Attract and Retain Good Employees
by Offering TriShare.
One of the greatest barriers for people pursuing — or keeping — a great job is the cost of child care. By participating in TriShare, you’re able to offer employees affordable, reliable child care. As a result, employees can focus on their work and worry less about child care.
benefits
Employer benefits of participating in the TriShare Program:
Recruitment Benefits
You can offer a new, highly desirable benefit that improves recruitment and retention, while reducing absenteeism.
Removing Barriers
Removes a significant barrier for the employees you need.
Financial Relief
Provides financial relief for your employees by reducing out-of-pocket costs for child care.
FLEXIBILITY
Commitment
Flexibiltiy
- You set a maximum dollar amount investment and parameters.
- Examples: First come, first serve process, employee lottery/random selection, employee needs (i.e., closest to 200% FPL)
- You decide how many child care slots should be offered to employees.
- Examples: Each participating family receives one slot, participating families receive multiple slots based on how many children need care, participating families receive one or multiple slots based on the greatest need
- Employee contributions will be collected through payroll deduction.
- United Way of Northwest Michigan will assist your business and provide coordination of the program.
Employer Responsibilites
What are my responsibilities?
- Sign a Memorandum of Understanding once you agree to participate.
- Market the program to your employees using our tool kit or one you design.
- Verify the employees reported gross monthly income as requested by the TriShare staff.
- Allow the employee to choose the licensed provider(s) who will care for their child(ren). Family choice of care is a guiding principle of the TriShare Program.
- Process the payroll deduction for the employee's portion of the child care costs.
- Pay the monthly invoice that includes the employee and employer portion of the care.
- Communicate immediately with the TriShare staff if an employee's employment status changes.
Location requirements:
Eligible employers must be located in our designated region, which includes:
Antrim, Benzie, Charlevoix, Emmet, Grand Traverse, Kalkaska, Leelanau, Manistee, Missaukee, or Wexford counties.
There are no residency requirements for employees or licensed childcare providers.
Interested in signing up or have additional questions?
Interested in signing up?
Our Participating Employers
Join these employers today!
You ask, we answer
Yes, payroll deductions are required in order to participate in the program.
No, the TriShare staff will review the applications, determine if the employee qualifies, and communicate the status with the employee.
TriShare staff will contact the employer with the specific amount for each approved employee. Employers will then determine the benefit start date based on the payroll cycle.
An invoice will be sent via email to employers at the end of each month showing the portion owed by both the employer and employee. Invoices are due upon receipt.
Yes, if care hours, care rates or child care providers change, the payroll deduction amount will need to be updated. TriShare staff will contact you to make adjustments as needed.
Employers are responsible for informing the TriShare staff within one week or sooner of a participating employee’s last day of employment.
There may be possible deductions for employers; please always consult with your tax professional or CPA if you have questions related to tax deductions. Please also view the TriShare tax document HERE.
No, an employer must pay at least 1/3 of the cost to participate in the TriShare program. The premise of the program is that the full care cost is split three ways between the employer, employee, and the state of Michigan.
Employees must sign and adhere to any type of Memorandum of Understanding (MOU) or contract put forth by United Way of Northwest Michigan. Child Care costs are only covered while the employee is employed. If a separation occurs, as of the termination date, 100% of child care costs are the employees responsibility.
Employers may be asked to participate in data collection processes implemented by the evaluation team. These may include, but are not limited to, focus groups, surveys, interviews, etc. To the extent possible, employers should be willing to actively participate in gathering this information.
Partners
