Add-On Benefits & Policies

Back up care provides temporary child care solutions during emergencies when regular arrangements fall through, ensuring employees have a reliable option. To implement, employers can partner with child care providers or agencies offering on-demand services, including center-based and in-home care. This involves negotiating contracts, setting usage guidelines, and ensuring employees know how to access the services. Consider the availability and geographic coverage of providers to meet employees' needs. Decide whether to subsidize the cost or share it with employees. Ensure booking procedures are simple to minimize stress during emergencies. Regularly communicate the availability and benefits of the back up care program to maximize utilization and effectiveness.

A Dependent Care Flexible Spending Account (FSA) allows employees to set aside pre-tax dollars for eligible child care expenses, reducing their taxable income. Employee contributions to a DCFSA also offer payroll tax savings to employers. Employers must set up the FSA plan through a benefits administrator and clearly communicate the benefits, eligible expenses, and IRS contribution limits. Consider administrative aspects like choosing a reliable benefits administrator and ensuring IRS compliance. Educate employees on tax advantages and usage rules to maximize participation. Regularly remind them of claim submission deadlines and offer informational sessions to help them understand the FSA's financial benefits.

Flexible hours allow employees to adjust their work schedules for personal and family needs, including options like flextime, compressed workweeks, and staggered hours. Employers must set clear policies, train managers, and ensure employees understand how to request flexible schedules. Consider the impact on team coordination and productivity, maintaining clear communication and core hours for collaboration. Ensure compliance with labor laws and equitable application of policies. Regularly review and adjust based on feedback to meet both business and employee needs.

Flexible location options enable employees to work from home, a satellite office, or another location that suits their personal and family needs. Employers must establish clear guidelines for remote work, provide the necessary tools and technology, and train managers to lead distributed teams effectively. Consider the impact on team collaboration, communication, and productivity, ensuring regular check-ins and maintaining strong connections. Compliance with labor laws, data security protocols, and equitable application of policies is crucial. Regularly assess the effectiveness of these arrangements and adjust based on feedback to balance business objectives with employee preferences.

Parental leave policies provide paid or unpaid time off for employees to care for a new child, promoting work-life balance. Employers must define the duration, eligibility, and compensation, draft clear policy documents, and inform employees about their rights and application process. Consider legal requirements like the Family and Medical Leave Act (FMLA) and state regulations. Some states offer paid family leave programs and cite benefits of family stability, bonding, and loyalty to the company that can be supported by offering paid leave. Address the financial implications of paid leave and ensure the policy is inclusive of all family structures. Provide additional support, such as transition plans for returning employees and resources for new parents, to enhance policy effectiveness and employee satisfaction.

Predictable scheduling ensures employees receive advance notice of work hours, minimizing last-minute changes and aiding personal planning. Employers should create clear policies that prioritize advance planning and communication, including guidelines for posting schedules and handling changes. Balance business needs with employees’ preferences for stability. Involve employees in the scheduling process and gather feedback. Ensure adequate shift coverage and train managers to implement policies fairly and consistently. Consider the potential impact of assigning evening and weekend shifts based on tenure or seniority, as this can often negatively impact employees with younger children who may struggle to find care. In addition, women tend to have more career breaks due to caregiving and may be disproportionately impacted by a policy like this.

Working parent support groups provide a platform for employees to connect, share experiences, and support each other. Employers can facilitate these groups by providing meeting spaces, resources, and logistical support, and promoting participation through internal communications. To ensure effectiveness, promote inclusivity and address diverse challenges faced by working parents. Offer support for organizing relevant activities and events. Consider this group as a good tool and group for designing and launching employee surveys to understand caregiving needs across the organization.