Employer-Supported Child Care

Dependent Care: Employer-Supported

Description: 

Amends the Tax Reform Code of 1971. Establishes a tax credit for small businesses offering 12 weeks of paid family and medical leave annually. Provides for tax credits for participating businesses. Confers powers and imposes duties upon the Department of Revenue."

Date: 
March 7, 2005
Number: 
H.B. 685
Bill Sponsor: 
Frankel
Retrieved: 
Family Caregiver Alliance
Type: Bill or Statute: 
Bill
State: 
PA

Employer-Supported Child Care (Military Family Services)

Activity Description: 

The purpose of this presentation is to provide an overview of the different types of childcare services available from Canada’s Children’s Services Military Family Resource Centres.

For more information on this organization, click here: http://www.forces.gc.ca/site/index.asp

Activity Source: 

Military Family Services.  (2004, February).  Employer-supported childcare.

Employer-Supported Childcare: Building the Business Case

Activity Description: 

This PowerPoint Presentation was designed to provide an overview of the overall benefits of backup childcare for employers and the impact on the business bottom line.

To access the slides, click here (PDF): http://www.worklifeharmony.ca/include/get.php?nodeid=35

For more information on this organization, click here:http://www.worklifeharmony.ca/

What Should Unions Do? A Suggested Work and Family Class Activity

Activity Description: 

Purpose
To consider the union's proper role in aiding its members in resolving their work/family conflicts

Steps

  1. Divide the class into groups of 4-5 students.
  2. Have them consider the following scenario and develop realistic solutions that could be implemented by the union:
    Many hospitals in NYC are dealing with complaints from their emergency room nurses due to the difficulties they are having finding a plausible daycare solution (outside of work) often due to their irregular work hours and schedules. Many do not have access to relatives, neighbors, etc. that would be willing or able to watch them at these odd hours, much less at an affordable price. Most do, however, belong to local affiliates of the NYS Nurses Association and would like their employers to provide some type of on site childcare facility which would meet their child care needs.
  3. Should the NYSNA become involved and if so what should its prescribed course of action be?
  4. After each group has discussed and developed their own course of action have them present their plans. Next, the class as a whole should decide upon the most viable option.
  5. End with a debate on the advantages and disadvantages of union involvement in work/family issues.
Activity Source: 

Content contributed by Robert Drago and Jennifer Fazioli as a Suggested Work and Family Class Activity for the Sloan Networks’ Resources for Teaching section.

Friedman, Dana

Dana Friedman is a researcher, policy analyst and community developer focusing on women, children, and family issues.  Dana has worked for several national organizations and served as a consultant to major corporations, government agencies and foundations.  Her primary work at present is as Executive Director of The Early Years Institute, a regional effort to improve the quality of early care and education created by five foundations. It functions as a collaboration of more than 75 organizations and community stakeholders committed to young children.

Dana was previously a Senior Vice President at Bright Horizons Family Solutions where she led the firm’s work/life consulting practice. Her primary responsibility was helping companies select, design, implement, and evaluate employer solutions to the changing needs of families and to link work/life issues and women’s advancement to strategic concerns of the company and to the communities which they serve.

Dana was the Co-Founder and Co-President of the Families and Work Institute (FWI), a non-profit research firm, where she focused on business, government and community efforts to help families care for their dependents.  She continues to do consulting work with FWI.   Prior to the seven years at FWI, Dana was a Senior Research Associate at The Conference Board, a non-profit business think-tank, where she created the Work and Family Information Center and the Work/Life Leadership Council in 1983.

Dana has served as a consultant to major corporations, including Johnson & Johnson, I.B.M.,  J.P. Morgan Chase, JC Penney, US Postal Service, Citibank, Eli Lilly, Boeing and AT&T.  She has been an advisor to the US Department of Labor, Committee for Economic Development, the National Governor’s Association, and AARP, among others.

