Connect with us

Health

Memory Care vs. Long-Term Care. How Can You Pay for It?

Abbax khan

Published

on

Memory Care vs. Long-Term Care. How Can You Pay for It?
Want create site? Find Free WordPress Themes and plugins.

By MRE Finance LLC

 

Is memory care the same as long-term care? This is a common question that many ask when deciding the best care for a loved one with Alzheimer’s, other types of dementia or serious medical conditions requiring specialized care. When faced with this situation, understanding the diagnosis, type of care needed, cost and the type of facility is important. Before making any decisions, determining the amount of attention and care needed is the first step. Working with your loved one’s doctor to understand their needs; such as cognitive functions, mobility and medications is integral to formulating a plan for care. This information will help determine the best type of facility to ensure the appropriate level of care.

 

What is the Difference Between Long-Term Care and Memory Care?

Long-Term Care

 

People often need long-term care when they’ve suffered a serious health issue, such as a stroke, or have an ongoing health condition or disability. Whether care is at a trusted facility or at home, long-term care involves a suite of services tailored to meet the patient’s health and personal needs. Some seniors require assistance with activities of daily living such grocery shopping, housekeeping, transportation, bathing or eating.  Depending on the patient’s health, long-term care is designed to provide these to maintain mental and physical health. The point of long-term care is to allow the resident to live as independently as possible while under medical care.

 

Often, sudden events, such as heart attacks or strokes require long-term care.  With most long-term care facilities, you can expect transportation, bathing and assistance with activities of daily living which are often difficult or impossible for the patient. The assistance needed for daily living activities can be provided in the home as well. Many patients receiving long-term care can complete cognitive function tasks enabling them to live more independently. Therefore, concerns of patients wandering off, as may occur in a memory care facility, are minimal.

 

If your loved one has a life insurance policy, review the policy to determine if it contains a long-term care rider or if they own a separate long-term care policy. The cost of long-term care is expensive and life insurance policy riders or policies can help subsidize the costs.

According to the National Institute of Health (NIH), “How people pay for long-term care—whether delivered at home or in a hospital, assisted living facility, or nursing home—depends on their financial situation and the kinds of services they use. Often, they rely on a variety of payment sources, including personal funds, government programs, and private financing options.” There are several ways to pay for long-term or memory care.

Another option is selling your loved one’s life insurance policy for a lump sum cash payout. The sale of a life insurance policy is called a “Life Settlement” and can provide the necessary finances needed to pay for cost of care.

Medicare and Medicaid

According to medicare.gov, “Medicare doesn’t cover long-term care if that’s the only care you need. You pay 100% for non-covered services, including most long-term care. Long-term care is a range of services and support for your personal care needs. Most long-term care isn’t medical care. Instead, most long-term care is help with basic personal tasks of everyday life like bathing, dressing, and using the bathroom, sometimes called “activities of daily living.”

Medicaid is a joint federal and state program that is federally subsidized insurance that helps with medical costs for those eligible based on income and personal resources. In most states, seniors aged 65 and older can qualify for regular Medicaid assistance if their monthly income is below $2,349 per month Most health care costs are covered if you qualify for both Medicare and Medicaid. Some nursing homes will accept Medicaid payments. Even if you pay out-of-pocket or with long-term care insurance, you may eventually “spend down” your assets while you’re at the nursing home, so it’s good to know if the nursing home you chose will accept Medicaid.

To get more information on Medicaid eligibility in your state, call your state Medicaid office.

Medicaid Waiver Programs

Memorycare.com states “Many states offer assisted living waivers, which amend the terms of regular Medicaid coverage to allow seniors to receive long-term care in assisted living or memory care facilities instead of nursing homes. This type of waiver helps states reduce their Medicaid costs by providing seniors with less expensive long-term care options. Waiver programs also allow seniors to live in facilities that are better suited to their needs. Unlike regular Medicaid, waiver programs are typically not entitlement programs. That means that instead of qualified individuals automatically receiving approval for benefits, they’re required to apply for assistance. If a program is at capacity, they may be placed on a waiting list until a spot is available.”

