities? (41

responders)• No missed work due to caregiving 26.8%• Sick leave 9.8%• Flexible hours 12.2%• Vacation 26.8%• Personal time 58.5%• Work from home 4.9%• Time off without pay 2.4%• FMLA 4%

•Yes 14.9%•No 85.1%•If yes, please provide example(s)•Only when he get's sick and you can see that he is

going to wind up in the hospital. •Employer is very understanding and provides more

than adequate PTO allowing me to assist my family without worrying about my job.

•Some what•The people I provide limited care for live quite a way

from where I live and work. So, the hours I can contact the on-site providers is during the work day hours. Making it difficult to concentrate on work arrange calls to come during break times or lunch etc.

•I am exhausted, and no longer can take personal vacations. In 2009, I used 14 vacation days to take care of my mother in some fashion.

•It effects many of the decisions that you make regarding many aspects of ones job.

Overall, has providing or

arranging care for the

individual you are caring for

made your current

employment more difficult?

(47 responders)

When was the last time you were able to take a vacation that allowed you time away from your caregiving responsibilities? (48 responders)• Less than 6 months ago 35.4%• Between 6 – 12 months ago 22.9%• Between 1 - 2 years ago 22.9%• More than 2 years ago 18.8%

How would you rate your own health/personal wellbeing? (51 responders)

• Excellent 17.6%• Good 62.7%• Fair 19.6%• Poor 0.0%

Other:•Communicating with your supervisor and work colleagues about your family caregiving situation•Juggling work and caregiving•Personal care skills such as bathing, transferring, and feeding•Dealing with loss and grief•Understanding how your relationships change throughout the caregiver journey

(33 responders)

Other:•Online

(38 responders)

Questions