This week you will complete your portfolio. You must do the following: Revise previous assignments based on feedback and your own new insights.Organize documents in a clear, appealing manner.Place ev

14

To: Management

From:

Date: November 21, 2022

Re: Solution proposal ( This should be a brief cover letter to alert the reader. Just needs a little bit more than the Re:)

November 21, 2022

Memo 1

Adding Onsite Childcare 2

Adding Onsite Childcare 6

Introduction with Purpose Statement 6

Discussion (Change this heading to a major section heading) 7

The Problem 7

The Solution 9

The Context 11

Conclusion 12

List of Figures

Figure 1: Workplace issues faced by working parents…………………...7

Figure 2: Comparison of childcare costs…………………………………9

Executive Summary

It is not a secret that the healthcare system in the United States desperately needs reform. In recent years, medical care costs have skyrocketed, and many people have found that they cannot afford appropriate medical treatment despite this. In response to this, a variety of potential solutions have been put forward for consideration. This proposal's objective is to provide an outline of a possible solution to the dilemma that currently exists in the healthcare system in the United States. This plan is founded on the notion that access to quality medical care should be available to everyone in the United States since healthcare is a right, not a privilege. The idea to give all Americans access to high-quality healthcare that is yet within their budget is outlined in the proposal. The idea would be carried out by means of a healthcare system known as a single-payer system, in which the government would be responsible for footing the bill for all of the costs associated with healthcare. The proposal is comprised of several distinct elements, some of which are as follows: -A breakdown of the issue at hand, as well as the current condition of the healthcare system in the United States of America; -An explanation of the single-payer healthcare system, as well as how it would function in actuality; and -An estimate of how much the proposed plan will cost. -A discussion of the possible benefits of the plan; -A explanation of how the plan would be carried out if it were put into action. In the end, it is anticipated that this plan would serve as a jumping-off point for additional discussion and debate on the healthcare problem in the United States and will contribute to implementing desperately required changes.

(This is supposed to be about onsite child care not the health plan)

It is common knowledge that workers in the United States account for some of the highest rates of productivity in the world. However, what is less well recognized is the fact that they are also among the most stressed people. A study by the American Psychological Association found that nearly one in five workers experience high-stress levels. Another study found that almost half of all workers say their job is very or extremely stressful. Both of these studies were conducted in the United States. The absence of childcare options that are both affordable and of sufficient quality is one of the primary contributors to this stress. According to a study conducted by the National Women's Law Center, over sixty percent of working mothers have difficulty locating affordable and high-quality child care. Because of this, working mothers are left with few options other than to either give up their jobs or reduce the number of hours they work each week. Onsite child care is the answer to this conundrum, so look into it.

The term "onsite child care" refers to a facility for caring for children within an employer's premises. Working mothers find it to be a choice that is not only handy and inexpensive but also one that has been demonstrated to enhance employee productivity. According to the findings of a study published in the Harvard Business Review, workers who had access to onsite child care were more likely to be content with their occupations and had a lower likelihood of quitting their positions. According to the findings of the study, having childcare facilities onsite can enhance worker productivity by as much as 20 percent. (Revise for concise wording instead of repeating the “findings of the study”) The advantages of having child care available onsite are not hard to see. It is a solution that benefits both employees and employers in equal measure. In addition, the provision of onsite child care is an investment in the future of the labor force in the United States.

A primary consideration of a parent's decision to leave the labor force is the high cost of child care. According to a survey published by the National Women's Law Center, the annual cost of childcare for an infant has climbed by 41% since 2018, reaching approximately $14,117 on average (NWLC, 2022). When both parents have jobs, childcare costs can be a significant source of financial stress for the household. Many mothers with full-time jobs have difficulty finding inexpensive and dependable childcare for their children. In addition, because the vast majority of childcare facilities are only available during standard work hours, it can be challenging for working mothers to drop off and pick up their children from daycare. This issue is aggravated by the fact that most daycare centers are only open during typical work hours. Because of this, working moms have few options for child care, and they are frequently forced to choose between being able to work and being able to care for their children.

Many benefits accrue to employees and employers when childcare is offered in the workplace. Employees with access to onsite child care can make financial savings on something that is generally a significant expense for families. If a company provides onsite child care for its workers, those workers who have young children may find it simpler to combine their work and family responsibilities. There is a correlation between employers who provide onsite child care and higher productivity levels and employee morale. There is a possibility that some workers will be unable to pay the fees that are involved with the provision of child care in the workplace. (This is a contrast and a problem, perhaps add a qualifying transition. But? However? In spite of?) Those families of workers who do not have access to childcare facilities on the premises may be obliged to find care elsewhere (Preston et al., 2021). Onsite child care may be subject to approval requirements imposed by government authorities, who may also establish criteria for the level of care provided.