Medicare Part A:

Covers inpatient hospital care, skilled nursing facility care, nursing home care, hospice care and home health care. Short stays in a nursing home for hospital-related medical conditions will usually be covered.

Program of All-Inclusive Care for the Elderly (PACE)

The NIH (National Institute of Health) reports that “Some States have PACE, Program of All-Inclusive Care for the Elderly, a Medicare program that provides care and services to people who otherwise would need care in a nursing home. PACE covers medical, social service, and long-term care costs for frail people. It may pay for some or all the long-term care needs of a person with Alzheimer’s disease. PACE permits most people who qualify to continue living at home instead of moving to a long-term care facility. You will need to find out if the person who needs care qualifies for PACE. There may be a monthly charge. PACE is available only in certain States and locations within those States”.

Department of Veterans Affairs

“The U.S. Department of Veterans Affairs (VA) may provide long-term care or at-home care for some veterans. If your family member or relative is eligible for veterans’ benefits, check with the VA or get in touch with the VA medical center nearest you. There could be a waiting list for VA nursing homes.” (Veterans Health Administration).

Memory Care

 

The topic of memory care is typically an emotional subject for families.  If the time comes that your loved one requires assistance from a memory care facility, knowing the different ways to avoid out of pocket expenses is important. Due to memory care’s additional costs, most people must utilize savings to help subsidized the costs.

 

The demand for memory care facilities is increasing each year, making it more difficult to reserve a spot. Unlike basic long-term care facilities, memory care facilities provide specialized care and are specifically trained for residents with the unique issues of dementia or Alzheimer’s.

Facilities specializing in memory care provide extra security such as guarding exit doors to prevent residents wandering off premises.  Activities such as brain games, art classes, and music programs are designed to improve cognitive function and engage residents at different stages of the disease. Residents are assisted with tasks such as; taking medications, eating, bathing and are provided with cognitive therapy. The environment in these communities is designed to be safe and secure allowing the staff to track the resident’s movements.  Before deciding whether your loved one needs memory care or not, document notable changes in their behavior. Work with your loved one’s physician to ensure you receive a clinical diagnosis before deciding if they need long-term or memory care.

Differences in cost

 

The cost of long-term care can vary depending on which state you live in.  Overall, the higher the level of care and supervision needed, the more expensive it will be. Most individuals have to pay out of pocket for memory care.  Long-term care insurance policies or riders may cover a portion of a person’s long-term care expenses as they age. Standard Medicare and Medicaid do not cover the cost of long-term care or memory care facilities; however, most states have waiver programs that offer additional support.

 

Options to Cover Expenses

 

Life settlements are a common way for seniors to pay for memory care and long-term care.

 

Surprisingly, not many people know that their life insurance policy is one of the most valuable assets they own and could be sold for a lump sum cash payout that can be used to cover memory care or long-term care expenses. By selling a life insurance policy, known as a life settlement, your loved one can receive the care needed while eliminating expensive policy premiums.

 

Find out if your loved one’s life insurance policy is eligible to be sold with MRE Finance. They offer a FREE Life Settlement Calculator online to estimate the value of the life insurance policy in minutes, or you can call a specialist at 1-800-521-0770. MRE Finance can help you receive a significant payout for those that want to ensure their loved ones are safe, comfortable, and secure.

 

Conclusion

 

Deciding whether it’s time to move your loved one into memory care or long-term care facility is the beginning of the process. Understanding their needs can ensure they receive the best care for their needs.  Scheduling tours, meeting staff, and asking questions of the nurses, doctors, and staff will help you determine if the facility is the right one for your family. They may provide suggestions to help your loved ones adjust to their new surroundings.

