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Convergence of long-term care planning and retirement planning at the work place
- Author:
- SILVA Ajith
- Journal article citation:
- Journal of Aging and Social Policy, 16(2), 2004, pp.85-102.
- Publisher:
- Routledge
- Place of publication:
- Philadelphia, USA
There is an increasing expectation that the private-sector should provide needed solutions to pressing problems in long-term care. Long-term care insurance has figured prominently in recent discussions. Traces the increasing convergence of retirement planning and long-term care planning at the work place in the USA. The long-term care insurance market has come a long way, and the employer sponsored segment of the market has recorded the highest rate of growth in recent times. Furthermore, the employer-sponsored market is beginning to diversify. Low take-up rates still remain a problem. Recent rapid growth of the market coupled with the federal government's involvement as an employer offering long-term care insurance is bound to expand the market further. (Copies of this article are available from: Haworth Document Delivery Centre, Haworth Press Inc., 10 Alice Street, Binghamton, NY 13904-1580).
Essential long-term care workers commonly hold second jobs and double or triple duty caregiving roles
- Authors:
- VAN HOUTVEN Courtney Harold, DEPASQUALE Nicole, COE Norma B.
- Journal article citation:
- Journal of the American Geriatrics Society, early cite 27 April 2020,
- Publisher:
- Blackwells Publishing
Objectives: Long‐term care (LTC) facilities are particularly dangerous places for the spread of Covid‐19 given that they house vulnerable, high‐risk populations. Transmission‐based precautions to protect residents, employees, and families alike must account for potential risks posed by LTC workers’ second jobs and unpaid care work. This observational study describes the prevalence of their (1) second jobs and (2) unpaid care work for dependent children and/or adult relatives (double‐ and triple‐duty caregiving) overall and by occupational group (registered nurses, licensed practical nurses, or certified nursing assistants). Design: A descriptive, secondary analysis of data collected as part of the final wave of the Work, Family and Health Study. Setting: Thirty nursing home facilities located throughout the northeastern United States. Participants: A subset of 958 essential, facility‐based LTC workers involved in direct patient care. Measurements: This paper presents information on LTC workers’ demographic characteristics, health, features of their LTC occupation, additional paid work, wages, and double‐ or triple‐duty caregiving roles. Results: The majority of LTC workers were certified nursing assistants, followed by licensed practical nurses and registered nurses. Overall, over 70% of these workers agreed or strongly agreed with the following statement: “When you are sick, you still feel obligated to come into work.” One‐sixth had a second job, where they worked an average of 20 hours per week, and over 60% held double‐ or triple‐duty caregiving roles. Additional paid work and unpaid care work characteristics did not significantly differ by occupational group, although the prevalence of second jobs was highest and accompanying work hours were longest among certified nursing assistants. Conclusion: LTC workers commonly hold second jobs along with double‐ and triple‐duty caregiving roles. To slow the spread of Covid‐19, both the paid and unpaid activities of these employees warrant consideration in the identification of appropriate clinical, policy, and informal supports. (Edited publisher abstract)
Good value for money? Public investment in 'replacement care' for working carers in England
- Author:
- PICKARD Linda
- Journal article citation:
- Social Policy and Society, 18(3), 2019, pp.365-382.
- Publisher:
- Cambridge University Press
In the context of increasing need for long-term care, the reconciliation of employment and caring is an important social issue. In England, the annual public expenditure costs of unpaid carers leaving employment are approximately £2.9 billion. Previous research shows that provision of paid services to people cared for by working carers, sometimes known as ‘replacement care’, is effective in helping unpaid carers to remain in employment. This study makes an estimate of the public expenditure costs of ‘replacement care’ for working carers in England. Using data from the English Longitudinal Study of Ageing and 2015-16 costs data, the study finds that the public expenditure costs of ‘replacement care’ for working carers are approximately £2.5 billion a year, which is considerably lower than the costs of carers leaving employment. The study concludes that greater public investment in ‘replacement care’ to support working carers in England would represent good value for money. (Publisher abstract)
Paid employment amongst adults with learning disabilities receiving social care in England: trends over time and geographical variation
- Author:
- HATTON Chris
- Journal article citation:
- Tizard Learning Disability Review, 23(2), 2018, pp.117-122.
- Publisher:
- Emerald
Purpose: The purpose of this paper is to examine trends over time and geographical variation in rates of paid employment amongst working age adults with learning disabilities receiving long-term social care in England. Design/methodology/approach: Data were drawn from NHS Digital adult social care statistics examining paid/self-employment for working age (18-64 years) adults with learning disabilities known to social care (2008/2009 to 2013/2014) or receiving long-term social care (2014/2015 to 2016/2017). Findings: In 2016/2017, councils reported that 5.7 per cent of working age adults (7,422 people) with learning disabilities receiving long-term social care were in paid/self-employment, with higher employment rates for men than women and most people working less than 16 hours per week. Paid employment rates seem to be slightly declining over time, and there is wide variation across councils in reported paid/self-employment rates. Social implications: Despite good evidence for the cost effectiveness of supported employment support, employment rates for adults with learning disabilities receiving long-term social care remain extremely low. Originality/value: This paper presents in one place statistics concerning the paid employment of working age adults with learning disabilities in England. (Edited publisher abstract)
The employment of migrant workers in long-term care: dynamics of choice and control
- Author:
- SHUTES Isabel
- Journal article citation:
- Journal of Social Policy, 41(1), January 2012, pp.43-59.