The figure 1 below shows the workplace issues faced by working parents.

Kolmar, C. (2022, September 22). 30+ ESSENTIAL US CHILD CARE STATISTICS [2022]: AVAILABILITY, COSTS, AND TRENDS. Retrieved from Zippia.com: https://www.zippia.com/advice/us-child-care-availability-statistics/ (Revise to APA7 standards)

Providing child care services onsite at workplaces like businesses and other places of employment is one potential solution to this issue. Because of this, working mothers would be able to bring their children to daycare centers before the beginning of their shifts and pick them up after they finished their shifts. Because businesses and other employers would be able to negotiate lower prices with childcare providers, onsite daycare would also be more economical than traditional daycare (Sheffield et al., 2021). This advantage would be passed on to parents. The provision of childcare services within a place of business brings with it a plethora of advantageous outcomes. These benefits include greater productivity and morale among employees, as well as a reduction in absenteeism on the part of employees. Employee productivity would likely increase if childcare facilities were available on the business premises.

Employees would be able to devote more of their attention to their jobs since they would not be distracted by the need to obtain child care for their own children. According to Thébaud and Halcomb, 2019, providing employees with access to onsite childcare would enable them to manage better the demands of their professional and personal lives (including their families). In addition, there is a strong correlation between the provision of onsite child care and a reduction in employee absenteeism. It would no longer be necessary for employees to miss work in order to care for their children, and they would be less likely to call in sick when their children were ill if they did not have to miss work. (Would there be a quarantine area for sick children? I think this point may be arguable)

Figure 2 shows a comparison of childcare costs

Key

Blue-Nanny (900 per week)

Orange-Daycare costs (500 per week)

Onsite childcare (350 per week)

Therefore, onsite childcare will cost the parents less and guarantee sustained productivity as distractions will be minimized.

There are a few different ways in which businesses and other types of industries could benefit from having onsite childcare facilities. First, it would boost job retention rates among working parents, who are frequently driven to quit their jobs owing to a lack of inexpensive and reliable childcare options for their children since working parents would no longer be required to care for their children. Second, in contrast, this would increase overall employee productivity (Balasooriya et al., 2021). Third, working parents are more likely to apply for positions at businesses and other workplaces that offer onsite childcare, which means that companies and other workplaces that provide onsite childcare are more likely to recruit and keep high-quality employees.

Before making a choice, it is advised that employers carefully assess the costs and benefits of introducing onsite daycare to the workplace based on the information that was gathered and presented in this research. This recommendation is based on the information that was collected and presented. Suppose employers do opt to add onsite childcare. In that situation, they ought to take measures to reduce the likelihood of incurring responsibility, such as ensuring that the facility is well-equipped and staffed by appropriately qualified individuals. Providing onsite child care would be beneficial for the morale, productivity, and retention of employees while also reducing staff turnover. Not to mention the fact that it would be an enormous selling point for prospective new employees. It is evident that the organization would gain a significant amount of value by putting this approach into practice. While their parents are at work, the children would be able to play in a safe and secure environment thanks to this plan. The number of employees leaving the organization would decrease, which would result in cost savings for the business, and parents' worries about the well-being of their children would be alleviated.

References

Balasooriya, B. M. A. M., & Pallegedara, A. (2021). Employees' preference for the onsite childcare service: a case study of three Sri Lankan apparel firms. Journal of Asian Business and Economic Studies. https://www.researchgate.net/publication/352796482_Employees'_preference_for_the_on-site_childcare_service_a_case_study_of_three_Sri_Lankan_apparel_firms

National Consumer Law Center, (2022). Cutting Cost for Women and Families Depends on Public Investments. https://nwlc.org/resource/cutting-costs-for-women-and-families-depends-on-public-investments/

Preston, K., MacDonald, M., Giuliani, M. E., Melosky, B. L., Leung, B., & Ingledew, P. A.

(2021). Propping up the parents: An environmental scan of childcare programs available

to cancer patients in North America. https://ascopubs.org/doi/abs/10.1200/JCO.2021.39.15_suppl.e18805

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. 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. https://compass.onlinelibrary.wiley.com/doi/abs/10.1111/soc4.12700