 

After deciding which facility is best, find out what level of care is covered in your state. Review your loved ones’ life insurance policy as they may have long-term care coverage and consider how selling a life insurance policy can cover costs for care… Contact MRE Finance today to determine if your policy qualifies and receive a free estimate of the value of your policy. The cash you receive can be used to pay for memory care, long-term care or whatever you choose.

 

About MRE Finance LLC

MRE Finance brings over 25 years of experience in the life and viatical settlement industry.  Our mission is to educate and provide information to help seniors and those chronically ill live life with dignity and greater financial stability by assisting them in selling their life insurance policy. MRE Finance believes in being transparent with its clients and, above all respecting their privacy.

 

Website: mrefinance.com

Ph#: 1-800-521-0770

Did you find apk for android? You can find new Free Android Games and apps.
Continue Reading

Health

Bereavement Leave in the Philippines

Odyssey

Published

on

By

Bereavement Leave in the Philippines
Want create site? Find Free WordPress Themes and plugins.

Grieving the loss of a loved one is an incredibly challenging experience, and when it happens, having the support and understanding of your workplace can make a significant difference. In the Philippines, the provision of Bereavement Leave is a crucial aspect of the employment landscape that aims to offer employees the necessary time and space to cope with such profound personal losses.

Overview of Bereavement Leave

Bereavement Leave, also known as compassionate leave or funeral leave, is a type of time-off granted to employees in the event of the death of a family member or a close relative. It recognizes the emotional toll such situations can have on an individual and acknowledges the need for dedicated time to grieve, make necessary arrangements, and find solace with family. Understanding how this form of leave operates within the legal framework is essential for both employers and employees.

Importance of Understanding Legal Aspects

Navigating

the legal aspects of Bereavement Leave is vital for all parties involved. For employees, it means knowing your rights, understanding the eligibility criteria, and being aware of the support your employer is obligated to provide during such challenging times.

Employers, on the other hand, must comprehend their responsibilities under the law. Establishing clear, compassionate, and legally compliant policies ensures a supportive work environment and helps foster a sense of understanding and empathy within the organization.

This blog post aims to shed light on the legal intricacies of Bereavement Leave in the Philippines, guiding both employees and employers through the nuances of the system. By delving into the legal framework, we hope to empower you with the knowledge needed to navigate this challenging aspect of the workplace with sensitivity and clarity.

Is this conversation helpful so far?

Legal Framework in the Philippines

Understanding the legal foundation of Bereavement Leave in the Philippines is crucial for both employers and employees to ensure a fair and supportive work environment during times of loss.

Philippine Labor Code Provisions

The Philippines, recognizing the importance of providing compassionate support during bereavement, has specific provisions in the Labor Code addressing this matter. Section 6, Article 94 of the Philippine Labor Code outlines the regulations related to the grant of special leave benefits, including Bereavement Leave.

According to this provision, employees are entitled to a certain number of days of leave with full pay, specifically allotted for the death of a family member. The specific details, such as the duration and coverage, are typically outlined by the employer’s internal policies or collective bargaining agreements.

Recent Updates and Amendments

It’s important to stay informed about any recent updates or amendments to the labor laws governing Bereavement Leave. Legislation can evolve to better address the needs of employees and align with the changing dynamics of the workplace.

Who Qualifies for Bereavement Leave?

Understanding who qualifies for Bereavement Leave is a fundamental aspect of navigating this compassionate benefit in the Philippines. Let’s break down the key elements that determine eligibility and the necessary documentation.

Employee Categories and Eligibility

Bereavement Leave is generally available to employees across various categories, but the specific eligibility criteria can vary. In most cases, eligible employees include those in regular employment, whether on a full-time or part-time basis Additionally, some companies may provide this benefit only after a certain period of service, so tenure could be a factor.

Documentation Requirements

Clear communication between employees and employers during these challenging times is key. Employers should strive to create an environment where employees feel comfortable discussing their needs and seeking guidance on the required documentation. Sim

ultaneously, employees should familiarize themselves with the specific requirements outlined by their employer to facilitate a compassionate and efficient process during moments of grief.

