Resources

We understand the importance of fostering a supportive and inclusive work environment for employees. That’s why we offer a range of resources to assist you in conducting employee surveys and effectively advertising your company policies.

Our team is here to support you in gathering valuable feedback from your workforce and making data-driven decisions to improve employee satisfaction and engagement. Additionally, we provide guidance and tools to help you effectively communicate your company policies, ensuring that your employees are well-informed and can navigate the workplace with confidence.

Let’s work together to create a workplace that values its employees and promotes a culture of transparency and respect.

Why be a Family Forward employer?
Implementing family forward policies is not just a compassionate choice, it is a strategic business decision.

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Employer Resources:

Montana Data

  • DLI Report “Impacts of Child Care on the Montana Workforce”

Sample Policies

At Family Forward Montana, we understand that innovation comes in many forms. While we provide a list of sample policies and practices below, we recognize that these examples are not all-encompassing. We are eager to learn about the unique and creative family-forward policies your company may already have in place or may be considering. If your organization currently has limited or no family-focused policies, don’t worry! We are here to assist and guide you in developing and implementing effective strategies that benefit both your workforce and your business. Let’s collaborate to make your workplace truly family-friendly. Join us in shaping a supportive environment where every employee thrives.   

Heath Benefits and Flexible Spending Accounts

Offering comprehensive health insurance coverage and additional programs or resources to support employee well-being.

Allowing employees to set aside pre-tax dollars to pay for qualified expenses, such as dependent care or medical expenses.

Offering counseling and referral services to help employees navigate personal challenges, mental health issues, or other life events affecting their well-being.

Child Care

Providing child care services on or near the premises of the workplace, making it easier for employees to access quality care for their children.

Collaborating with local child care providers to reserve spots for employees’ children, ensuring access to high-quality care.

Establishing arrangements for temporary child care in case of emergencies or unexpected disruptions.

Offering various types of assistance or support to local child care providers to help them deliver high-quality services.

Participating in shared resources and services for child care providers to enhance their effectiveness and efficiency.

Assisting employees in finding and accessing reliable, high-quality child care options.

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Flexible Work and Scheduling

Allowing employees to work remotely or from home as needed or long term, providing flexibility to balance work and family responsibilities.

Allowing employees to have some control over their work schedule, accommodating their personal and family needs.

Offering flexibility in work schedules, such as adjustable start and end times or compressed work weeks.

Allowing employees to share a full-time position or work reduced hours, providing flexibility and work-life balance.

Providing employees with advanced notice of their work schedules, allowing for better planning and stability in their personal lives.

Paid Leave and Packages

A policy that provides paid or unpaid time off for new parents to bond with their child and adjust to the demands of parenthood.

Paid time off that employees can use to take care of their own illness, injury, or preventive care, or to care for a sick family member or address issues related to domestic violence, sexual assault, or stalking.

Job-protected leave that allows employees to take time off to care for their own serious health condition, a family member’s serious health condition, or for the birth or adoption of a child.

Time off specifically provided to parents to participate in school activities or attend to the needs of their children.

Ensuring that wages are sufficient to support the needs of an employee’s family and maintain a decent standard of living.

Accommodations and Support

Allowing employees to bring their infants to work for a certain period, providing support for the transition to parenthood while maintaining productivity.

Establishing supportive policies, such as lactation rooms or flexible break times, to facilitate breastfeeding and support nursing mothers.

Making reasonable accommodations for pregnant employees, ensuring their safety, comfort, and well-being in the workplace.

Organizational support, often in the form of paid leave or sponsorship, for employees pursuing volunteer opportunities or performing community services which could potentially be within a child care program.

An employer may award one or more scholarships a year, on a merit or need basis, to the children of employees, or may actually pay or lend some amount of tuition for each employee’s child who attends college.

An employer may give a first-time home buyer employee an interest free loan to put towards a down payment.