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Work Life Trends: Forecasting Challenges for Tomorrow


Federal Occupational Health Associate Director, Work/Life Services ... FOH Programs and Best Practices FOH Web-based disease-specific Health Risk Assessments ... – PowerPoint PPT presentation

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Title: Work Life Trends: Forecasting Challenges for Tomorrow

Work Life Trends Forecasting Challenges for
Tomorrows Successful EAP
Jeff Mintzer, MSW, CEAP, WLCP Federal
Occupational Health Associate Director, Work/Life
  • About Federal Occupational Health (FOH)
  • The Employer Case for Work/Life
  • Work/Life Trends That Impact EAP
  • Key Initiatives and Best Practices
  • Discussion

About FOH
  • Created in 1946 by an amendment to the Public
    Health Service Act
  • Part of the U.S. Department of Health and Human
    Services, Office of the Secretary, Office of the
    Assistant Secretary for Administration and
  • Became fully reimbursable in 1984, operating with
    no Congressional appropriations

FOH Services
FOH works with 360 Federal Agencies
  • Comprehensive Occupational Health Services
  • Employee Assistance Programs (EAP)
  • Work/Life Services
  • Wellness/Fitness Centers
  • Health Promotion and Education
  • Environmental Health and Safety

FOH Program Objectives
  • Improve workplace productivity
  • Reduce employee absenteeism
  • Enhance employee morale
  • Improve recruitment and retention
  • Develop employer of choice status
  • Improve the bottom line

Human Capitol Management Issues
  • Economic recovery will bring new challenges for
    retention and productivity
  • Retaining high performing employees reducing
    brain drain
  • Managing to higher productivity is key to being
    more competitive
  • Managing costs is still priority 1
  • Workforce demographics are changing
  • 48 of the U.S. Labor force is 40 or older!
  • Average age of federal work force is 48
  • Employees are more aware of the value of their
  • A health-wealth connection is emerging among
    employers and their employees

The Case for Work/Life Support in the Federal
  • In May 2009, OPM Director John Berry cited
    improving work life and workplace conditions
    for federal employees within one year as a
    short-term goal1
  • Child care, elder care, telework and workplace
    health clinics were included as primary areas of
  • Improving work and family balance is a primary
    goal of President Obamas White House Task Force
    on Middle Class Working Families
  • VP Bidens Task Force on Middle Class Working
    Families will focus on helping parents keep
    their jobs while balancing family
  • 54 of federal government employees have either
    child care or adult dependent care needs, or
  • 1 Washington Post, May 27, 2009
  • 22006 dependent care survey, conducted by the
    U.S. Office of Personnel Management

Workplace flexibility isnt just a womens
issue. Its an issue that affects the well-being
of our families and the success of our
businesses. It affects the strength of our
economy..the workplaces and jobs of the future
we need to complete in todays global
economy. President Obama, White House Forum on
Workplace Flexibility, March 2010
Key Shifts in Work/Life Trends
  • Child care dominated the first 20 years of the
    work/life movement
  • Today, child care is still critical, but it is no
    longer the only focus
  • Elder care, aging and back up care issues have
    become increasingly important
  • The family unit has evolved to a new model of
    diversity and complexity
  • Wellness is no longer an optional concept
  • It impacts the workplace culture
  • Its not limited to employees
  • Financial stability has become more critical
  • to the workforce
  • Flexibility and emotional resiliency are
  • increasingly critical to organizational success

Five Key Work/Life Trends
  • Caregiving
  • Health and Wellness
  • Financial Pressures
  • Evolving Needs the Non-Traditional Family
  • Flexibility and Resiliency

Caregiving A Different Paradigm
  • Caregiving in the US has become a broader and
    more challenging responsibility
  • Close to 30 percent of people in the US are
    responsible for caring for either children,
    adults or both including disabled young people
  • Of this population, 73 of them are employed and
    face regular challenges that impact productivity
    and retention
  • For the past 3 years, FOH cases related to
    caregiving (adult and child) accounted for over
    40 of all casework
  • In 2009, the percent of FOH adult care cases
    surpassed child care cases for the first time
  • National Alliance for Caregivers, Caregiving in
    the U.S. 2009

