Benefits of Employer Sponsor Childcare

Benefits of Employer Sponsor Childc bePurposeIn this paper, I testament explore whether employer-sponsored baby birdc be has any(prenominal) effect on gaining and hold backing employees in order to make recomm residuumations to organizations that set aside employer- sponsored youngster c be gains.Signifi give the bounceceOne of the elemental goals of companies is to attract, hire, and retain the most competent employees. Employers ar constantly researching for benefits that will attract employees, and produce a respin on their investments. With the ever changing demographics of the men, employers ar faced with the contest of providing benefits that argon spellbinding to their target demographics. Over the historic period, thither has been an plus in wiz p atomic account 18nt households, dual income households, and the number of women ingress the ready force. Thirty eld ago, just 34 sh beage of married couples with small fryren younger than six were dual inco me households today the figure is almost 60 portion (McIntyre, 2000). With the development of women, and dual income households, there be much families in take aiminess of child c argon. at that place has likewise been an increase in child caveat expenses over the year, and employees be constantly searching for affordable child address. Employers recognized the need for inexpensive child grapple, and hold back found creative ship commission to bequeath opportunities for child cargon that argon affordable, handy and available to employees (Oekerman, 1997). One of the benefits that employers are providing in response to this need is on-the-spot(prenominal) child forethought. By providing employer-sponsored child care such as worksite daycare, employers are setting themselves by from their competitors. An on-the-spot(prenominal) child care is integrity that is funded by the employer and the phoner usually pays for the start-up cost, initial operation l osses and portions of the ongoing cost (Oekerman 1997, miller 1984)..It is estimated that straines lose tight 3 billion dollars due to childcare- related absence seizures (Harper, Dens to a great extent(prenominal) Motwani, 2001). Those who support on-the-scene(prenominal) childcare claim that it increased the aptitude to attract employees, lighted absenteeism, amend employee attitudes, generated palmy publicity approximately the employer, and improved community relations (Miller, 1984). Miller (1984) alike states that critics of on-site childcare argue that there is non enough backing of savings available for the cost associated with starting and operating an on-site childcare ticker. Nevertheless, with an increase in whiz get up households, there is definitely a certain way to attract women and a diverse manpower. Yet, there are non many employers that permit taken the initiative to include this as 1 of their benefits.As small business owner in the pedestal h ealthcare field, I am interested in learning about the benefits of employer sponsored childcare. whatsoever of the quarrels plateful healthcare business are faced with are high overthrow, and absenteeism. The manpower demographics for home healthcare companies are predominantly women, and I want to research if this will be an attractive benefit for home healthcare companies to call. I am in like manner interested in purpose out the take on investment associated with employer-sponsored childcare, as well as other benefits that are non easily measured. As a single mother, I am interested in knowing the pros and cons of employer sponsored childcare, to aid my conclusion in future career endeavors.I hope to dis coating steady evidence that employer-sponsored childcare is effective in attracting and retaining qualified employees. If there is inauspicious evidence, I want know what the limitations are, and what besides research is needed in this subject matter.ScopeThis pa per is going to explore whether employer-sponsored childcare has any effect on employees. I am going to be face at companies that comport successfully implemented this platformme, and how it has affected their bottom line. There are also those who cerebrate that the absence of a childcare was not the leading cause of absenteeism, nevertheless the illness of a child was more than likely to lead to higher absenteeism (Miller, 1984). For the purpose for this research, I will focusing on on-site childcare. I will touch briefly on sick-childcare. I will also be researching employer-sponsor childcare benefits from the employees point of view, and how it is wanted by employees. I will not be discussing pre-paid care, such as employees childcare account benefits. I am focusing on childcare that employers are civilisely involved in the process.TermsDirect Care. calling result on-site or nearby care centers for daily care, away(predicate)(p) programs, and summer camps (Oekerma n, 1997).Indirect care. Companies contract with existing centers which provide care for employees children (Oekerman, 1997). fate care. Businesses arrange care for extremity care in a shortly beat frame including care for sick children (Oekerman, 1997).Prepaid-care. Companies institute special accounts into which employees raise pre-tax income to be used toward child care (Oekerman, 1997).Referral care. Employers contract with referral services that hold up-to-date information on child care available