CareWise Solutions Products

Business Benefits of Participation for AI-CWA Members

Companies that join AI-CWA experience:
✅ Workforce Stability & Retention – Reduce turnover and absenteeism due to caregiving stress.
✅ Cost Savings – Lower healthcare costs by reducing burnout, stress, and chronic health issues.
✅ Immediate, Scalable Solutions – Deploy AI-assisted workforce-care models within 90 days.
✅ Competitive Advantage – Lead in workforce innovation and talent retention.
✅ Corporate Social Responsibility & ESG Benefits – Position as a leader in workforce sustainability.

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This online dashboard includes 12 months of access to proprietary and curated resources for Employee-Caregivers and their families. The resources help keep employees on the job and build confidence that care support is adequately performed at home.
Access to staffing, skilled care facilities, government agencies and professional sites, home care resources, and custom products, such as safety sensors, prescription discounts and more, are available in the curated marketplace.

Includes Employee-Caregiver eBook/PDF Guides –

• Employee Caregiver Employment Guide – Managing Job and Caring Responsibilities
• Caregiving and Your Career – The Employee Caregiver Journey Juggling a Job and Caring for a Loved One
• The Plan and Family Unit – How to Develop and Implement a Care Plan & Manage Experts to Support Daily Living
• How to Work and Care – Your Job and Life as an Employee Caregiver

In addition, the Employee Career Protection and Family Care Management package is recommended for managers juggling family caregiving and leadership responsibilities. Caregivers often get passed over for promotions, throwing off years or decades of career progress. Organizations sponsor employees for career growth, job continuity and strong leadership contribution. Individual employee-caregivers select this program for career path protection.

In addition to ongoing access to the Employee and Family Care Management online dashboard, Employee Career Protection offers three (3) one-to-one 1-hour online coaching sessions for concrete answers and insights into –

• Managing care in less time
• Improving the care your loved one receives
• Setting boundaries with healthcare professionals
• Protecting your career and career identity

• Understanding external drivers creating the work and care collision.
• Increased business support for caregivers and families.
• Assessment of barriers to the employee, employee caregiver, and team success.
• Awareness of policy innovations to improve employee attraction and retention outcomes, with less presenteeism, absenteeism, reduced LOAs, and less turnover.
• Resource and referral skills to coach employees on critical areas.
• Reduce employee time accessing resources.
• Save money with discounts, proprietary information, eBooks, and Caregiving Guides.

CareWise Solutions initiatives are adapted by team leaders once they identify the drivers creating caring employment environments impacting the organization’s response to supporting employee caregivers.
The past and present lessons of care and caregiving provide the principles and focus of the 3 Waves of Care and create the context for the evolution of each Wave.

• The 1st Wave is the longstanding family tradition of home care.
• The 2nd Wave moved beyond home care with the 20th-century development of a fragmented caregiver ecosystem, raising awareness that caregivers are also employees.
• The 3rd Wave is arriving now and will create an aligned future for employment and care based on innovation.

Team leaders receive clarification of their roles to address processes needed by the organization, caregivers, team members, and senior management. The result – is a productive, engaged, and stable team with employee-caregivers facing reduced and manageable workplace and home caregiver challenges.

If your organization is like most, you may have yet to consider the impacts of caregiving on the business, employee caregivers, and the broader workforce.

Let’s call it the employee-caregiver workplace challenge. But momentum is building for what we call care-aware organizational change. Employers play a significant role in protecting their employees and business from the damages of an inadequate aging and disability care system. For employers, saving the organization is not a nice-to-do goal. It is a must-do objective.

The program consists of 4 modules that Team Leaders or Facilitators can conduct. The program can be introduced as a two-day workshop or four modules. Facilitator Guide is included in the program package.

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Employers solve the Employment Crisis and build Employee Confidence so families receive proper care.

• Understand the global forces driving the future workplace, including the Baby Boomer aging impact on sustainable business outcomes.
• Consider horizontal policies and programs for culture change leading to improved business performance, customer confidence, employee retention, and wellness.
• Create workforce performance standards and measures to demonstrate understanding, care, and empathy for 50% or more of the team. Speak the same work and care language, hear what employees say, and demonstrate empathy to eliminate the problem-solving barriers to the work-care collision.

Choose a professionally facilitated series or utilize internal organizational development leaders.

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Employers understand the impact of a deficient home and community professional aging and disability team on the business. Most of the workforce will be caregivers over the next 30 years.
The collision of work and care must flip to employers managing employment continuity, empowering employee caregivers to manage boundaries and fulfill career goals, and not staffing the healthcare industry.

Program includes:

• Building a High-Performing and Caring Work Experience – Beliefs Assessment
• Supporting Employees Exhausted by Caregiving
• American Employment and Care Crisis
• Leadership Launch Communications Toolkit
• Introduction to the Caring Place Hub and Learning Center

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• Orientation to the Caregiving Crisis for the family unit
• Changing job roles to improve the patient experience
• Introduction to the Caring Place Hub for themselves and family members
• Increased education with expert blogs, free university courses, and technology tools to enhance communications and family care management (BrioCare)

The Building a Care Economy program targets –

The Direct Care Workforce

• Understanding the challenges of patients/clients/residents
• Enriching care job responsibilities with direct family communications
• Performing resource and referral roles in supporting the family unit
• Building cross-functional Team Leader capabilities of employees to be family/patient/resident care-aware resources and referral representatives in modern/upgraded care facilities
• Building the capabilities for existing employee-caregivers to plan and manage their job or career
• Leadership tools to change the organization’s care culture

Employee Caregivers in the Healthcare Industry who are –

• Caregivers for their family members
• Agencies or skilled facilities to attract and retain professional caregivers
• Marketing messages and tools to enhance the recruiting process
• Increased patient interface
• Understanding the challenges of patients/clients/residents
• Enriching job responsibilities with direct family communications
• Using the digital app to improve family communications
• Performing resource and referral roles in supporting the family unit

Executive Consulting Recommended. Choose a facilitated series of workshops or a train-the-trainer option for operating teams.
Choose a facilitated series of workshops or a train-the-trainer option.

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• A 45-minute online, self-paced Orientation to clarify the workforce issues, as half of the team has family caregiving responsibilities. Participants examine how the care crisis impacts their organization, colleagues, and themselves.
• A 4-hour on-site or online program orientation provides the bigger picture, helping PR Teams understand the dual roles employed caregivers face, corporate wastes, care-related stress, and the new workforce majority’s needs. An introduction to possible solutions follows the development of an internal PR plan for organizational communications.
• Monthly Themed Briefing Package includes an online meeting, educational materials, and recommended communications.

$5,000/year

Additional consulting available

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A 45-minute online, self-paced Orientation clarifies workforce issues, as half of the team has family caregiving responsibilities. Participants examine how the care crisis impacts their organization, colleagues, community, and themselves.

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