It's easy to get stuck or find holes you can't fill when researching your family tree. That's where genealogy libraries and most importantly, their highly trained staff librarians, can get you going again.Searching for your roots to answer the ultimate questions about identity — who am I and where do I come from? — is a popular hobby. But it's easy to get stuck and discouraged in your search, even with the hints provided by Ancestry.com and other genealogy companies, or to discover that you've been led down the wrong path, which can be maddening considering how much time genealogy searches can take.
"Our librarians provide their services for free to all comers over the phone, via email and in person."
That's where it pays to call on a genealogy center, says Curt Witcher, director of special collections at one of the country's top genealogy research centers at Fort Wayne, Indiana's Allen County Public Library.
"Our librarians provide their services for free to all comers over the phone, via email and in person: People who are just beginning to trace their roots, those who've been searching for a while and even professional genealogists," he reports.
Start With Your DNA
If you're new to genealogy — or even if you've already started a search and compiled a family tree — consider taking an Ancestry.com DNA test (cost $59 and up), which can reveal your family's origins going back hundreds of years, says Allison DePrey Singleton, genealogy services manager at the Allen County Public Library. It's estimated that 30 million people, mostly Americans, have already taken DNA tests to find their ethnicity.
Overall, 99.5% of DNA is identical for all human beings, but the other 0.5% contains variants that are associated with specific ancestral groups, ethnicities and regions of the world. 
All you need to do is order the test online and return a sample of your saliva. Ancestry is preferred to other companies, such as MyHeritage.com, which requires a cheek swab, and 23andme.com, which uses a salvia sample, that provide similar services but don't have databases as large as Ancestry.com's, she says.
Linking Your DNA to Specific Regions
Each individual inherits half of their DNA from their mother and half from their father. Overall, 99.5% of DNA is identical for all human beings, but the other 0.5% contains variants that are associated with specific ancestral groups, ethnicities and regions of the world. 
Ancestry compares your personal DNA sample to these reference populations, which allows the company to draw conclusions about your family's origins and create a report for you. For instance, my DNA links me to reference populations in Scandinavia (29%), Finland (12%), Ireland (17%) and western and eastern Europe. I even have a tiny bit of Neanderthal DNA (as most of us do!).
Beyond that, Ancestry.com has compiled 27 billion historical records and 100 million family trees, which can further help to pinpoint the regions, countries and sometimes even counties, towns or villages where your ancestors lived.
Getting Help from Genealogy Libraries
Once you have received your DNA information from Ancestry.com, the real work begins in searching for family records and creating a family tree. And while it's easy to be gung-ho at the start of a search for your ancestors — and the genealogy companies do a great job of providing videos and written information on how to conduct a search — it's equally easy to get stuck on your journey or find holes you can't fill. That's where genealogy libraries and most importantly, their highly trained staff librarians, can get you going again.
Where to Find Genealogy Centers
In addition to the Allen County Public Library, there are other top genealogy libraries in the United States, and most if not all offer their services free of charge, says Witcher. One of the biggest genealogical libraries in the world is the FamilySearch Library in Salt Lake City. It is open to anyone, but owned by the Church of Jesus Christ of the Latter-day Saints, whose members are guided by a moral imperative to connect families across generations.
The Genealogy Center in Allen County Public Library, Fort Wayne, Indiana Most of the libraries have searchable websites and may offer virtual programs and classes on how to conduct searches. Some genealogy centers offer email and telephone services. Many have digitized records, while others have collections and databases that can only be searched when you're actually present in the library. 
The information can include Census data, immigration records, passenger manifests, birth and death indexes, marriage and divorce certificates, military service records, newspapers, maps, court records, church memberships and school yearbooks.
Many genealogy searchers plan vacations and trips around visiting certain centers to comb through their stacks of records. For instance, if you know that your great-grandparents lived in Indiana, it makes sense to visit the Allen County Library, which gets about 35,000 visitors a year who come to search through The Genealogy Center's physical collection of 1.2 million volumes covering all of North America — a collection that grows by 1,000 items a month — as well as access various databases and their library subscriptions to sites like Ancestry.com and MyHeritage.com.
"It's so much fun to go beyond when and where people were born, married and died and discover the actual stories behind the history."
Singleton advises having a specific focus at each step of your search and when you visit a library rather than using a scattershot approach. For example, you might first focus on your paternal grandmother or grandfather's origins, or you might look into the maternal side of your family. The librarians can point you to area-specific historical records to thumb through, as well as scan or copy.
 "We will teach you how to do the research and where to look," says Singleton, "but we won't do the actual work for you." That's partly because the librarians, although they are passionate about their jobs, don't have the time to research each person's genealogy and partly because they want patrons to experience the joy of the search themselves. 
"It's so much fun to go beyond when and where people were born, married and died and discover the actual stories behind the history," she says. "These people often had interesting lives!"