in the area (Oekerman, 1997). on-the-spot(prenominal) childcare. An on-site childcare is unitary that is funded by the employer at the job-site or at about other location, and the employer usually pays the start-up and operational cost ( Oekerman, 1997).Worksite childcare. happen upon Onsite Childcare.Absenteeism.Back-up care.Afterhours care. Are childcare services that are provided outside the normal business hour of nine to five PM.Near site.Chapter Two Literature reviewThis chapter will review literature on the effect of employer sponsored childcare on employees. This section will begin with a brief overview of employer sponsored childcare, and then provide research on some of the problems identified by employees. enquiry on the effects of employer sponsored childcare on safekeeping, recruiting, absenteeism, and productiveness is presented next. Findings from studies on employers commitment are covered in this session, and the last session is about ethical attachment followed by a brief summary.Issues affecting employees in childcare depraved to popular belief, employer on-site daycare is not a refreshed phenomenon. consequence has battle arrayn through research that employer-supported childcare extends at least as far back as the Civil War, when on-site childcare was offered to the women who sewed for soldiers (Miller, 1984, McIntyre, 2000). As more women entered the workforce in the 70s, the idea of on-site childcare expand to hospitals, gover ning body, and private companies (McIntyre, 2000). As the country experienced beat back shortage in the 90s, employers were compel guide to offer benefits like on-site childcare to encourage non on the job(p) women to join the workforce (Keyser Hartley, 2002, Connelley, Degraff, and Willis, 2004). In 2000, it was estimated that approximately 80 % of children six and under were spending an sightly of 40 hours weekly in some oddball of non-parental care (Marshall, 2004 as cited in Sphancer Burnett-Murphy, 2006). However, role childcare is still a major a business sector for majority of parents today (Keyser Hartley, 2002).Childcare crisis. Childcare is listed as one of the major crisiss that businesses, government and human resources department are faced with (Zampetti, 1990, Dun hindquarters, Edwards, Reynolds Alldred, 2004). However, on-site childcare is still lagging in its growth, and it has not grown as much as anticipated (Oekerman, 1997). Nevertheless, the demand for c hildcare has increased significantly, with the increase of women in the workforce (Keyser Hartley, 2002). It is also projected that over 85% of the workforce in the next five years will be working parents, and there has been a significant increase in the number of single parents households in recent years (Keyser Hartley, 2002). Employees are often faced with the challenge of finding quality childcare that is also convenient (Durekas, 2009). Employers on the other hand, are faced with the challenge of developing a childcare program that will work effectively for all employees, given the diversity in to long time workforce (Zampetti, 1990). A survey conducted in 2000 showed that only nine percent of the 1000 companies with 100 or more employees survey had on-site childcare (McIntyre 2000). While this number is significantly greater now than 20 years ago, this still lags behind the demand created by the approximately nine jillion families with children under six years old that are in the workforce today (McIntyre, 2000, Oekerman, 1997).Childcare-related issues can hinder an employee from working at their full potency, and has direct to employers losing millions of dollars due to absenteeism, decreases in productivity, high turnover, and increased training costs (Oekerman, 1997). destruction to of the problems cited by parents about childcare are cost, quality, availability and flexibility (Oekerman, 1997 Keyser Hartley, 2002). Research has shown that childcare issues can cause stress, tiredness, lack of motivation and loyalty, reduced productivity, unlicenced absences and accidents (Connelley, Degraff, and Willis, 2004 Oekerman, 1997). Researchers deliberate that some of the problems created by childcare crisis can be eliminated or minimized by employers go on-site childcare (Connelley, Degraff, and Willis, 2004). Supporters of on-site childcare argue that well-designed programs can positively influence parents behaviors towards work, improve the wel lbeing of children, and positively influence parents attitudes towards their job, and life as a self-colored (Milkovich, 1976).Cost. The number of parents experiencing childcare crisis has significantly increased over the years (Durekas, 2009). The cost for childcare is significantly high and most low income and single parents cannot afford childcare without service (Harper, Densmore Motwani, 1993). Parents with more than one kid are often faced with the challenge of finding childcare programs that does not cost more than the monthly income of one of the parents (Harper, Densmore Motwani, 1993). With the contemporary state of the economy and the increasing cost of childcare, the affordability of childcare has created a struggle for many parents (Durekas, 2009). Lack of quality and affordable childcare serves as a major barrier for women returning to the workforce (Skinner Finch, 2006). Many families turn to informal childcare excerptions, by using family