Source: Anita Bercovitz, Abigail Moss, Manisha Sengupta, Eunice Y. Park-Lee, Adrienne Jones, Lauren D. Harris-Kojetin, Marie R. Squillace, National Center for Health Statistics, National Health Statistics Reports, Number 34, May 19, 2011
The picture that emerges from this analysis is of a financially vulnerable workforce, but one in which the majority of aides are satisfied with their jobs. The findings may be useful in informing initiatives to train, recruit, and retain these direct care workers.
Source: Deane Beebe, PHI Policy Works blog, May 26, 2011
Occupational hazards and safety in home care were the focus of “Home Health Care Health and Safety: Emerging Occupational and Patient Safety Issues in Home Care for Patients,” a conference sponsored by the National Institute for Occupational Safety and Health (NIOSH) and the Columbia University Mailman School of Public Health (MSPH).
At the May 19 conference, three researchers presented their findings on the many serious health risks that home care aides and nurses face while on the job:
– Hazards in the Home, by Jane Lipscomb, PH.D., R.N., F.A.A.N., of the University of Maryland Baltimore Schools of Nursing and Medicine
– Summary of findings on sharps injuries and blood exposures, by Margaret Quinn, Sc.D., of the University of Massachusetts Lowell
– Home Health Care Patient/Worker Health and Safety Issues, by Robyn RM Gershon, MHS, DrPH, Mailman School of Public Health Columbia University
Source: Paul K. Sonn, Catherine K. Ruckelshaus and Sarah Leberstein, National Employment Law Project, March 2011
This policy brief begins by reviewing the history of the companionship exemption. It then explains the impact the current exemption is having on home care jobs, and recommends simple principles that should guide revised regulations. Next it explains why extending minimum wage and overtime coverage to most home care workers is necessary to vindicate FLSA’s policy goals. It concludes with a discussion of the potential cost impact of transitioning to a narrowed companionship exemption.
Source: Shawn Fremstad, Direct Care Alliance, Inc., Policy Brief, no. 7, January 2011
This policy brief details the key coverage-related provisions of health reform, and discusses steps that direct care workers, direct care associations, and others can take to ensure that the coverage provisions of health reform are implemented in ways that work for direct care workers and employers. Direct care workers have a vital role to play in the implementation process, and may want to advocate for the following:
– a state advisory committee on health reform implementation that includes direct care workers;
– that states take full advantage of new options in the law to streamline eligibility for Medicaid and subsidies for purchasing health care coverage in the exchange;
– the implementation of the Basic Health Plan option for residents with incomes below 200 percent of the poverty line;
– the establishment of a publicly administered health plan to compete in the exchange; and
– the use of federal grants to fund and strengthen independent and effective Consumer Assistance Programs to help consumers navigate the new system.
These recommendations are explained in more detail later in this policy brief. Health reform also includes important provisions related to health care workforce development, long-term care insurance, public health, prevention and many other health-related issues. Although not discussed in this brief, many of these provisions are relevant to direct care workers.
Source: Paraprofessional Healthcare Institute, Facts 4, March 2011
From the summary:
A new PHI analysis on health care coverage for direct-care workers found that occupation, industry/setting of employment, and geographic region were key indicators of whether these frontline caregivers had coverage.
The new analysis found that in 2009, of all the nation’s direct-care workers — nursing assistants, home health aides, and personal care aides:
* nearly 1 million (28 percent) were uninsured;
* nearly 20 percent received health coverage through Medicaid or other public insurance at some point during the year; and
* only 47 percent had employer-sponsored coverage — compared to 68 percent of U.S. workers generally.
Source: AI-Jen Poo, New Labor Forum, Vol. 20 no. 1, Winter 2011
What does the triumph of Domestic Workers United mean for the future of the labor movement?
Source: Direct Care Alliance, February 2011
From the press release:
Direct Care Alliance announced the launch of the Direct Care Alliance Personal Care and Support Professional Credential, a competency-based test that will help improve the quality of long-term care for the elderly and people living with disabilities who depend on personal assistance workers to maintain their autonomy and quality of life.
The credential for personal assistance workers will help professionalize the direct care workforce by: 1) providing elders, people with disabilities and their families with a reliable way to assess the knowledge of those they hire; 2) giving agency employers a customer-centered assessment tool; 3) establishing a national standard for state policy makers; and 4) allowing workers in this field to demonstrate their professionalism and skill.
Source: Lauren D. Appelbaum, Institute for Research on Labor and Employment, UCLA, Research and Policy Brief, no. 6, December 2010
In August 2010, the California State Legislature passed a Resolution for a Domestic Workers Bill of Rights. This resolution highlights the work done by domestic workers in the state and the labor violations faced by these workers. The resolution calls for the fair treatment of these workers, noting that domestic workers have a right to be treated with respect and dignity. On November 29, 2010, New York State enacted a new Domestic Workers Bill of Rights, which guarantees basic work standards and protections for domestic workers. In January 2011, a law that would prohibit the mistreatment and underpayment of domestic workers will be introduced to the California State legislature. If passed, the California law would go beyond its New York counterpart by providing paid days off and severance upon termination, in addition to an eight hour day and minimum wage assurances
Source: Joseph Shapiro, NPR, All Things Considered, December 9, 2010
In a hotel ballroom outside Atlanta, a young man glides his wheelchair to the front of the meeting room. With his twisted hand he hits a button on a small gray box attached to the front of the chair and a machine speaks for him. “I am Mathew Harp, and I am 22 years old.”…
Picture a nursing home and you think of a place for the elderly. But yearly federal nursing home data shows that there are more than 6,000 young people up to the age of 21 living in American nursing homes. And there are thousands more who are in their early 20s….
“I was the youngest person in the nursing home. Most of the others were very old. I had only a few friends that would come and see me. I missed everyone very much,” he said. “And I wanted to leave. I wanted to live with my family so that I would not miss them so much.” After a year in the nursing home, Harp got his wish and, in March, he moved back into his mother’s home. That was possible because a state and federal program paid for the aides who come to his house nine hours every day. They help him get up, get dressed and eat.
Source: Nancy F. McKenzie, Direct Care Alliance, Policy Brief No. 4, September 2010
This briefing paper is an overview of lesbian, gay, bisexual or transgender (LGBT) elder issues in long-term care institutions, community care and home care. The briefing paper’s aim is to demonstrate how the cultural and legal landscape negatively affects the health of LGBT seniors, and direct care workers’ role in improving the quality of service to LGBT elders.