regular care provider was unavailable. The care is delivered in- home, by workers thoroughly screened by the agency and provided on an as-needed basis.

Our company was considering offering this benefit because of the large numbers of working parent families and employees now responsible for the care of elderly relatives. It seemed to be a win-win situation: employees received peace of mind and quality care for their dependence, and the company avoided the lost workdays and low productivity resulting from employees worrying about their charges left at

This article relates to the Compensation and Benefits competency, commonly evaluated in employee satisfaction surveys. It tells the story of a company that offered a new benefit to its employees, solved the problem of lagging productivity, and boosted morale at the same time. The Compensation and Benefits competency focuses in detail on how your employees feel regarding their compensation and benefits packages. The questions included in this competency will help your organization determine whether your employees feel they are fairly paid for the work they perform when compared to a similar job at a different company. This competency also queries their feelings regarding the adequacy and quality of their benefits package. A fair and attractive compensation package is critical for hiring and retaining quality employees. A high satisfaction level in this competency requires that your compensation structure and benefits package be fair, balanced, and understood by your present employees.

This short story, An Unexpected Benefit, is part of AlphaMeasure's compilation, Tales From the Corporate Frontlines. It illustrates how companies can use benefit programs to solve problems and create better work life situations for employees.

Anonymous Submission

An Unexpected Benefit

Whenever my company or coworkers engaged in a discussion about compensation and benefits, the talk generally turned to pay rates for specific jobs, raises, or the complexity of various health care plans. Compensation and benefits issues were raised around open enrollment or salary and performance review periods, and pretty much ignored during the rest of the year.

Last year, I was asked to be part of a focus group on benefits. There was a particular benefit that the company was considering adding to our package, and feedback from the rank and file was requested. The benefit was described as "Employee Back-up Care". I had not heard of it, and neither had most of my coworkers.

At the meeting, the moderator described the benefit. It turned out to be a service- offered by an agency that contracts with the company - that provides caregivers for the children or elderly dependents of employees in the event that the regular care provider was unavailable. The care is delivered in- home, by workers thoroughly screened by the agency and provided on an as-needed basis.

Our company was considering offering this benefit because of the large numbers of working parent families and employees now responsible for the care of elderly relatives. It seemed to be a win-win situation: employees received peace of mind and quality care for their dependence, and the company avoided the lost workdays and low productivity resulting from employees worrying about their charges left at

perform when compared to a similar job at a different company. This competency also queries their feelings regarding the adequacy and quality of their benefits package. A fair and attractive compensation package is critical for hiring and retaining quality employees. A high satisfaction level in this competency requires that your compensation structure and benefits package be fair, balanced, and understood by your present employees.

This short story, An Unexpected Benefit, is part of AlphaMeasure's compilation, Tales From the Corporate Frontlines. It illustrates how companies can use benefit programs to solve problems and create better work life situations for employees.

Anonymous Submission

An Unexpected Benefit

Whenever my company or coworkers engaged in a discussion about compensation and benefits, the talk generally turned to pay rates for specific jobs, raises, or the complexity of various health care plans. Compensation and benefits issues were raised around open enrollment or salary and performance review periods, and pretty much ignored during the rest of the year.

Last year, I was asked to be part of a focus group on benefits. There was a particular benefit that the company was considering adding to our package, and feedback from the rank and file was requested. The benefit was described as "Employee Back-up Care". I had not heard of it, and neither had most of my coworkers.

At the meeting, the moderator described the benefit. It turned out to be a service- offered by an agency that contracts with the company - that provides caregivers for the children or elderly dependents of employees in the event that the regular care provider was unavailable. The care is delivered in- home, by workers thoroughly screened by the agency and provided on an as-needed basis.

Our company was considering offering this benefit because of the large numbers of working parent families and employees now responsible for the care of elderly relatives. It seemed to be a win-win situation: employees received peace of mind and quality care for their dependence, and the company avoided the lost workdays and low productivity resulting from employees worrying about their charges left at

illustrates how companies can use benefit programs to solve problems and create better work life situations for employees.

Anonymous Submission

An Unexpected Benefit

Whenever my company or coworkers engaged in a discussion about compensation and benefits, the talk generally turned to pay rates for specific jobs, raises, or the complexity of various health care plans. Compensation and benefits issues were raised around open enrollment or salary and performance review periods, and pretty much ignored during the rest of the year.

Last year, I was asked to be part of a focus group on benefits. There was a particular benefit that the company was considering adding to our package, and feedback from the rank and file was requested. The benefit was described as "Employee Back-up Care". I had not heard of it, and neither had most of my coworkers.

At the meeting, the moderator described the benefit. It turned out to be a service- offered by an agency that contracts with the company - that provides caregivers for the children or elderly dependents of employees in the event that the regular care provider was unavailable. The care is delivered in- home, by workers thoroughly screened by the agency and provided on an as-needed basis.

Our company was considering offering this benefit because of the large numbers of working parent families and employees now responsible for the care of elderly relatives. It seemed to be a win-win situation: employees received peace of mind and quality care for their dependence, and the company avoided the lost workdays and low productivity resulting from employees worrying about their charges left at

p>Last year, I was asked to be part of a focus group on benefits. There was a particular benefit that the company was considering adding to our package, and feedback from the rank and file was requested. The benefit was described as "Employee Back-up Care". I had not heard of it, and neither had most of my coworkers.

At the meeting, the moderator described the benefit. It turned out to be a service- offered by an agency that contracts with the company - that provides caregivers for the children or elderly dependents of employees in the event that the regular care provider was unavailable. The care is delivered in- home, by workers thoroughly screened by the agency and provided on an as-needed basis.

Our company was considering offering this benefit because of the large numbers of working parent families and employees now responsible for the care of elderly relatives. It seemed to be a win-win situation: employees received peace of mind and quality care for their dependence, and the company avoided the lost workdays and low productivity resulting from employees worrying about their charges left at

regular care provider was unavailable. The care is delivered in- home, by workers thoroughly screened by the agency and provided on an as-needed basis.

Our company was considering offering this benefit because of the large numbers of working parent families and employees now responsible for the care of elderly relatives. It seemed to be a win-win situation: employees received peace of mind and quality care for their dependence, and the company avoided the lost workdays and low productivity resulting from employees worrying about their charges left at home or the unavoidable distraction that occurs when they are brought a long to work.

Needless to say, we were interested. Living in a part of the country where winter weather can make school attendance sporadic at best for a few months of the year, another option sounded wonderful. But exactly how does this miracle plan work?

Basically, it is simple. The company selects an agency to partner with in providing the service. The agency is responsible for prescreening and preparing a database of qualified caregivers. The employee is free to call upon the agency for help whenever needed. Usual situations included mild illness, post hospital elder care, schools closed due to holidays or bad weather, business travel, or the temporary unavailability of a regular caregiver. The employer, according to an agreement made with the agency, usually covers costs. Some employers cover the service completely; some share the cost with the employee. Each employee is allotted a specific number of days of service for the year, or a specific dollar allowance.

A few months later, our company instituted this benefit. Though it was unexpected, it is most welcome and appreciated. I would encourage other companies to look into back up care as an addition to their compensation and benefits packages.

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