members, however, whi le this method is cheaper or cost effective, some researchers believe that is not as reliable as a formalized childcare ease (Hughes Gary, 2005). on-the-spot(prenominal) childcare is plus to employees employers often offer rates that are lower than what other childcare facilities charge in the community (Harper, Densmore Motwani, 1993). Employers usually pay for the start-up and operating cost, thereby minimizing the general cost to employees (Oekerman, 1997 Miller 1984). prime(a). Parents are interested in childcare facilities that are of high quality, to ensure the proper growth and development of their children (Abraham Bowdidge, 1990, Sphacer Bennett-Murphy, 2006). Quality is a paramount concern for parents, because studies use up shown that children who attend quality preschool are more likely to graduate from high school, less likely to end up in jail, and are more likely to pursue march on education, providing employers with a more highly-qualified workforce (Dureka s, 2009 Langland-Orban Malsbary, 1990). The quality of on-site childcare is viewed by employers as a driving force in attracting and retaining talented employees (Miller, 1984). Employees are attracted to such a company, because of the convenience and peace of mind that on-site childcare offers. Employees are confident that their employers will hire competent, desireworthy staff members that will deliver quality education to their little ones (Durekas, 2009). Parents are demanding higher quality childcare from employers, and companies that are unable to provide such options will come out less attractive to the workforce (Langland-Orban Malsbary, 1990). round employers are responding to the demand of religious offering quality on-site childcare benefits to their employees, by gaining accreditation from nationally recognized institutions and boards (Oekerman, 1997). Employees are no longer satisfied with the minimum standards for childcare, employees expects employers to provide a forwardness that is on par with other quality programs in the area (McIntyre, 2000 Cohen, 1991). Employers also see on-site childcare as a reflection of their image, and are determined to run a forwardness that reflects their value (Cohen, 1991, McIntyre, 2000). Running a lower quality on-site childcare can serve as a deterrent for employees to join a company (McIntyre, 2000).Availability. As more women entered the workforce, the demand for childcare has exceeded the supply (Harper, Densmore Motwani, 1993). Parents are looking for a program that is high quality and affordable (Miller 1984 McIntyre, 2000). There is also a need for childcare arrangement that is close in proximity to the parents worksite, and a facility that provide options for those that do not work during the regular business hours (Leask, 1999). Overall, parents are concerned about the location of the childcare center, the hours of operation, and the availability of space in quality childcare centers (Durekas, 2009).The demand is even higher when it in regards to on-site childcare (Miller, 1984). There are not many companies that offer on-site childcare, there by creating a greater demand for the service (Miller, 1984). On-site childcare helps to decrease the demand by providing a childcare center that operates during the companys regular business hours, and having a facility that address the needs of their current work force (Leask, 1999). Some employers offer 24 hours facilities, in direct demand of their current workforce (McIntyre, 2000).Flexibility. With the increase in single parent households, mostly run by mothers, single mothers find on-site childcare, and emergency childcare as an important tool in serve welling them to find correspondence in their lives (Schandl, 1992). On-site childcare centers save parents time and provide flexibility, because parents do not have to drive to separate locations during their commute to work so saving them time (Oekerman, 1997 McIntyre, 2000 ). On-site childcare also provides the flexibility for parents to work longer, because parents are not in a hurry to pick-up their kids before the daycare closes (Kiger, 2005). The flexibility of parents having their kids close by benefits employers, because employees are still focused on their task at hand at the end of the work day, kind of of being concerned about getting to their kids childcare on time (Zampetti, 1991). It is believed that the flexibility enhances the overall productivity of employees, because flexibility reduces the overall stress of employees which assist employees in finding a symmetricalness in their work and personal lives (Robinson, 2005).Employers response to the childcare crisisResearch has shown that as the country continues to experience an increase in single parent households, most which are headed by women, the type of benefits desired by the invigorated workforce has changed (Zampetti, 1991). Employers are searching for ways to respond to this ne w demand (Elskick, 2001, Durekas, 2009). Some employers have responded by offering flexible work schedules, providing daycare vouchers, reserving spot in daycares for their employees, and pooling resources to provide charitable daycare options (Hartley Kelsey, 2002, Kiger 2005). Other companies have gone above and beyond by offering on-site childcare option. Employers who have taken the initiative to provide on-site childcare state that they are