Dana also worked at the Carnegie Corporation of New York where she conducted a national study of corporate views on family issues that led to the development of The Conference Board’s Work and Family Information Center.  Previously, she spent six years in Washington, DC as a lobbyist for the Day Care Council of America and the Coalition for Children and Youth.

Dana is published widely and was the author of several publications including “The Juggling Act,” a monthly column in Working Mother from 1990-1997.  She has written articles for Harvard Business Review, Journal of Philanthropy, and Across the Board. She was selected as one of the “25 Most Influential Working Mothers” in 1998, the inaugural year of the award given by Working Mother magazine.  She received the Work/Life Legacy award from FWI in 2005.  She has a Bachelor’s degree in Child and Human Development from Cornell University, a Master’s degree in Early Childhood Education from the University of Maryland, and a Doctorate in Administration, Planning, and Social Policy from Harvard University.  

Dana is currently on the Board of NYS Child Care Coordinating Council and serves as the co-chair of the New York State Work Group on Quality Rating Systems.  On Long Island, she chairs the Port Washington Child Care Partnership, is President of Women on the Job and a board member of Long Island Women’s Agenda and the Health and Welfare Council.  She serves on The Conference Board’s Work/Life Leadership Council, the Subcommittee on Work and Family for the Long Island Women’s Agenda, and chaired the Long Island Family Friendly Employer Award (LIFFE) for the seven years of its existence. Dana lives and works on Long Island, has three daughters, a dog, and an understanding husband.

Expertise: Dual Earner Families; Afterschool Care; Child Care; Corporate Social Responsibility/Volunteerism; Dependent Care; Elder Care; Flexible Work Schedules; Organizational Culture Change; Maternity Leave; Resource and Referral; Community, Work and Family; Work-Family Balance; Work-Family Conflict; Work-Family Spillover; Work/life Integration; Building Business Leadership in the Community around Work/Family issues

Rank: 
Ed.D.
Phone: 
516-883-4531
Fax: 
516-883-4015

The Early Years Institute
One Dupont Street, Suite 101
Plainview NY 11803
United States

Sorensen, Adam

Adam Sorensen is Global Work/Life Manager at Intel Corporation. He has global responsibility for Intel’s Work/Life and Flexibility initiatives, including flexible work arrangements (alternative schedules, telecommuting, part-time, job share), child and elder care strategy, personal services and conveniences, and work/life training and education. Intel has been consistently recognized as one of Working Mothers Magazine “100 Best Companies” and one of Fortune magazine’s “100 Best Places to Work.”

Under Adam’s leadership, Intel has launched child care programs at seven of its major US sites, implemented a backup child care program that saves more than 5,000 days of absenteeism per year, created a work/life education program that trains more than 2,000 employees annually, and expanded its support for flexible work arrangements around the world. Over the past year, Adam has been actively involved in the development of new flexibility strategies and programs, including a program to help new parents return to work following the birth or adoption of a child and a new personal leave option to help employees manage family responsibilities.

Beginning in 2001, Adam has led Intel’s effort to establish Family Child Care Networks at many of its major sites. These networks, developed in partnership with local child care experts, are designed to increase the supply of family-based child care options for Intel families and members of the community. Through an Intel-funded grant program, family child care providers in the program can receive additional training, enhanced materials, access to professional certification, and access to network of other in-home providers. More recently, Adam and his team have been exploring child care options for Intel’s emerging market locations and developing an elder care strategy that leverages Intel’s Digital Health technology and community relationships.

Adam leads Intel’s Network of Work/Life Practitioners, which is made up of Intel employees around the world who are thought leaders and champions for Intel’s Work/Life initiatives. Designed to be a learning community, the Network meets regularly to share best practices and provide peer-to-peer support for advancing Work/life and flexibility programs throughout the company.

Adam is active in advancing the Work/Life agenda nationally by serving on the Strategy Board of the Alliance of Work/Life Progress and on the steering committee of the Boston College Work/Family Roundtable and One Small Step. He was recently recognized as one of the “Top 10 Men in Work/Life” by Work/Life Matters Magazine. He has a Masters Degree in Organizational Behavior and Bachelors in Psychology. Prior to joining Intel, Adam worked as an OD consultant to several small and mid-sized companies.

