The Component
What It Is and Who It Serves
The Aging Parent Planning Program is for employees who are beginning to notice change, responding to a new concern or coordinating an established eldercare arrangement. The employee may be sorting through living arrangements, daily support, family roles, appointments or a parent's changing capacity while trying to remain present at work.
The component provides a structure for observing what has changed, identifying the decision that actually needs attention and mapping who should be involved. It does not diagnose an aging parent or tell a family which medical or residential choice to make. It helps employees approach those decisions with greater order and respect for dignity and autonomy.
Delivery
How It Runs
Delivery can use workshops, caregiving office hours and the digital resource library already built into the corporate caregiving program. Workshops address planning, family communication and the sequence from concern to a practical next step. Office hours allow employees to organize a live caregiving question without turning the workplace into a clinical setting. Resource materials help them document roles, questions and follow-up outside the session.
The organization and Tammy shape the sequence around the needs identified in the employee population. Participation can include employees at the beginning of a transition and those already coordinating care. Utilization and feedback guide refinement without requiring employees to disclose diagnoses or private clinical details.
Practical Difference
What It Changes
For Employees
The work addresses urgency, role confusion and the tendency to search for a solution before the family has agreed on the need. Employees gain a way to distinguish observation from assumption, prepare a more useful family conversation and identify which decision belongs next.
It also helps make ownership visible across relatives, paid support and community resources so one employee is not quietly carrying every planning task by default.
For Managers
Managers gain an appropriate place to route an employee whose eldercare responsibilities are affecting work. The program keeps the manager's role focused on capacity, scheduling and available workplace support rather than family judgment or clinical advice.
Program Architecture
Where It Fits
The Aging Parent Planning Program connects naturally with Caregiving Office Hours for changing decisions and the Digital Resource Library for independent planning. Manager Education supports appropriate workplace conversations. Employees caring for children at the same time may move into the Sandwich Generation Program, while family-care workshops can address boundaries and role clarity across the wider household.
Corporate caregiving programs are educational and strategic. They are not psychotherapy and do not create a therapist–client relationship with an organization or its employees.