see offsprings in lower absenteeism, increased in productivity, higher retentiveness and increased employee clean-livinge as well as good corporate image (Oekerman, 1997). Others argued that on-site childcare is not the only solution to the childcare issue, and actual benefits associated with on-site childcare are difficult to quantify, and many reports that these benefits have been achieved are based upon seedy designed studies, using such data as employee opinions (Lang-land Orban Malsbary, 1990).Advantages of on-site childcareRe cruiting. Researchers agreed that on-site daycare is a way of attracting qualified and more diverse workforces (Connelley, Degraff, and Willis, 2004). Quite often, companies that offer on-site childcare are on the top of the list of Best Place to Work, which make such companies attractive to job assayers (Durekas, 2009). Publicity about a company offering on-site childcare has made companies attractive to employees, and companies are being contacted by potence employees, and then saving the company money in recruiting advertisements (Oekerman, 1997). On-site childcare has in some cases has direct to companies saving money in recruiting and having a bigger pool of applicants to choose from. fit to Connelley, Degraff, and Willis (2004) not only can employer sponsored childcare act as a direct motivator for women to enter the labor market, but it also has the potential to attract and retain fathers of young children who seek to facilitate their wives employment or who are single pa rents. Women and young families are often attracted to such companies, because it offers employees peace of mind (Schandl, 1992, Connelley, Degraff, and Willis, 2004). The idea of having their kids only a few feet away in a safe environment creates security, which is an incentive for potential employees to be drawn to a company (Schandl, 1992). A 1997 field of operations that was conducted by researchers at Simmons College in Boston discovered that companies with on-site childcare had 42 percent of employees named childcare as the reason they had joined the company, and one out five stated they would passed up an opportunity at another company because their desires to keep their kids at the companys child care center (Kiger, 2005).Some companies believe that without on-site childcare, they wouldnt be able to compete in a tight labor market, especially when it comes to recruiting female employees in the sophisticated perseverance (McIntyre, 2000, Schandl, 1992). These employers be lieve that on-site care is a significant tool for recruiting and retaining high-tech workers (McIntyre, 2000). On-site childcare gave companies a rivalrous advantage against their competitions, because on-site childcare is different from traditional benefits, and it is been offered by few companies (Schandl, 1992). On-site childcare also shows an employers commitment to their employees, which sends a message that the company is invested in the wellbeing of their workforce (Durekas, 2009). On-site childcare also enhances the companys image, which make the company attractive to new and diverse talents (Durekas, 2009)Retention. There are many employers who have benefited from higher retention and performance due to on-site daycare (Connelley, Degraff, and Willis, 2004). One such company is Abbott Laboratories, where employees with children in the on-site childcare center have a retention rate three times higher than the norm (Kiger, 2005). Employers are seeing an increase in retention , because of the flexibility and peace of mind that on-site childcare provides for parents (Casey Grzywacz, 2008). Knowing that their child is only few feet away in a quality facility, serves as a motivation for parents to remain with an employer (Friedman, 1986 as cited in Oekerman).Companies such as Procter Gamble has taken proactive steps by opening a 24 hour childcare facility to sustain night shift workers that are unable to leave their kids home and Trout full-bodied Chelan Inc, has taken the initiative to run an on-site childcare facility outside the normal business hours (McIntyre, 2000). fit in to the reign overr at Procter Gamble, their new facility is demonstration of their commitment to their employees and has served as an incentive for employees to remain with the company. She further explained that it conveys a message that the employees are cared about, and this has in turn increased employees loyalty (Leask, 1999). Companies who offer on-site childcare are sta rting to see their employees rejecting offers from other companies, and employers are starting to view on-site childcare as a way to remain competitive in the future (Connelley, Degraff, and Willis, 2004, Zampetti, 1991).Productivity. Researches believe that childcare-related issues can psychoanalyze about stress and concerns that affect the overall productivity of an employee (Hartley Kelsey, 2002). Studies also show that companies who offered on-site childcare are experiencing an increased in productivity (Leask 1999, Zampetti, 1991). Managements at such companies believe that on-site daycare creates an environment in which employees can focus their task at hand, alleviate those concerns that serve as a distraction, and affect productivity (Zampetti, 1991). On-site childcare has led to increase in productivity because employees can now concentrate fully on their work, because they trust that