Expertise: Gen X/Gen Y; Child Care; Organizational Culture Change; Dependent Care; Part-time or Reduced Hours Work; Flexible Work Schedules; Global Economy/Global Focus; Telework and Telecommuting; Resource and Referral; Sabbaticals; Work-Family Balance; and Work/life Integration

Rank: 
MS
Phone: 
801-445-0260
Fax: 
801-445-0102

Intel Corporation
2200 Mission College Blvd
Santa Clara, CA 95054-1549
United States

Shellenback, Karen

Karen Shellenback is regarded as a work/life field expert on survey research and evaluation, “return on investment”, organizational resiliency, human capital and impact metrics. She has partnered with executive clients in numerous Fortune 500 companies, as well as government, non-profits and academia to improve client organizational performance through the development of strategic business performance initiatives. Clients include: Ernst & Young, PNC Bank, Nordstrom, State Street, US Coast Guard, Wells Fargo, and Cornell University, among others.

Karen is an experienced speaker at national, state and local conferences, and has been quoted in numerous national media outlets  She is also the author of the very popular, Child Care and Parent Productivity: Making the Business Case, published by the Cornell University Linking Economic Development and Child Care Project and North Carolina Smart Start. She developed this publication for individuals interested in assessing the return on investment for corporate sponsored child care (and other work/life initiatives). This publication can be downloaded at http://government.cce.cornell.edu/doc/pdf/ChildCareParentProductivity.pdf.

Karen currently serves the Linking Economic Development and Child Care National Speaker's Bureau (a joint venture of Smart Start’s National Technical Assistance Center, the Alliance for Early Childhood Finance, Cornell University, and the Institute for Women's Policy Research.) The goal of the Speaker's Bureau is to expand capacity to educate policy makers, leaders in economic development and early care and education, academics, consumers and others about the links between childcare and economic development.

Karen completed both her undergraduate and graduate degrees at Cornell University and has worked as a work-life consultant at Baxter Healthcare, PricewaterhouseCoopers, and LifeCare. She recently relocated with her family to sunny Colorado Springs, CO.

Expertise: Gen X/Gen Y; Flexible Work Schedules; Generational Diversity; Organizational Culture Change; Resiliency and Stress; Human capital metrics; child care and parent productivity metrics; organizational resiliency; e-learning and web-based training; and workforce demographics.

Rank: 
MS
Phone: 
(315) 283-3885

Shellenback Consulting
Colorado Springs CO
United States

Spinks, Nora

Nora Spinks, President of Work-Life Harmony Enterprises, has over 20 years experience consulting with corporations, governments and community organizations on work/life issues, across Canada and around the world.

She has worked with hundreds of organizations in the private, public and voluntary sectors - including IBM, RBC Financial, Cameco, Pfizer Consumer Health Care, Treasury Board of Canada, Ontario’s Management Board Secretariat, Government of Canada, Vanier Institute for Families and The Centre for Families, Work and Well-being.  

She has designed and delivered workshops, seminars and lectures at workplaces, conferences and universities including Queens School of Business, the Rotman School of Management at U of T, Schulich School of Business at York University and Richard Ivey at Western. 

She is a recognized authority on this issue; her articles have appeared in the Canadian HR Reporter, The Journal for Quality and Participation and The HR Professional, to name a few. She is a regular guest on television and radio, recently appearing on CBC’s The National and Venture as well as on CTV’s National News and Canada AM.  She is regularly quoted in the national and international press, including in The Toronto Star, The Globe and Mail, The National Post and The Wall Street Journal.

Nora achieves her own work-life quality in partnership with her husband; together they have two children; a son, 26 years old and a daughter 13 years old. They also provide support and care for three elderly family members in their 70’s and 80’s.