Hit a Roadblock in Researching Your Roots?

Nancy Monson

Companies lay off or discharge approximately 1.5 million people every month, shocking family finances of those affected — particularly if the finances include college plans for a son or daughter.
"While it may understandably be disappointing to not be able to contribute as you had been to their 529 plan accounts, give yourself some grace and accept that you may need to take a pause while you get back on your feet."Students and their parents are not helpless, however. Here is a closer look at how college plans may be affected by a layoff and suggestions on how families could handle the changes.
Call the college financial aid department at your child's college and explain that you have been laid off and are experiencing a dramatic drop in income. Do this as soon as possible. Family income affects the financial aid available to your child. You or your child may qualify for more aid if your income has declined significantly.
Tell the College Immediately
"It's a good idea to contact the financial aid department at your child's current or target school (if an offer of admission has been received) and let them know what changes have occurred as parental income is a significant factor in financial aid considerations," says Patricia Roberts, chief operating officer at GiftofCollege.com. She is based in New York City.
Here's what to expect when reaching out to your child's college financial aid following a job layoff.
"There is always wiggle room."
"Students should call their college's financial aid office and discuss the school's stated criteria for amending financial aid awards," says Rachel Coleman, an independent education consultant at College Essay Editor. "These criteria are published on the Financial Aid Office's website and typically include circumstances that would change a family's financial status such as unexpected medical expenses, a parent losing a job, adding a new dependent to the family."
"However, there is always wiggle room!" Coleman adds. "That's why it's worth discussing a student's financial circumstance directly with the financial aid officer. Once the student has had this discussion, they can then submit a 'Financial Aid Appeal Request' along with documentation the financial aid officer has asked them to include."
Submit Financial Paperwork
What type of financial documentation would an aid officer require? Here's an example from the website of Occidental College in Los Angeles:
Copy of federal tax return and W-2's for the current calendar year.Estimate of total income expected for the current calendar year, including unemployment benefits anticipated (if applicable).Copy of signed letter on company letterhead stating the reason for layoff, termination or furlough, last date of employment and any severance, bonus, vacation or other payouts provided.Copy of unemployment benefit statement (if applicable) that shows the full amount of benefit eligibility and benefit start date.Copy of the last dated paystub (if applicable) before the layoff, furlough, termination or reduction of hours, showing year-to-date earnings and employee's name.Your Situation Is not Unusual
Once the financial aid department has the necessary documents, it can begin re-assessing your child's financial aid package.
"Colleges have experience with situational changes," says Steven Kibbel, a Certified Financial Planner at DayTradingZ in Franklin, Tennessee. They can re-evaluate your finances and may be able to increase your aid package, whether through more grants, scholarships or low-rate federal loans.
It is also a promising idea to pursue other sources of aid for your family.
"Every dollar counts when money's tight," Kibbel says, "so also look into private scholarships or aid from nonprofits that help families who have lost their income source. Fastweb.com is a great scholarship search engine I recommend to clients."
Consider Colleges with Lower Costs
If your child is applying to colleges, check financial aid available and also consider colleges with lower costs such as state universities or community colleges. These lower-cost options may be good strategies until your family's finances have stabilized. Living at home and working are other ways your child could help to manage college costs.
If your child is applying to colleges, check financial aid available and also consider colleges with lower costs such as state universities or community colleges.
"While it may not be what they had planned to do, your child can always start at a lesser-cost school and transfer down the line to their preferred institution or could live at home during all or part of their studies or could even defer a year and work if money is a major concern," Roberts says. "Remember there's no one path to a successful and rewarding educational experience and career."
Ease off of College Savings Plans
When your income has been slashed, there may not be enough to let you continue to contribute to your child's college savings plan such as a 529 plan. Don't worry. You can always pick up savings after you find a new job.
"For those with younger children," says Roberts, "while it may understandably be disappointing to not be able to contribute as you had been to their 529 plan accounts, give yourself some grace and accept that you may need to take a pause while you get back on your feet."
Don't forget about the money you already have invested in a 529 plan. This may still increase in value even if you have postpone new contributions.
Consider Help from Your Family
"During this stressful time, take a moment to pat yourself on the back for having gotten those 529 accounts opened and funded to the extent you have," Roberts says, "and feel good about the fact that the money you've previously contributed is staying invested and likely to grow in value."
This also may be an opportune moment to ask friends and family to contribute to a child's 529 plan.
"You don't need to go it alone. If you have not already done so, this may be a good time to let friends and extended family know of the opportunity to contribute for birthdays, holidays and other special occasions," Roberts says. "It's a tradition you won't regret developing and one gift givers can really feel good about."


