The health care industry is not unique in operating 24/7/365, and thus employees are often scheduled for various shifts at various times. Offering flexible work options can assist a health care organization in recruiting and retaining qualified employees. For some positions, employees can be offered flexible hours, while for other positions, employees can select shifts that best fit with their schedules, or vary based on the week to accommodate their changing family schedules.
Job sharing can help organizations recruit employees who may otherwise overlook a posted position due to the required full-time hours. Even a simple note on a job posting explaining that the posted job may be eligible for job sharing could encourage more individuals to apply, including individuals looking for part-time employment and/or a flexible schedule.
To retain employees who may be experiencing changes in their personal life or working towards continuing their education, an employer can offer an opportunity to job share a position to retain an employee. A job-sharing situation is not a cookie-cutter solution but rather something that needs to be reviewed on a case-by-case basis.
Health care careers often require a uniform or other supplies that are unique to a position or organization (i.e. scrubs in organization colors and logo). Employers who require specialized uniforms can review their uniform offerings and research the need to provide reimbursement for custom uniforms and/or laundering services. Health care employers can ensure brand consistency and coordination by offering uniforms to employees at a free or reduced rate (some organizations may even choose to offer employee dressing rooms, with laundering services done at the facility.
Some facilities already offer laundry services for some employees (i.e. surgical nurses) as a precaution against bringing bodily fluids and hazards home with an employee. The typical home washer and dryer sometimes cannot remove pathogens that scrubs can carry. Organizations can review job environments for employees and plan accordingly for possible laundry services as a benefit.
As health care employers continue to try and remain competitive with other industries, one possible benefit is the availability of on-site child care. The added convenience of an on-site child care center with flexible hours that mirror typical health care shifts could be the deciding factor for a potential employee, or could encourage current employees to continue within their position. HR Dive provides a detailed report regarding the cost and benefits of offering on-site child care.