Caregiving Its Effect on Employees
  • The vast majority of caregivers 70 - make
    significant changes to their work situation
  • Leaving the workforce, working part-time,
    changing jobs, increased absenteeism and
    presenteeism are possible side effects
  • Caregiving has a significant impact on an
    individuals physical, emotional and financial
  • As the baby boomer generation ages, there will be
    a correlating increase in the number of workers
    who will become part-time caregivers for elderly
    loved ones

National Alliance for Caregiving, Caregiving in
the U.S. 2009. and 2008
Caregiving Its Effect on Employers
  • The estimated average additional health cost to
    employers is 8 more for those with eldercare
    responsibilities - 13.4 billion more per year1
  • 11 more for blue-collar caregivers1
  • 18 more for male caregivers1
  • The average caregiver costs an employer 2,110
    per year in lost productivity2
  • 18 of female adult caregivers miss an average of
    33 work days per year due to caregiving demands3
  • 10 of male adult caregivers miss an average of
    12 work days per year3
  • Employee absences and turnover related to adult
    care costs American employers as much as 33
    billion per year2
  • The cost to replace the 2.4 of employees who
    leave work to be caregivers is 6.6 billion per
  • 1 MetLife, Working Caregivers and Employer Health
    Care Costs 2010
  • 2 Met Life Caregiving Cost Survey Productivity
    Losses to U.S. Businesses, 2006
  • 3 National Alliance for Caregiving At-Risk
    Working Caregivers 2008

Its estimated that 73 of caregivers also work
regular, full-time jobs! Source AARP
Caregiving Programs and Best Practices
  • Consultation and Education
  • Resource and Referral Service
  • Legal and Financial Consultations
  • Employee Assistance Programs
  • One-on-one counseling
  • Work-site based support groups
  • Backup Child and Adult Care
  • Professional Care Management Services
  • Professional Care Management (PCM)
  • Face-to-face and in-home assessments
  • Facility reviews
  • Post-hospitalization assessments
  • Customized care plans
  • Ongoing care coordination
  • Ongoing counseling and guidance
  • Worksite education and support

Health Wellness Current Situation
The number of employers offering wellness
programs has doubled as more react to soaring
medical costs and the demonstrated ROI of such
  • Total health care costs have more than doubled in
    a decadefrom 4,793 in 2001 to 11,058 in
    2010and are expected to continue increasing over
    the next 10 years1
  • 95 of companies say managing costs is a top
    business issue1
  • 7 out of 10 deaths among Americans each year are
    from chronic diseases2
  • Top 5 health co-morbidities driving productivity
    losses are depression, obesity, arthritis,
    back/neck pain, anxiety3
  • For every 1 spent on programs, 3.27 is saved in
    health care costs and 2.73 is saved in terms of
    absenteeism-related expenses4
  • 1 Hewitt, 2010 Annual Health Care Trends Survey
  • 2 CDC, Chronic Disease Prevention and Health
    Promotion, 2010
  • 3 Loeppke et al., JOEM 200951(4)411-428
  • 4 Health Affairs, February 2010

Health Wellness From the White House
  • President Obama praised the efforts of
    organizations that have seen their bottom lines
    improve by giving employees programs, incentives,
    and mechanisms to prevent disease
  • FOH FedStrive has been positioned as the focus
    for a holistic approach to effective delivery of
    EAP, Wellness and Work/Life
  • Pilots at HHS and OPM will identify linkages
  • Access current capabilities inventory programs
  • Create awareness market and communicate the
  • Engage and deliver seamless integrated services
    on-site, telephonically and web-based
  • Measure and report on participation, engagement,
  • As a result of many successful programs at
    businesses across the country, workers have
    become more engaged in their own health care,
    productivity is increasing, absenteeism is
    dropping, and employers are passing some of their
    healthcare savings to their workers.
  • President Obama