How You Can Pay for College After Being Laid Off

Lucy Lazarony

For 15 years, Wendy Perry, 64, juggled her job as IT manager for a private K-12 school in San Juan Capistrano, California, while also caring for her mother, who passed away last year at age 101. Without a break, Perry is now stepping into her second tour of duty as a caregiver, this time for her mother-in-law.
"Over the last two decades, studies about caregiver support in the workplace have identified benefits that can be used for older parents and other dependents. But many of these studies did not consider the needs of hourly workers,"Perry is not alone. She is one of 23 million people caring for older loved ones while also working full or part-time. That is about one in every six employees, according to the National Alliance for Caregiving, a nonprofit coalition that advocates for workplace policies and practices that make life easier for unpaid caregivers.
While some employers offer in-office, remote or hybrid work options, reports show 59% of the entire labor force — approximately 90 million workers — are hourly workers who lack such options. Women and people of color comprise most of the workers without flexible schedules, and several reports found they were the largest groups leaving the workplace during the pandemic due to caregiving responsibilities at home.
Convening an Innovation Lab
The challenges for hourly employees who are also caregiving was the focus of the Rosalynn Carter Institute for Caregiving's (RCI) inaugural Innovation Lab, which focused on improving job flexibility at five small- to mid-sized employers in southeast Michigan. Outcomes and lessons learned have been published in a companion report, "Working While Caring." 
The Innovation Lab brought together small and mid-sized employers from for-profit and nonprofit sectors in southeast Michigan, each of which had many hourly workers in jobs requiring them to be on-site. The goal of the Innovation Lab was to collaborate on caregiving issues in the workforce and outline a plan of innovative solutions.
"If offering a senior care benefit helps just five employees who are caregiving stay on the job, it will save the company $200,000 related to the costs of replacing that employee."
Over the last two decades, studies about caregiver support in the workplace have identified benefits such as: paid family leave, flex time, support groups, remote work and health savings accounts that can be used for older parents and other dependents. But many of these studies did not consider the needs of hourly workers, such as helping to connect to local resources, that vary widely among urban, suburban and rural communities.
RCI  convened its Innovation Lab to consider solutions to these policy gaps. For instance, Employee Assistance Programs — services that offer employees professional help with personal problems — traditionally focused on behavioral programs (such as smoking cessation and weight management). They have provided little more than access to service representatives who can describe caregiving benefits and support services.
The Innovation Lab wants to go further, recommending specialized caregiving concierge services that include family care counseling, communication skills training and psychosocial cognitive behavioral therapy for caregivers. It also says companies need to focus on more employee education on how to manage caregiver stress, costs of care and how to navigate Medicare and Medicaid.
The Innovation Lab wants employers to ensure managers and supervisors are trained on the caregiving benefits their company offers and on communication skills to explain the benefits to employees. Most importantly, hourly workers should have access to a personalized assessment and care plan, especially for people with loved ones with dementia or mental illness.
More Laboratories Planned
The Rosalynn Carter Institute, which is based in Americus, Georgia, hopes to launch additional Innovation Labs in Atlanta and other cities.
"What is exciting about our first Innovation Lab is we are going to move the needle and not just check the box on what employers can do to help caregivers in the workplace," said Jennifer Olsen, CEO of RCI. "Over the next couple of years, the Michigan Innovation Lab will engage a Care Navigator service to help employees manage the costs, resources and programs available to help them balance work and caregiving."
Creating a care culture was the core aim of one of the Innovation Lab participants, the Michigan chapter of Volunteers of America, which provides affordable housing for low socioeconomic individuals, supports veterans with housing and other programs and runs retail thrift stores to raise funds for the programs.
"The first step was eliminating the stigma of not being able to talk about caregiving at work," said Aubrey Macfarlane, president and CEO of VOA, Michigan, who recently moved to Michigan to be closer to her older parents. "We erased all preconceived ideas of what would help our employees then we listened to them and took a bottoms-up and top-down approach so we could determine where to invest our support."
Benefits and the Bottom Line
The RCI report comes at a time when employers are realizing there is no-one-size-fits-all when it comes to benefits for caregiving employees but also that retaining these employees is crucial to the corporate bottom line. U.S. businesses lose an estimated $44 billion annually on recruiting, retaining and realizing employee productivity loss for those caring for older loved ones. In addition, the Urban Institute found individual caregivers who take a leave of absence from work can lose lifetime earnings on average of $237,000 in wages and other benefits such as Social Security and Medicare credits as well as health care coverage.
