Thanks to better healthcare and information about nutrition and healthy diets, people are living longer and this means a growing population of seniors. With the increase of seniors comes an increase in Alzheimer’s disease, dementia, stroke, Parkinson’s disease and many other ailments that normally strike that age set. Not only do these illnesses prove debilitating to the person but the ripple effect extends to the family who now must take care of them. There are millions of people who are trying to juggle a career with children, their ailing loved one’s caregiving and other obligations.

You may seem alone in your caregiving duties but many studies show that at least 25% of all households in the country are caring for an ill loved one, usually a parent 55 years of age or older. These loved ones either need full-time caregiving, daily assistance for everyday tasks or somewhere in between. About 40% of caregivers in this country work outside the home so this means they are sacrificing their free, relaxation time to care for a loved one and are even losing quality time with their spouse and children. Work productivity goes down because of time off from the job to devote to caregiving, a reduction of hours or even having to quit altogether. This leads to loss of income and less money being invested in their retirements. You may be part of this group who is playing juggler too. While there is legal acts like the Family Medical Leave Act which helps keep your job secure (if unpaid) when you need to take time off to tend to the caregiving of a loved one.

If you are a juggler and feeling increasingly tired of all the obligations, there is a wealth of community resources available to help you in your quest to provide the best care possible for your loved one. From casual arrangements with neighbors, family and friends to structured care in nursing facilities, there are many options available to you.

Assessing your Loved One’s Caregiving Needs

Examine your daily schedule to see where you need help the most when caring for your loved one. Is it while you are at work? Perhaps you have obligations in the evenings with your kids and need help during that time. Know up front what you need before enlisting help. Also, you need to consider what type of care your loved one will need. Do they need 24-hour supervision due to dementia? Can they get around in the home and just need help with errands and transportation? Do you need other around the clock nursing care?

Once you have an idea of the type of care your loved one needs as well as the scheduling, consult with your loved one’s insurance company to see what type of coverage is available for nursing, caregiving and other  services. Long-term care insurance is usually not included in most regular health plans so you may have to see what you could afford to supplement the caregiving.

Finding those Resources

When your caregiving and that of friends and other family is not quite enough, you can turn to community resources to fill in the gaps. From in-home care to just daily visits from a home care companion, there are a number of options – and some even offer transportation so your work day is not interrupted.

In-home care is usually contracted through an agency, particularly if your loved one is dealing with an ailment that requires constant care or specialized training from a nurse or licensed medical attendant. There are agencies you can go through if you are hiring a companion for your loved one or you could even put an ad in the paper and interview candidates.

Adult day cares are an option if you must work and need a daily outlet for your loved one. These day cares offer everything from specialized care for dementia patients to activities such as games, crafts, exercise and more. Some programs serve lunch and some don’t while others may have pick-up to and from the home.

When you can no longer handle the caregiving duties on your own, there are nursing and assisted living facilities, depending on the level of care needed as well as group homes when 24-hour specialized care is needed. You must evaluate your situation from the health of your loved one to what you can and cannot handle care-wise. Finances and insurance are also issues that must be dealt with. If you can plan ahead with your loved one before they get sick or develop some type of impairment, it will be much better for you later when you have to deal with it.

Emergencies can crop up regarding a loved one, particularly if there is a sudden illness or health issue that renders that loved one incapable of caring for themselves. While you may not need to quit your job to set up caregiving for your loved one, you will likely need some time off to initially care for your loved one, assess the situation and make plans accordingly. You might feel concerned about your job and whether you cannot take off for any length of time.

The good news is that the United States government passed the Family and Medical Leave Act (FMLA) back in 1993 which provide employees who find themselves in a caregiving role the assistance they need to juggle not only their livelihood but also the care of their loved ones. The FMLA basically ensures that you cannot lose your job based on the need to care for a loved one. Of course, this act does not work to save your job forever but allows employees to take up to 12 weeks of leave unpaid from the hob without fear of repercussions.

Please note that the FMLA does not guarantee any pay during these 12 weeks and it is between you and the employer about whether or not you receive any pay. It may be based on the amount of sick leave, vacation time and/or personal time off (PTO) hours you may have accrued. If you have any of these built up, it could end up providing you with some income during your time off. Again, the payment arrangement is solely between you and your employers as the FMLA only guarantees that you cannot lose your job due to taking off to take care of a loved one.

With all good deeds like the FMLA, there is a down side to it as well. It does not protect all employees in the country. Therefore, not everyone has the opportunity to take advantage of it. Employers who are bound by the FMLA must be an entity affecting or conducting business or commerce. They must have at least 50 employees working at any given time during the course of a normal business week and also during the previous 20 plus calendared working business weeks. Subsidiaries or entities that are smaller than 50 employees but are affiliated or part of a larger entity also fall under the auspices of the FMLA.

There are some exceptions to entities with fewer than 50 employees and they include any public, local, state or government office and public as well as private secondary and elementary schools. If you do not fall within any of these scenarios, you may not be covered to take off from work with a guarantee to return to a job. Small business owners under 50 employees are not bound by the FMLA so you might have to negotiate with them in order to receive time off for caregiving.

Other things of note to consider with the FMLA is how an employer determines a 12-month period since the act states you can request up to 12 weeks of unpaid leave during one 12-month time. An employer can simply follow a 12 month calendar year which is the simplest or even follow their company’s fiscal 12 month year or even a 12 month period starting on your anniversary date. In addition, the 12-month period could be on the first day of when your FMLA leave period starts or even based on a rolling 12 month time frame that is gauged by counting backward from the date you use the leave for FMLA.

As you can see, there are quite a few things to check so do not always assume you fall within the guidelines. While you may not be able to put off your caregiving duties, at least by knowing your eligibility, you can negotiate with your employer about the necessary time off you need to care for your loved one.