In the subsequent sections, we will explore the duration and scope of Bereavement Leave, shedding light on how this benefit can be effectively utilized to support employees during difficult times.

Duration and Scope of Bereavement Leave

Navigating the duration and scope of Bereavement Leave is essential for both employees seeking time for grieving and employers aiming to provide adequate support. Let’s delve into the key aspects of how this leave is structured.

Maximum Leave Period

Bereavement Leave typically comes with a predefined maximum leave period, and this duration can vary based on company policies, collective bargaining agreements, or even the specific circumstances of the loss. In the Philippines, it’s common for employers to grant a certain number of days for Bereavement Leave, allowing employees sufficient time to attend to the funeral, make necessary arrangements, and cope with the initial stages of grief.

Employees should be aware of the maximum leave period specified by their employer and understand any additional conditions that may apply, such as whether the leave is granted consecutively or non-consecutively. Clear communication with the human resources department can help address any uncertainties and ensure a smooth process.

Coverage of Leave (Immediate Family, Relatives, etc.)

The scope of Bereavement Leave often extends beyond immediate family members, but the specific coverage can vary. Immediate family members commonly covered include parents, siblings, spouses, and children. Some employers may also include grandparents, grandchildren, or in-laws in their policies.

Understanding the breadth of coverage is crucial for employees when they need to request Bereavement Leave. Employers should clearly communicate the eligible relationships in their policies, allowing employees to navigate the process with ease during emotionally challenging times.

It’s worth noting that some companies may have more inclusive policies that consider the unique circumstances of each employee.

Employer Obligations and Responsibilities

When it comes to Bereavement Leave, employers play a pivotal role in providing not just a policy but a compassionate and supportive environment for grieving employees. Let’s explore the key obligations and responsibilities that employers bear in facilitating Bereavement Leave.

Notification and Approval Procedures

Timely and transparent communication is crucial during times of grief. Employers should establish clear procedures for employees to notify them about the need for Bereavement Leave. This notification process may include specifying whom to contact within the HR department, the preferred method of communication, and any required documentation.

Once notified, employers are responsible for promptly processing and approving Bereavement Leave requestsCreating a culture that encourages open communication and understanding can contribute significantly to this process. Employees should feel comfortable reaching out to their supervisors or HR representatives, knowing that their needs will be handled with empathy and efficiency.

Ensuring a Supportive Work Environment

Beyond the procedural aspects, employers have a broader responsibility to foster a supportive work environment that recognizes the emotional challenges associated with bereavement. This involves not only complying with legal requirements but going above and beyond to accommodate the needs of grieving employees.

Demonstrating empathy and understanding can contribute to a positive workplace culture that values the well-being of its members.

This collective effort contributes to a workplace where compassion is not just a policy on paper but a lived experience.

In the subsequent sections, we will delve into the comparison of Bereavement Leave with other types of leave and explore best practices for both employers and employees in navigating this sensitive aspect of the workplace in the Philippines

Comparison with Other Leave Types

Understanding how Bereavement Leave differs from other types of leave is crucial for both employees and employers. Let’s explore the distinctions between Bereavement Leave, Sick Leave, Vacation Leave, and the role of employer discretion in shaping these policies.

Contrasting Bereavement Leave with Sick Leave and Vacation Leave

  • Bereavement Leave:

  • Bereavement Leave is specifically designed to provide employees with time off to cope with the death of a family member or close relative. Its primary focus is on providing emotional and practical support during times of grief. The duration is usually short-term, addressing the immediate needs surrounding the loss.
  • Sick Leave:

  • Sick Leave, on the other hand, is intended for situations where an employee is personally unwell or needs medical attention. It addresses health-related issues and is often taken for the employee’s own illness or medical appointments.
  • Vacation Leave:

  • Vacation Leave is granted for the purpose of rest, relaxation, and personal time away from work. It is typically planned in advance and allows employees to take a break for leisure, travel, or personal pursuits.