Health Wellness FOH Programs and Best Practices
  • FOH
  • Web-based disease-specific Health Risk
    Assessments (HRAs)
  • Participation rate approaching 28
  • Individualized Health Counseling
  • Agency Utilization Reports
  • Medical Screenings
  • Blood pressure, Cholesterol, Blood Glucose
  • Medical Screenings Paid by Employee or Insurance
  • Osteoporosis, Mammograms, Stroke Screenings,
    Prostate (PSA)

Legal and Financial Guidance
The economic situation has prompted a
Recessionary Thread
  • 70 of employees are highly concerned about the
    ability to pay bills during sudden income loss
    and 61 are concerned about having enough money
    to make ends meet1
  • 51 of employees want advice about investing
    their retirement funds and 38 want advice about
    their financial needs1
  • EAP call volumes are 40 higher with cases
    emerging around coping with potential job loss,
    loss of a family member job, financial stress,
    legal stress, situational depression
  • FOH experienced a 45 increase in utilization of
    financial and
  • legal counseling services in the first
    quarter of FY 2009
  • 1 MetLife 2010 Study of Employee Benefits Trends

Financial Guidance Programs and Best Practices
to Support Families in Crisis
  • Recognize and support stress associated with
    financial issues
  • Refer to the EAP and other employee support
  • Expand access to include household members
  • Offer free consultations with professionals
  • Produce educational programs, including seminars
    and workshops
  • Support access to online calculators and
    interactive resources
  • Provide ID theft and recovery services
  • Enable legal document preparation and review

The Non-Traditional Family New Views
The children and caregivers in grandfamilies
face serious physical and mental health
challenges and obstacles. Generations United
Fact Sheet Grandfamilies The Challenges for the
Second Family 2007
  • 20 years ago day care was the primary work/life
  • Theres more diversity in the family structure
  • Single parenting
  • Grand parenting and guardianships
  • Multi-ethnic, multi-racial households
  • Gay and lesbian parenting
  • Adoption/foster parenting
  • With change comes new challenges and great
  • Today, flexibility and managing both halves of
    a busy life is more common

2.4 million of the nation's families are
maintained by grandparents who have one or more
of their grandchildren living with them ? an
increase of 400,000 (19 percent) since 1990U.S.
Census Bureau, 2000
The Non-Traditional Family Challenges
  • Employer attitudes
  • Require more flexible work schedules
  • Financial issues
  • Legal issues around custody, support and parental
  • Challenges in getting access to benefits and
    medical coverage
  • Health and emotional needs of the parent
  • Housing needs
  • Changes in retirement plans
  • Barriers within the educational environment
  • Emotional and psychological issues that impact
  • Impact on the development and skills of children

The Non-Traditional Family Programs and Best
  • New Best Practices
  • Senior management support
  • Recognition of the emotional impact
  • Celebrate diversity
  • Maintain boundaries between work and home
  • Hone time management skills
  • Reward performance at every level everyday
  • Develop partnerships to support this unique
  • Develop of a new set of benefits to address the
    needs of new families
  • New Best Practices
  • Senior management support
  • Recognition of the emotional impact
  • Celebrate diversity
  • Maintain boundaries between work and home
  • Hone time management skills
  • Reward performance at every level everyday
  • Develop partnerships to support this unique
  • Develop of a new set of benefits to address the
    needs of new families

Flexibility The Benefits
  • Reduces health care costs and enhances employees
    overall health
  • Improves job performance and employee retention
  • Puts a positive spin on employee productivity,
    commitment and loyalty
  • Lowers absenteeism and turnover
  • Reduces hiring and re-training costs
  • Positions organization as employer of choice

Flexibility Programs and Best Practices
  • Job sharing
  • Sabbaticals
  • Telecommuting
  • Alternative hours
  • Caregiving leave programs

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