I need a rewrite of the attached paper to reflect the following: I went back to your audience analysis and your problem statement is actually the "costs to employers when employees do not have access
Adding On-Site Childcare
EN 361: Technical Writing
Professor
October 24, 2022
Adding On-Site Childcare
Introduction
Providing daycare for employees, especially working mothers, is a fantastic way to attract and retain them. For workers with young children, this benefit can be very welcome. If parents do not have access to on-site daycare, they may spend their workdays stressed out and anxious about their kids' well-being. Employers that cannot provide their staff with access to alternative childcare forms may find this a practical and cost-effective alternative.
Discussion
Statement of Purpose
This report investigates the feasibility of adding on-site childcare to the workplace. This report will identify the various stakeholders involved in this issue, assess the benefits and costs of adding on-site childcare, and recommend the next steps.
Background
Adding on-site childcare to the workplace is an issue that has been gaining traction in recent years. Several companies have already implemented on-site childcare, and the results have been mixed. There are several benefits to adding on-site childcare, including increased productivity and morale among employees and reduced absenteeism. However, on-site childcare has several challenges, including the cost of implementation and the potential for liability issues (Mawardi et al., 2022). Several stakeholders are involved in this issue, including employees, employers, and childcare providers. Employees benefit from on-site childcare, as it would allow them to balance their work and family responsibilities better. Employers also benefit from on-site childcare, as it would improve employee productivity and morale. Childcare providers would also benefit from on-site childcare, providing them with a new market for their services.
Benefits
There are many benefits associated with adding on-site childcare to the workplace. These benefits include increased productivity and morale among employees and reduced absenteeism. Adding on-site childcare to the workplace would likely increase productivity among employees. Employees would no longer have to worry about finding childcare for their children and would be able to focus more on their work. In addition, on-site childcare would allow employees to balance their work and family responsibilities better, leading to increased morale (Thébaud & Halcomb, 2019). Adding on-site childcare to the workplace would also likely reduce absenteeism. Employees would no longer have to miss work to care for their children and would be less likely to call in sick when their children are sick.
Costs
There are several costs associated with adding on-site childcare to the workplace. These costs include the cost of implementation and the potential for liability issues. The cost of adding on-site childcare to the workplace can be high. Employers would need to build or designate space for the childcare facility and purchase or lease the necessary equipment. In addition, employers would need to hire staff to run the childcare facility (Sheffield et al., 2021). The cost of these items can add up quickly and may deter employers from adding on-site childcare. In addition to the cost of implementation, there is also the potential for liability issues. Suppose something were to happen to a child while in the care of the on-site childcare facility; the employer could be held liable. This significant risk must be considered before adding on-site childcare to the workplace.
Conclusion
Based on the information presented in this report, it is recommended that employers carefully consider the costs and benefits of adding on-site childcare to the workplace before making a decision. However, suppose employers do decide to add on-site childcare. In that case, they should take steps to minimize liability risk, such as ensuring that the facility is well-equipped and staffed by qualified personnel.
References
Mawardi, F., Wiwaha, G., Tiatri, S., & Hilmanto, D. (2022). Workplace wellness programs for working mothers: a systematic review. Retrieved from: https://assets.researchsquare.com/files/rs-1629146/v1/9beb226c-69a2-424f-8da1-c32dbe12b220.pdf?c=1651854162
Sheffield, V., Marcelin, J. R., & Cortés-Penfield, N. (2021). Childcare options, accommodations, responsible resources, the inclusion of parents in decision-making, network creation, and data-driven guidelines (CARING) at infectious disease week (IDWeek): parental accommodations and gender equity. Clinical Infectious Diseases, 72(12), 2220–2224. Retrieved from: https://pubmed.ncbi.nlm.nih.gov/32898260/
Thébaud, S., & Halcomb, L. (2019). One step forward? Advances and setbacks on the path toward gender equality in families and work. Sociology Compass, 13(6), e12700. Retrieved from: https://compass.onlinelibrary.wiley.com/doi/abs/10.1111/soc4.12700