Employer Discretion and Policies

Employers have the discretion to shape these policies based on the unique culture and values of their organization.

  • Consideration for Grieving Employees:

  • Compassionate employers may exercise flexibility in applying Bereavement Leave policies. This could involve providing additional days of leave or considering special cases where employees experience loss outside the defined policy parameters.
  • Communication and Transparency:

  • Employers should communicate their Bereavement Leave policy clearly to all employees. Transparent communication helps set expectations, reduce ambiguity, and ensures that employees are aware of the support available to them during times of bereavement.

In the following sections, we will explore how to handle disputes related to Bereavement Leave and share best practices for both employers and employees in creating a compassionate and understanding workplace in the Philippines.

Handling Bereavement Leave Disputes

In an ideal world, the process of requesting and granting Bereavement Leave would be smooth and understanding. However, disputes can arise, and it’s important for both employees and employers to know how to navigate these situations with empathy and effectiveness.

Resolving Issues Amicably

Disputes regarding Bereavement Leave can often be emotionally charged, given the sensitive nature of the circumstances. To resolve issues amicably:

  • Open Communication:

  • Encourage open communication between the concerned employee and the HR department. Establishing a platform for dialogue allows for a better understanding of each party’s perspective.
  • Reviewing Company Policies:

  • Both parties should refer to the company’s Bereavement Leave policy. Reviewing the policy together can help clarify any misunderstandings and ensure that the process is fair and consistent.
  • Flexibility and Empathy:

  • Employers should approach these discussions with flexibility and empathy. Grieving employees may be navigating complex emotions, and a compassionate approach can contribute to a more positive resolution.

Seeking Assistance from Labor Authorities

In cases where disputes persist and cannot be resolved internally, seeking assistance from labor authorities is an option. Here’s how to approach this process:

  • Understanding Legal Recourse:

  • Familiarize yourself with the labor laws and regulations related to Bereavement Leave in the Philippines. This knowledge is crucial for understanding your rights and responsibilities.
  • Documenting the Dispute:

  • Both employees and employers should document the nature of the dispute, including communication records, relevant policies, and any additional supporting documents. This documentation can be valuable when seeking external assistance.
  • Contacting Labor Authorities:

  • If internal resolution attempts prove unsuccessful, either party can contact relevant labor authorities, such as the Department of Labor and Employment (DOLE). They can provide guidance, mediate discussions, and, if necessary, enforce compliance with labor laws.

Handling Bereavement Leave disputes requires a delicate balance of legal understanding, empathy, and effective communication. The goal should always be to find a resolution that acknowledges the unique circumstances surrounding bereavement while ensuring fair and consistent application of company policies.

  1. Best Practices for Employers

In times of loss, the support employers provide can make a significant impact on the well-being of their employees. Here are some best practices for employers to create a compassionate and understanding environment surrounding Bereavement Leave.

Creating a Compassionate Bereavement Leave Policy

  • Clear and Inclusive Policies

  • : Develop clear and inclusive Bereavement Leave policies. Specify the eligible relationships, the number of days granted, and any additional support offered. Transparency is key to helping employees understand and navigate this benefit.
  • Flexibility and Understanding:

  • Infuse flexibility into the policy to accommodate the diverse needs of your workforce. Recognize that each employee’s grieving process is unique, and a one-size-fits-all approach may not be sufficient.
  • Communication:

  • Effectively communicate the Bereavement Leave policy to all employees. Make sure they are aware of the support available to them during difficult times. Regularly update and reiterate these policies to ensure everyone is informed.
  • Training for HR and Management:

  • Provide training for HR professionals and management to handle Bereavement Leave requests with empathy and understanding. Sensitivity in these situations is paramount, and proper training can equip staff to offer the support needed.