A recent Harvard Business School report conducted among employers that use Wellthy, a service that provides employees with personalized support to cope with logistical and administrative tasks of caregiving, found that companies offering caregiving support are likely to see a reduction in turnover of five to six percentage points.
"The first step was eliminating the stigma of not being able to talk about caregiving at work."
"Reducing employee turnover rates by just 1.7% is where a caregiving benefit like Wellthy starts to pay for itself," said Lindsay Jurist-Rosner, founder and CEO of Wellthy. "If offering a senior care benefit helps just five employees who are caregiving stay on the job, it will save the company $200,000 related to the costs of replacing that employee as well as win the loyalty of the caregiving employees."
An Ernst & Young survey found U.S. workplaces have four generations who are caregiving — including 42% of boomers, 48% of GenXers and 53% of millennials — while a Harvard report found 73% of U.S. workers are caregiving for a child, spouse, older parent or other loved one. Twenty-three percent of the workforce that is caregiving are caring for both older parents and younger children known as the "Sandwich Generation." 
The number of employees who are caregivers will only grow as the peak-65 group — the youngest boomers representing 4.1 million Americans who are poised to turn 65 this year and every year through 2027 — will join the fast-growing populations of 70-, 80-, 90- and 100-year-olds.
Workplace demographics are not the only thing employers can no longer afford to ignore. A study found the U.S. will lose about $290 billion a year in GDP in 2030 and beyond — more than the annual revenue of Alphabet (parent company to Google, YouTube, Nest), the second-biggest U.S. technology company — if it fails to address the care economy's two biggest issues: the workplace shortage of professional home care workers and the workplace departure of employees who are family caregivers.
Caregivers Needed
This was the dilemma for Karen Yingling, who was recently honored by Carewell as "Caregiver of the Year." Yingling, a millennial living in Duncansville, Pennsylvania, was a fulltime home health worker who was raising five children while also caring for a father with lung cancer and a mother with dementia.
"I was in a situation where caregiving was 24/7 for me — professionally with my home health clients and then with my parents and children when I got home," said Yingling. "After I lost my dad, I knew my only option was to leave my job, even though my clients were like family, to care full-time for my mom as her dementia progressed."
Senior Care Is a Key Benefit Today
A recent 2024 Care.com workplace benefits survey among 620 U.S.-based HR and business leaders, as well as 1,000 benefits-eligible employees, showed senior care support was a leading benefit request from employees. In the company's 2023 survey, the desire for senior care benefits outpaced childcare for the first time since the survey began in 2020.
"Our survey also found one in five employees have left a job because their employer didn't provide family care benefits."
That aligns with U.S. Census Bureau statistics showing that by 2034, for the first time in U.S. history, we will have more parents to care for than children. A recent workplace equity trends report says caregivers are the fastest growing employee group with many companies hosting internal employee resource group (ERG) focused on caregiving — whether for a child or for an older parent.
"Last year we had 43% of employers who prioritized senior care benefits, in this year's survey it increased to 50%," according to Ajith Segaram, head of global account management for Care.com's Care for Business division which provides a suite of caregiving services to employers including Best Buy, P&G and Trip Advisor.
Most Companies Don't Look
"Our survey also found one in five employees have left a job because their employer didn't provide family care benefits and 21% would leave one employer for another if they had access to senior care support."
One of Wellthy's clients, Hilton, who globally employs more than 168,000 "team members," many of them hourly and shift workers, was recently honored as No. 1 on the 2023 list of World's Best Workplaces. What contributed to Hilton's top ranking was its Care for All caregiving initiative that includes tools and resources to support the mental wellness and caregiving needs of team members launched in 2022.
Yet, despite the awareness, the need and the companies and organizations driving innovation, only 12% of employers currently track their caregiving employees' needs versus benefits and the 2019 Harvard study found more than half of companies do not track their organization's caregiving demographics nor conduct a yearly caregiving audit. In addition, a 2021 survey found almost half of caregivers said their workplace supervisors are not aware of their caregiving responsibilities outside of work.
Helping Employees in Need
Olsen shares that the RCI Innovationl Lab seeks to become a best practices case study to show how one group of employers, located in the same geographic region of the U.S. and sharing similar labor supply and ecosystem challenges, can make significant differences in the lives of employees who are caregiving.
She also feels another benefit of the Innovation Lab's collaborative efforts was a discussion about changing the language in the workplace so that employees see themselves at every phase along the caregiving journey, whether it is child care, spousal care, special needs care or elder care.
"We need to help caregivers struggling with caring for a loved one while maintaining their role at work," added Olsen. "We believe the Innovation Lab will help by giving us a roadmap to help caregivers and employers."


