Onsite Child Care

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In our society, both parents have to work to make ends meet. Parents with young children therefore have a difficult time managing work and family life. When organizations offer child care benefits it creates tremendous assistant for parents with young children. Studies about organizations offering onsite child care has been around since the 1980’s. Reviews from popular, trade, and scholarly literature on onsite childcare for employees has shown three major categories: incentives provide employee satisfaction and reduces turnover; less engagement, anger, and resentment affects employees due to lack of child care support; and the negative impacts of both parents working and cost of child care.
Incentives Provide Employee Satisfaction and Reduces …show more content…

After examining paid leave, child care subsidies, telework, and alternative work schedules, Caillier (2016) states that the only family-friendly benefit that was found to reduce turnover was child care subsidies. Furthermore he writes that the U.S. federal agencies offer child care assistance that involves onsite services because the amount of workers with young children is increasing, organizations offer child care programs to obtain a competitive advantage in attracting and retaining these workers. An employee may leave a job for another if the other job offers benefits that are necessary for them. Most jobs offer health insurance for example because that is something that all individuals and families need. “Child care programs also had a negative effect on turnover” (Callier, 2016). When an organization offers onsite services the employees perceive the organization as caring about their family duties. Ratnasingam, Spitzmueller, King, Rubino, Luksyte, Matthews, and Fisher (2012) found that compared with external childcare users, employees using on-site childcare were less engaged in and satisfied with their jobs when they (a) perceived their organization to be unsupportive toward their family life and (b) were …show more content…

With such an increase of mothers working and the numbers set to raise it is ever more important to support parents with young children. Some families earn too much to get government subsidized child care and some earn too little to afford quality child care. Bianchi (2011) finds that as a result of these changes, adults in households with children became much more likely to juggle paid work and unpaid family care giving responsibilities— making the tension between the two spheres much more apparent than it had been during the 1950s and 1960s, when women tended to stay out of the labor force to rear children while men brought home a “family wage” large enough to support everyone. Morrissey and Warner (2011) from their study indicates that the employees who are less satisfied with the costs of their child care arrangements are more likely to seek out and apply for child care vouchers to help pay for care that freed up money for other family activities, and over 90% of recipients reported that the voucher helped them pay for child care. Morrissey and Warner (2009) states that few employers have a workforce large enough to build on-site child-care centers, but most employers can structure a voucher within their FSA program. “In fairness to employers, childcare is an extremely difficult issue to

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