Supporting Employees During Grieving Periods

  • Check-In and Offer Condolences:

  • Reach out to employees who have experienced a loss. A simple message of condolence and support can go a long way in expressing care and empathy. Offering condolences also reinforces a culture of compassion within the workplace.
  • Flexible Work Arrangements:

  • Consider offering flexible work arrangements for employees returning from Bereavement Leave. This could include modified schedules, remote work options, or reduced workloads to help individuals ease back into their professional responsibilities.
  • Access to Counseling Services:

  • Provide access to counseling services or Employee Assistance Programs (EAPs). Grieving employees may benefit from professional support, and making these resources available demonstrates a commitment to their overall well-being.
  • Memorial Policies:

  • Consider implementing memorial policies or practices within the workplace, such as moments of silence or
  • memorial events. These initiatives can help create a supportive community and acknowledge the impact of the loss on the entire organization.

Conclusion

In navigating the sensitive terrain of Bereavement Leave in the Philippines, understanding both its legal aspects and the human dynamics involved is paramount. Let’s recap the key legal insights and discuss how empowerment can become a cornerstone for both employees and employers.

Also Read: octordle hint

 Minionettes

 Wordle Hint

Did you find apk for android? You can find new Free Android Games and apps.
Continue Reading

Health

Dermatologist Personalized and Custom Skin Care Routine

Odyssey

Published

on

By

Skin type quiz
Want create site? Find Free WordPress Themes and plugins.

Nowadays, there are a lot of websites out there claiming to personalize, and customers give the best skincare routine for their skin health. The reality is that they just try to sell their brand through this promotion. Most of them use AI to customize a better skincare routine, but AI is not enough when it comes to giving reality-based skincare suggestions based on individual requirements or skin textures. Thus, you need to always consult with the best dermatologist you can first diagnose your real skin type. Most doctors prefer to use the one and only recommended Skin type quiz that provides the best and most accurate results.

This type of quiz is mostly found in medical textbooks and is mostly used by expert dermatologists around the world. Through this quiz, they can diagnose any person’s skin type accurately. Basically, this skin type quiz was initially developed in 2005 by one of the most famous, Dr. Leslie Baumann, who is a dermatologist at the University of Miami. It is known to be a gold standard skin diagnosing quiz which is used worldwide for skin care researching and diagnosing trials.

This type of skin type can diagnose the nature of skin and identify up to 16 different skin types. It can even reveal the accurate type of skin along with the sensitivity ratio you have among the basic 4 types. After diagnosis, the dermatologist matches our skin type with a 40,000 skincare template that has been diagnosed on different Baumann skin types for years. This entire process is performed by an expert dermatologist who can tackle the process complications easily. Thus, finding the right and accurate skin care product could be difficult for common doctors. This skin care quiz is designed to provide advanced results that ordinary skin diagnosing systems are unable to identify.

In this digital era, everything is performed with software guidance. Thus, you can easily get your perfect skincare routine based on the quiz result to get the ultimate benefit. You will achieve the best skincare routine along with the best medical grade skin care brands that are suitable for your skin type. You can find out many options for your skincare and choose the one based on your skin requirements. You can get a personalized skincare routine along with dermatologist recommended skincare brands product easily.

But what if you are vegan? Well! It doesn’t matter if you are vegan or not. If you want luxury skincare, recycled packaging for every skincare product or need to invest in an affordable skincare brand, you can get many options. You don’t need to worry about costly skincare items. All you need is to scroll and choose the best and required skin care products that meet your requirements for your skin type. You can even find drugstore brands in the list. After getting the results of the skincare routine quiz, you will be able to manage your skin health by following a custom skincare routine based on your skin type!

More Read: octordle hint

The Ultimate Guide to Coco Nara Coals

Panatang Makabayan

Did you find apk for android? You can find new Free Android Games and apps.
Continue Reading

Trending

error: Content is protected !!