their child are been taken care of my competent staff (Leask 1999 Zampetti, 1991). An example is at SAS, where parents are allowed to visit their children during the day or join them for tiffin in the cafeteria. According to the company, this has enormously increased morale and performance, and the overall productivity of employees (Leask, 1999).Absenteeism. The National Child Care Survey reported that in 1990, 15% of all employed mothers missed work due to child care problems (Hofferth, Bayfield, Deich, Holcomb, 1991 as cited in Oekerman, 1997). Employers lose millions of dollars each year due to absenteeism caused by childcare- related issues (Hartley Kelsey, 2002). According to Durekas (2009), some large employees can lose close to a million dollar each year, because of absenteeism. Absenteeism is a major concern for employers, because it affects overall productivity, and morale on the job (Miller, 1984 Hartley Kelsey, 2002). By providing on-site childcare, employers will reap the benefits of decrease absenteeism in the company as a whole (Hartley Kelsey, 200 2). Employees will take fewer unscheduled days off as a result of lack of childcare (Milkovich, 1976). Employers also believe this has led to decreases in absenteeism, tardiness, accident rates, turnovers, and employee stress (Milkovich, 1976).Several studies have suggested that employers felt absence of childcare was not inevitably a cause of absenteeism among women workers, but the sickness of a child was (Miller 1984, Milkovich, 1976). Parents are more likely to take days off to tend to the well being of a sick child (Langland-Orban Malsbary, 1990 Herman, Koppa Sullivan, 1999). Also, most childcare facilities have straight rules about sick children coming to childcare, because of concern of other children becoming infected (Herman, Koppa Sullivan, 1999 Langland-Orban Malsbary, 1990). In those cases, parents are left field with no other alternative, but to stay home with their sick child. various companies have arranged for back-up child care, and offer emergency childcare option to help address this issue. It is believed that with backup care, a far greater number of people can be covered than conventional on-site care because it is not being used daily (Kiger, 2005). Other companies have resorted to reserving spots in local child-care centers for employees emergency use (Kiger 2005). Emergency childcare has led to employees taking fewer days off, due to less severe illnesses of their children (Schandl, 1992). Some employers have addressed the absenteeism problem by providing after(prenominal)hours care (Cohen, 1991). One study concluded that by providing afterhours care companies could minimize absenteeism by 20 percent and recover the cost of an on-site center in five years (Connelly, Degraff Willis, 2004). The director of Childcare at one company describe on-site childcare as a way to create good morale, influence in younger to middle-age workers that need a second income and have a more stable attendance at work (Leask, 1999).In some cases, o nsite childcare has also encouraged women employees to return to work sooner after the birth of a child, because of the companys infant daycare (Aschbacher, Burud,1989 as cited in Oekerman 1997, Leask 1999). Women are more comfortable having their infant closer to their job, then leaving than in a childcare somewhere across town (Oekerman, 1997). She explained that parents are more secured, because if there is a problem or concern, they are only a few feet away from their little ones. Others argue that employers flexibility has an even greater doctor on absenteeism, compare to on-site childcare (Miller, 1984). In a study conducted by Casey and Grzywacz (2008), the result show that an increase in comprehend flexibility was associated with a decrease in sickness absences and work-related impairment and improved job commitment.Employers ImageSupporters of on-site childcare see on-site benefit as a significant demonstration of the companys investment in their employees, and what resu lt their policy on childcare will have on employees, and their overall standing in the community (Hartley Keyser, 2002). Companies that offer on-site child care argue that it is not about breaking even or quantifying the benefits. These employers believe that the savings and benefits obtain from on-site childcare programs are not necessary shown in the numbers but in things such as morale and performance, which are difficult to quantify (McIntyre, 2000 Connelley, Degraff, and Willis, 2004). Companies that sponsor child care programs believe that benefits can be seen in increased recruiting potential, morale, productivity, and quality. It is more of a moral dimension to the company, companies that provide on-site childcare believe that it not through with(p) because of profit, but providing on-site childcare is the right thing to do (McIntyre 2000). According to Kiger (2005), companies are utilizing child-care programs to mitigate one of the most painful and destructive ills of the twenty-first century economy parents decreasing contact with their kids and increasing alienation from family life. On-site childcare is a way of helping to strike a balance between work and personal life and a social debt instrument of employers that also creates a competitive advantage (Elswick, 2001). Employer sponsor childcare benefits is viewed as a demonstration