Workplace Caregiving: One Size Does Not Fit All

Sherri Snelling

After a decades-long career in finance, consultant Michael Ashley understood the importance of closely evaluating the financial side of major life events.
That's why, when he decided to marry at age 53, he knew that he and his future spouse needed to have a thorough discussion about financial goals, obligations and concerns.
"No matter your age, getting married should prompt a discussion about money, but after 50, with retirement approaching, it is even more important to fully understand the financial implications of tying the knot.""We laid out a clear picture of our financial situations, including savings, investments and debts," Ashley said. "It was crucial to align our expectations regarding lifestyle, retirement plans and how we would handle potential financial challenges."
"We laid out a clear picture of our financial situations, including savings, investments and debts." 
Marriage was once thought of as a rite of passage that primarily happens in early adulthood, but Census Bureau data shows that in 2022 the median age to marry for the first time was 30.1 for men and 28.2 for women. That is up significantly from ages 23.7 and 20.5, respectively, in 1947.
Transparency Is Essential
"I think [marrying later] may be more common than people think," said Cassandra Rupp, a senior wealth advisor at Vanguard. "I have a large number of clients who have gone through this type of transition in life, whether it was from a previous marriage to now a new one, or just their first marriage being later in life."
No matter your age, getting married should prompt a discussion about money, but after 50, with retirement approaching, it is even more important to fully understand the financial implications of tying the knot.
The first step to making wise financial decisions when you marry later in life is to have an open conversation with your partner and discuss your financial situation. For Ashley, this meant discussing key goals with his future spouse.
"We discussed retirement plans, addressing questions like when we would retire, where we would live and the kind of lifestyle we envisioned," Ashley said. "Concerns about potential health care costs, managing existing debts and aligning our investment strategies were also crucial topics."
If one or both of you own your home, it's important to discuss which home you would like to keep as a shared residence and which home to sell. In addition to discussing real property, you'll also want to lay out your liquid assets like bank accounts, investments, retirement savings and income.
While talking frankly about your financial status might feel awkward, it's vital that you be fully transparent with your future spouse about your assets and debts.
During the conversation, be straightforward about your debt, including credit cards, loans and mortgages. While talking frankly about your financial status might feel awkward, it's vital that you be fully transparent with your future spouse about your assets and debts.
Update Your Estate Plan
Whether you are getting married for the first time or have been married previously, saying your vows confers a new financial and legal status.
If you have an existing estate plan, review it to make sure your wills, durable powers of attorney, beneficiaries and other legal documents are changed to reflect your current wishes.
As important as estate plans are, the majority of Americans do not have one. In fact, for the first time since 2020, the number of Americans with an estate plan has declined, with only 32% of Americans having an estate plan in 2024, compared with 34% in 2023, according to a Caring.com survey.
Consider Family Dynamics
Couples who marry later in life may have children from prior relationships, so it is important to consider estate-planning options, such as trusts, that best suit blended families.
If you marry later in life, it may affect government benefits you are eligible to receive.
"[Trusts make] it easier to segment out . . . 'Here's what's mine, and I want it to go to benefit my children in this way and here's what's ours, I want you to continue to live in the house that we own together, and I also want you to be able to receive an income that was commensurate with what we had while I was still alive,' " said Mitch Mitchell, product counsel at Trust & Will, an online estate-planning service.
When it comes to different types of trusts, the options are as diverse as the families they serve. For example, a family trust involves all assets going into a combined trust after the death of the first spouse. This allows the surviving spouse to allocate assets to the couple's offspring based on each child's needs. On the other hand, a marital trust enables assets to be passed to the surviving spouse while preserving any residual assets for the children after the second spouse's death.
Two Incomes Can Affect Benefits
If you marry later in life, it may affect government benefits you are eligible to receive. For instance, if you receive Supplemental Security Income payments, the amount may change depending on your new spouse's income and assets, according to the Social Security Administration.
If you and your spouse both collect SSI, your benefits will change to a couple's rate from an individual rate. Also, if you get Social Security widow or widower benefits and you remarry in your 50s, the benefits could be terminated.
In short, when you get married after age 50, there are a lot of financial considerations to keep in mind. Navigating that financial maze can be complicated, so don't hesitate to seek professional advice.
"I just really encourage — before making any big changes or not making any changes at all — involve a financial adviser to discuss your situation," Rupp said. "We can really help on how to personalize the advice in those first few years and monitor that for the rest of your life."


