CASE STUDY - MICROSOFT

Years ago, Microsoft identified the need for backup care as it watched its workers begin to age and have more children.  Like many companies in a similar situation, it contracted with a local childcare center to provide care during the workday.  However, as the company grew to become the world’s largest provider of computer software, it identified a need for a more broad-based approach when employees’ caregiving arrangements temporarily break down.

“We developed a national and worldwide presence, and the needs of our employees became more diverse,” said Cecily Hall, Director of U.S. Benefits for Microsoft.  “Sometimes a spouse or partner needs care.  Our employees were feeling the challenges of wanting to be at work, but feeling they needed to be at home.” 

Microsoft needed a benefits provider with a national presence and the flexibility to include spousal/partner care and eldercare, along with more traditional childcare.  In July 2006 it found that partner in Work Options Group.  In the first six months of the program, Microsoft employees utilized over 6,500 hours of backup care — hours that they were able to continue working.

 “Work Options Group demonstrated an ability to adapt to our needs, and their pricing model seemed reasonable to share with our employees,” said Hall, citing Work Options Group’s willingness to expand its caregiver network to North Dakota, where Microsoft has a presence.  “They were the right choice for us because of their national reach and diverse set of offerings.” 

Hall herself has used backup care.   “My eight-year-old was immediately pleased with the caregiver, which made me pleased.  Anyone inviting a stranger into their home would be apprehensive, but through the initial phone conversation and then when meeting the caregiver, it became very comfortable for both of us.  I would do it again.”

The software maker believes that backup care more than pays for itself by providing choice and flexibility to its employees when these types of unscheduled personal issues come up.  Also, offering backup care benefits helps the company remain a leader in its field by attracting and retaining the best talent.

“We know there is value in differentiation,” said Hall.  “When we provide a unique benefit that employees can’t get somewhere else, it helps attract and retain great talent.  Is this a differentiator? Yes.  Does backup care address a need?  Yes.  Does it make employees productive?  Yes.”