Expertise: Dual Earner Families; Older Workers/ Aging Workforce; Gen X/Gen Y; Afterschool Care; Health and Wellbeing/Wellness; Child Care; Organizational Culture Change; Corporate Social Responsibility/Volunteerism;     Overwork/ Workload; Dependent Care; Part-time or Reduced Hours Work; Diversity and Inclusion; Phased Retirement; Elder Care; Resiliency and Stress; Flexible Work Schedules; Retention/ Recruitment; Generational Diversity; Global Economy/Global Focus; Telework and Telecommuting; Paternity Leave; Maternity Leave; Resource and Referral; Sabbaticals; Changing Definitions of Families; Community, Work and Family; Work-Family Balance; and Work-Life Quality 

Phone: 
416-497-8942
Fax: 
416-492-8799

Work-Life Harmony Enterprises
3555 Don Mills Rd Suite 18-222
Toronto M2H 3N3
ON Canada

Connelly, Rachel

Rachel Connelly is a professor of economics at Bowdoin College.  She has taught at Bowdoin since 1985, arriving at Bowdoin immediately after completing her Ph.D. in Economics for the University of Michigan in Ann Arbor.

Connelly’s research is in the field of the “Economics of Child Care,” considering both sides of the market-- the demand for child care on the part of families with young children and the labor supply of child care workers.  Recent projects on child care in the United States include "If You Build It, They Will Come: Parents’ Use of On-Site Child Care " with Deborah DeGraff and Rachel Willis published in Population Research and Policy Review, 2002;"The Effect of Child Care Costs on Employment and Welfare Recipiency of Single Mothers,” with Jean Kimmel, published in the Southern Economics Journal, Jan 2003 and recipient of the Georgescu-Roegen Prize for the best article published in the SEJ during the year 2002-2003; “Marital Status and Full-time/Part-time Work Status in Child Care Choices," with Jean Kimmel, published in Applied Economics in, May 2003; a book, Kids at Work: The Economics of Employer Sponsored On-Site Child Care with Deborah DeGraff and Rachel Willis, published by the W. E. Upjohn Institute for Employment Research, 2004; and “The Influence of Local Price and Availability on Parents’ Choice of Child Care,” with Elizabeth Davis published in Population Research and Policy Review,2005.
 
See http://academic.bowdoin.edu/faculty/C/connelly/ for more information and a link to her full curriculum vita.

Expertise: Child Care

Rank: 
Ph.D.
Phone: 
(207) 725-3790
Fax: 
(207) 725-2691

Bowdoin College- Economics
9700 College Station
Brunswick ME 04011
United States

Burud, Sandra

Sandy Burud, Ph.D., is a researcher, consultant and author on human capital and work-life.  She is currently a partner in FlexPaths (a flexibility-focused employment portal, www.flexpaths.com). She is a former Visiting Scholar at the Peter Drucker School of Management at Claremont Graduate University, in Claremont, CA.  Her latest book, Leveraging the New Human Capital: Adaptive Strategies, Results Achieved and Stories of Transformation (with M. Tumolo, 2004), was named “Outstanding HRD Book of the Year” by the Academy of Human Resource Development. She has spent twenty-five years as a consultant, guiding such organizations as MCA/Universal, Seagram, Starbucks, ABN-AMRO and the Los Alamos National Laboratory in adapting to changes in the work force and developing metrics to assess the impact of their efforts.  She is the former President of the Alliance for Work-Life Progress and she holds a Ph.D. in Education from Claremont Graduate University. 

Expertise: Dual Earner, Gen X/Gen Y, Older Workers, Flexible Work Schedules, Overwork, Part-time: Salaried and Professional Employees, Phased Retirement, Retention, Telework, Work Hours, Work-Family Balance, Work-Family Conflict, Work/Life Integration, Human Capital Management Practices, Organizational Change, Work Force Changes, Organizational Culture, Business Case Research, Measurement/Metrics, Return-on-Investment, Knowledge & Service Work

Rank: 
Ph.D.
Email: 
sandy@burud.org
Phone: 
626 256-3423
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