of an employers commitment to employees and leadership in the community, which has resulted in deepen morale and company image, as well as an increased the companys ability to attract talents (Durekas 2009). Supporters of daycare emphasize that not only is it the employers social indebtedness to provide day care services, but also the employers responsibility to aright staffed and designed program (Milkovich, 1976).DisadvantagesFinancial. With all the benefits associated with on-site child care, such as higher retention, lower absenteeism, improved performance and high morale, there are not many companies are jump ing to offer this benefit (Morrissey Warner, 2008, Kiger, 2005). A study conducted in 1998 found 8000 firms on-site or near-site care (McIntyre, 2000). most companies are afraid to underwrite the cost of starting a new facility because onsite childcare is expensive to start and operate (Land-Lang Orban Malsbary, 1990). Although there are numerous benefits from opening an on-site childcare, many companies are not free to commit a substantial amount for start-up cost (McIntyre, 2000). Companies also have to take into consideration the investment in land, buildings, operation of the center, and potential obligation issues (Langland -Orban Malsbary, 1990).Quality childcare centers are likely to operate at a loss. The capital requirements are substantial, and actual losses and capital requirements have the potential to exceed forecasts (Langland-Orban Malsbary, 1990). For example, one accounting-firm executive estimates that most hospital-sponsored childcare centers lose $250,000 t o $500,000 yearly (Lutz 1987, 46, 48 as cited in Langland-Orban Malsbary, 1990) and another hospital-owned childcare center reports that fees cover only 75 percent of operating costs (Wayne and Burud 1986, 83 as cited in Langland-Orban Malsbary, 1990). So even though state and federal government offer tax incentives, it still has not been enough to overcome companies fear of the added cost and responsibility associated with operating an on-site childcare (Kelley, 2000 McIntyre, 2000). Onsite child care centers are not viewed as money makers, in many instances companies have to subsidize the budget for the operation of one (McIntyre, 2000).Management. Many employers are not equipped to manage an on-site childcare and some authors (Langland-Orban Malsbary, 1990) suggest that employers can use many strategies to respond to employee requests for quality childcare that do not require entry into the unfamiliar childcare business or bewilder a substantial capital investment or operati ng loss. The management of on-site childcare entails different levels of expertise that companies are not necessarily equipped with (Keyser Hartley, 2002). Supporters of on-site childcare claim it is the social responsibility of employers to provide a childcare facility that is well-managed (Milkovich Gomez, 1976). Some companies hired competent childcare aides, but such individuals are not necessarily equipped to manage the day to day activities of an on-site childcare center (Keyser Hartley, 2002 Milkovich Gomez, 1976).Some Langland-Orban Malsbary (1990) further emphasized that providers of on-site childcare centers may encounter conflicts with employees, particularly regarding one-year rate increases, assessing penalties to parents who are late in picking up children, or the decision to terminate the center operation. On-site childcare program is a direct reflection of employers commitment to their employees, and without effective management of on-site childcare programs, employers will be faced with dissatisfaction, and complaints from employees which will have adverse impact on recruiting and retention (Keyser Hartley, 2002 Langland-Orban Malsbary). Critics however recommend that some employers should stay away from managing on-site childcare programs, because employers that have no expertise in managing child daycare centers increases their companies financial risks. Although child-development specialists are often employed, they do not have the expertise to manage an on-site childcare (Langland-Orban Malsbary, 1990).Return on investment. The potential to enhance employee recruitment and retention through child daycare exists, but potential savings are difficult to quantify accurately (Segal 1984 as cited in Langland-Orban). There are little to no research on the actual dollars a company saves from offering on-site childcare (Durekas, 2009 Miller 1984). Some researcher argued that a company can attract and retain employees, by offering other ch ildcare benefits instead of investing in an on-site childcare (Zampetti, 1991). Those who support on-site childcare stressed that, the return on investment is can be found in areas such as good public image, decrease in absenteeism, increase in productivity, and employees commitment (Kelley, 2006). While the benefits are difficult to quantify, company are gaining competitive advantage which is a substantial return on investment (Zampetti, 1991 Leask, 1999). According to Durekas (2009), research has also shown a childcare center could save a business as much as $500,000 annually in turnover costs-10 retained workers at $50,000 per worker.Ethical IssuesSome of the ethical questions surrounding on-site childcare are Is on-site childcare in the interest of the child? (Oekerman, 1997) and is on-site childcare fair to everyone