Support team for elder care needs

By Mark Goldstein

If you were at the chamber Business-Building Lunch in April, you heard me tell how Cathy Crossman and her staff at Transition Options not only helped us find the assisted living facility that best suited my parents, but negotiated with them to save us $1,500 up front and another $800 every month.

Andrejs Pidjass
Fotolia.com

Transition Options has helped not only Rhawnie and I, but also my parents, during their transition into assisted living. I must admit, we were woefully unprepared for the challenges of the past few months. As most of you already know, my mother has Alzheimer’s disease and my father is in very poor health. Cathy and her team have been there for us every step of the way.

When my parents moved, my mother had difficulty adjusting because of the disease. Transition Options gave additional personalized care, and they continue to provide much-needed services, allowing Rhawnie and me to focus more on chamber needs. It’s said that the biggest concern for caregivers ends up being the quality of their mental health. In our case, we are at complete peace knowing we have our “back-up plan” in place with Transition Options.

The bottom line: If you, or anyone you know, are having to care for the ever-increasing needs of your parents and have not already created a “back-up plan,” I strongly and enthusiastically recommend that you contact Cathy Crossman at Transition Options. She will custom-tailor a plan that will meet every care-giving need. You can contact her at 407-629-5233.

If someone has gone “above and beyond” to provide you with outstanding service, please let us know.

Go also the second mile

By Mark Goldstein

Kotangens - Fotolia.com

I’ve been trying to help my mother and father through their transition into assisted living. They have both reached a point where they need special care in every aspect of their lives. Needless to say, this has put an extra burden on me. Fortunately there are many caring people who are helping greatly.

An example of this happened when I was washing my parent’s car and realized that the registration expired in February. Checking further, I found the insurance had lapsed also. After going online to re-register the car, I immediately called my friend Angie Martinez, principal of Florida Chartered Insurance Group in Oviedo, and explained the situation. She contacted Jacqueline Eiermann, a senior agent who specializes in auto and home insurance.

Within one hour, on a Sunday afternoon, Jacqueline had secured an insurance policy for the car. But here’s the best part: Since my parents had let their insurance lapse, they should have had to pay a large penalty. However, Jacqueline was able to add me to their policy, and the company accepted this as continuous coverage. What’s more, she had already gotten me a quote with that company, and even though I hadn’t switched yet, that company still offered a multi-car discount. Talk about going the extra mile for a client!

The bottom line is that when you approach the renewal date on your home or auto policy, I would strongly recommend that you first contact Jacqueline Eiermann. She will not only get you the best value, but as you can see, she never stops working for her clients. You can reach her at 407-278-0423 or by e-mail.

…and if anyone forces you to go one mile, go also the second mile.—Matt. 5:41 NRSV

Have a great story about one of your fellow chamber members? E-mail Kristen.

Sabbaticals: A Strategic Tool for Improving Bottom Line Results

by Rita Foley

Corporations that offer sabbaticals don’t do it as a nicety. They do it because it’s good for employees, for the company, and for customers.

Laurent Hamels -- Fotolia.com

Most of us have worked since we were in our late teens or early 20s, so of course it’s natural to crave some time off. Here are six reasons more companies are implementing sabbatical programs:

Employees return rejuvenated: Close to 100 percent of sabbatical takers return to their companies with higher levels of engagement, loyalty, motivation and appreciation for their employers. Research shows a high percentage of promotion and improved performance levels among sabbatical takers. But companies that provided sabbaticals only by exception, rather than as policy, had more sabbatical takers who did not return to work or remain employed with the company.

Clients will allow it: Some companies, especially professional firms, say the intense one-on-one relationship with clients prohibits sabatticals. The reality is many such firms offer sabbaticals. One law firm partner told me that sabbaticals actually help neutralize the ego factor. “It’s not healthy for the firm if a client gets too dependent on just one person.”

It can be cost efficient: This is another one that is especially hard for lawyers or other firms who share profits. But if everyone takes a sabbatical, then, at one time or another, each will cover for another and the profit washes out. Some companies offer only partial pay for sabbatical takers, but even for those who offer full pay, a sabbatical program shouldn’t cost you. Maybe at a clerical level you might have to hire a temp, but with careful preparation and juggling, work can usually be covered by existing employees.

Implementation is essential: It’s all in the preparation. The companies I spoke to have a very simple and effective system. Upon approaching the sabbatical year, an employee writes a memo to their boss requesting the specific time off. They then meet and outline coverage.

Stagger sabbaticals: In a formal program, one of the main concerns is how to start the implementation with tenured employees who have passed the five- or seven-year mark -- some many times. Most companies simply stagger leaves over a three-year period.

The bottom line: Our nation will lose its innovation and creativity if we don’t invest in our most important asset: our employees. We tune up our PCs, our cars, and our home heaters. Why not encourage people to give their minds and spirits a tune-up? Time and time again, sabbatical takers return as more interested and engaged employees, more loyal and more creative. Sabbaticals broaden a company by bringing in new ideas.

Loyalty alone should justify implementing a program. The cost of hiring and training a new employee can be 1.5 times a departing worker’s salary. Sharon Allen, Deloitte’s chairwoman, said her firm’s sabbaticals and flexibility policies had saved more than $45 million a year by reducing turnover.

A sabbatical program is a wonderful tool for checking an organization’s depth and breadth. Managers must proactively focus on developing their staff, complete succession planning, and provide training and exposure to teams. Sabbaticals promote teamwork and better decision-making.


Twenty per cent of the Fortune 100 Best Companies to Work For offer fully paid sabbaticals. If you want to be a workplace of choice while still adding to the bottom line and the company’s future, consider implementing a sabbatical program.

Rita Foley is an adviser with Crenshaw Associates and is a co-author of Reboot Your Life: Energize Your Career and Life by Taking a Break.

Do you have expert advice to share? E-mail Kristen.