• What percentage of the workforce has elder care responsibilities?
• Workforce needs for specific types of elder care benefits/programs – based on the caregiving duties of the workers, geographic location or existing resources.
• What resources exist in the local community that might be integrated into dependent care benefits for workers? For e.g. is there an existing resource and referral service or an Alzheimer’s day care center near the workplace etc.?
• Who oversees the elder care program(s) – the union, the management, a joint labor/management committee or an external vendor?
• Do workers have the ability to choose a specific elder care provider or facility based on their work schedule, distance, etc.?
• Eligibility criteria and coverage limits. For e.g. are parents-in-law or grandparents covered?
• Costs associated with the elder care program(s) – for both employer and employee.

Download the complete list of General Considerations on Bargaining for Work Family Benefits .