- Publisher:
- Cambridge University Press
- Place of publication:
- Cambridge
Western welfare stares are increasing dependent on migrant workers to meet the care needs of their ageing populations. In the UK, chronic difficulties in the recruitment and retention of care workers, due to low wages and unfavourable working conditions, have led to the increasing employment of migrant care workers among contracted providers of residential and home care services. This article examines the ways in which immigration controls shape the exercising of choice and control by migrant care workers over their labour. It draws on the findings of in-depth interviews with 56 migrant care workers employed by residential and home care providers. It is argued that the differential rights accorded to migrants on the basis of citizenship and immigration status limit the exercising of choice and control by these care workers. Three areas are explored: ‘entry’ into particular types of care work; powers of ‘exit’ within work; and ‘voice’ regarding the conditions under which care labour is provided.
‘A Working Man’s Life’ working inside and outside Leavesden hospital: an oral history account
- Authors:
- DELANCY Patrick, O'DRISCOLL David
- Journal article citation:
- British Journal of Learning Disabilities, 38(2), June 2010, pp.110-111.
- Publisher:
- Wiley
This is a short oral historical account of a former patient’s working life inside and outside a learning disability hospital. His first job at age 16 was packing pens, pencils and writing books in the Industrial Training Unit. After working in a variety of jobs inside the hospital, he obtained a pass to work outside the hospital, while still living there. After leaving the hospital permanently, he continued to work in a variety of settings. He is currently working every day from Monday to Friday doing a cleaning job.
Social services: care across generations
- Author:
- EUROPEAN SOCIAL NETWORK
- Publisher:
- European Social Network
- Publication year:
- 2007
- Pagination:
- 35p.
- Place of publication:
- Brighton
The report looks at child poverty and long term care. The author is the European Social Network (ESN), the independent network for social services in Europe. ESN Members are key providers of vital social services and work closely with health, employment and education services and voluntary and private providers. While models of organisation and financing vary, social services across Europe have a strong tradition of delivering care, support and protection to vulnerable people in disadvantaged communities.
The effects of changing values on the provision of long-term care
- Authors:
- LONGINO Charles F., POLIVKA Larry
- Journal article citation:
- Generations, 25(1), Spring 2001, pp.64-68.
- Publisher:
- American Society on Aging
This article asks what the long-term-care workforce in the USA will look like in the future. This depends upon the changing values on which long-term care itself is based. Argues that there are some major changes under way that may frame long-term care in the new ways in the future, thereby affecting both workforce and resources.
Direct-care health care workers: you get what you pay for
- Authors:
- DAWSON Steven L., SURPIN Rick
- Journal article citation:
- Generations, 25(1), Spring 2001, pp.23-28.
- Publisher:
- American Society on Aging
The long-term care system in the United States long ago structured itself on the presumptions of a seemingly endless supply of low-incomes individuals (usually women, and disproportionately women of colour) willing to work as certified nurse's aides, home health aids, and personal care attendants. Both providers and consumer presumed that these workers would always be available to offer care and companionship in long-term care settings - despite low-quality jobs that kept them working, but poor. Now, however, direct-care staffing vacancies are spreading throughout nursing homes and home car agencies across the country. The very future of the industry now rests on an ability to attract direct-care workers within an increasingly competitive environment. The authors argue that in order to survive, let alone provide high-quality care, the long-term care system must restructure and must significantly improve the quality of paraprofessional employment.
Transforming direct care jobs, reimagining long-term services and supports
- Author:
- SCALES Kezia
- Journal article citation:
- Journal of the American Medical Directors Association, 23(2), 2022, pp.207-213.
- Publisher:
- Elsevier (for the American Medical Directors Association)
The diverse array of individuals who receive long-term services and supports share one common experience, which is the need for assistance with personal care and/or other daily activities. The direct care workers (including nursing assistants, home health aides, and personal care aides) who provide this assistance play a critical role in keeping individuals safe, supporting their health and well-being, and helping prevent adverse outcomes. Yet despite decades of research, advocacy, and incremental policy and practice reform, direct care workers remain inadequately compensated, supported, and respected. Long-standing direct care job quality concerns are linked to high turnover and job vacancy rates in this workforce, which in turn compromise the availability and quality of essential care for older adults and people with disabilities - which has never been more evident than during the COVID-19 pandemic. This special article makes the case for transforming direct care jobs and stabilizing this workforce as a centrepiece of efforts to reimagine long-term services and supports system in the United States, as a public health priority, and as a social justice imperative. Drawing on research evidence and examples from the field, the article demonstrates that a strong, stable direct care workforce requires: a competitive wage and adequate employment benefits for direct care workers; updated training standards and delivery systems that prepare these workers to meet increasingly complex care needs across settings, while also enhancing career mobility and workforce flexibility; investment in well-trained frontline supervisors and peer mentors to help direct care workers navigate their challenging roles; and an elevated position for direct care workers in relation to the interdisciplinary care team. The article concludes by highlighting federal and state policy opportunities to achieve direct care job transformation, as well as discussing research and practice implications. (Edited publisher abstract)