Business Solutions: Working Parents, Summer, and Special Needs Kids

Spring has arrived and the end of the school year is within sight.  Most kids are counting down the days while most working parents are breaking a sweat trying to cobble together two-plus months of camps, vacations, occasional day-trips, and childcare, hoping their plans on paper work in practice.  Add a child, teen, or young adult with special needs and the challenges intensify considerably.

Working parents with Special education Special needs children including Autism ADHD Learning disabilities  Employee benefits Employee assistance Employee support Voluntary benefits. 504 Plan, IEP Program

If you’re an employer or a manager, here are three ways you can offer support:

FLEXIBILITY RULES

1. Children have needs over the summer, and without school providing a predictable daily schedule, parents struggle.  Add a child with autism or other special needs, and the challenges intensify.  Some children qualify for Extended School Year services, yet they're typically less than a full-day and almost never run from the last day of school in June to the first day of school in late August/early September. 

SOLUTION:  Provide flexible work hours if not already offered, offer parents remote work opportunities, and allow for vacation and personal time to be used in hours or partial days vs. full days.  And be flexible with last-minute and crisis needs that arise.  If your parental leave policies need evaluation, now is the time to do it.  Companies that are aware and responsive to these needs are those that retain working parents.

PRIVACY HELPS

2. Children with special needs who are attending camp and other summer programs often have needs that require parent assistance.  And it's not the "I forgot my swimsuit" type of need either.  Therapies, tutoring, and other supports continue throughout the summer, putting extra pressure on already stressed parents with exceptional caregiving responsibilities when it comes to juggling work, appointments, transportation and more.

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SOLUTION:  Allow parents access to a specially-designated office or private space for them to make telephone calls, schedule a video conference with camp personnel or support staff, schedule appointments, and confer with doctors, clinicians, and others as needed.  It can reduce time away from the office and provides employees with the privacy they need.  Plus, it demonstrates that the company understands the stressors involved with exceptional caregiving responsibilities, not only on a daily basis but also during the challenging summer months as well.

SUPPORTS MATTER

3. Children with autism spectrum disorders, ADHD, or similar needs require structure and predictability, and the summer months are often when this is difficult to achieve and maintain.  Parents prepare as best as possible, yet situations develop that require them to adapt and adjust quickly.  A particular camp may not work.  A childcare provider may leave.  A therapist may request additional evaluations.  These situations mean that employees need time and resources to help. 

SOLUTION:  Communicate to all employees that their EAP is available to assist with issues that relate to summer needs, whether locating a last-minute child care provider or addressing stress-related issues.  Providing employees with access to resources to help them manage their children’s needs as well as their own work/life issues is key to employee retention.  And if employee assistance or work/life programs or services are not yet available, now is the time to start.

One of the things we consistently hear from working parents is that they need more support and assistance, whether managing their children's needs or understanding how to navigate through school.  And these needs are year-round, often intensifying over the summer months as planning for September begins well before this school year ends. 

Employers play a pivotal role, not only in creating family-friendly workplaces, but in recognizing that many working parents have needs that are not so apparent...or even discussed, and that go way beyond infancy.  Offering flexibility and supports to parents throughout the year, especially over the summer months, can make all the difference in helping top performing employees remain on the job.

Parental Leave ... Time For Parents To Be Parents

Working parents with Special education Special needs children including Autism ADHD Learning disabilities  Employee benefits Employee assistance Employee support Voluntary benefits. 504 Plan, IEP Program

Could it be that we’re finally at a tipping point when it comes to parental leave?  I’m almost afraid to ask the question, but it’s long overdue. 

Supporting the needs of employees who are also parents is simply smart business.  Not only does it reduce costs (e.g. recruiting/replacement, absenteeism), but companies seem to forget a critical point when evaluating their support for (or objection to) paid leave and similar programs -- working parents are raising the next generation of employees, so doesn’t it make sense to give these children the benefit of parents who can be fully-present? 

I’ve been saying this for years…no working parent should have to choose between being a good employee and a good parent.  And many have had to make this choice for far too long.

Working parents with Special education Special needs children including Autism ADHD Learning disabilities  Employee benefits Employee assistance Employee support Voluntary benefits. 504 Plan, IEP Program

Considering the fact that we rank along with Oman and Papua New Guinea as one of only three countries that does not provide paid parental leave, to say that the respect and support for working parents has been lacking would be a serious understatement.  Employees who are essentially juggling two full-time jobs, who excel at multi-tasking and problem-solving (two key competencies companies seek), and who are raising their children while helping to keep their companies profitable.  If I wasn't one myself, I'd be shaking my own head in amazement. 

There's no better way for companies to truly "walk the talk" than by recognizing the needs and providing supports for working parents over the lifecycle of their children's lives.  Some of these needs (e.g. raising a child with autism) are more complex, yet company support remains integral to retaining these top employees.  And this begins by providing parents the quality time they need with their children from the start.

Enter Intel’s new benefit - “bonding leave” - which provides employees (Moms and Dads alike) with eight weeks of paid leave to be with their families.  Add this to the 13 paid weeks that new mothers can take anytime within 12 months of their child’s birth, adoption, or foster care placement.  The result?  A company that gets it.

Whether it’s called parental leave, bonding leave, or anything else, if it allows working parents the time they and their children need to become what we want every family to be - a strong unit - without the paycheck worry, let’s call it anything we want as long as the end results are the same.

-Debra I. Schafer, CEO