The Talk Over-50s Should Have Before Tying the Knot

Rachel Leland

The Medicare Advantage and Prescription Drug Plan (PDP) annual election period (AEP) runs from Oct. 15 to Dec. 7, making now a good time to take inventory of your health and prioritize your wellness. Whether you're enrolling for the first time in Medicare, or signing up again, it's important to understand that not all plans include prescription drug coverage — this includes Original Medicare (Parts A and B) and some Medicare Advantage plans.
When comparing your PDP options, also referred to as Part D, check to see if your medications are covered and what copays or co-insurance you'll be charged, in addition to the monthly premium costs. Plans can also differ in terms of your pharmacy choices, and some include the option to use a home delivery pharmacy, like CenterWell Pharmacy, which can provide convenience and potential cost savings. Consider the following advantages of home delivery pharmacy when selecting and using your PDP.
Convenient and Easy Online Access: A home delivery pharmacy is a fast and easy way to manage your prescriptions whenever and wherever you want. Look for a pharmacy with online tools that allow you to transfer prescriptions, request refills, view real-time order status and chat live with pharmacists to answer your medication questions. To get started, check to see if a home delivery pharmacy has a mobile app available in the app store or visit their website to learn how to activate your account.
Real-time Order Status Updates: Getting your medication on time is very important for managing your health. With online tools, you can quickly track your order status so you can take comfort in knowing where your prescription is and when it will arrive.
90-day and Auto Refills: Since most medications from home delivery pharmacies are available as a 90-day supply, there are fewer refills required, and in some cases, switching from 30-day to 90-day refills may save you money. You can also use online tools to quickly set up auto-refills to automatically deliver your next order. In addition to the benefits of using a home delivery pharmacy, many prescription drug plans, including Humana's, have a "switch and save" option available on a mobile app or the plan's website providing suggestions for generic and lower-cost medication options.

Other good news for those enrolling in a PDP for 2024: new prescription drug laws are expected to save beneficiaries an average of 15% on their out-of-pocket drug costs this coming year, covered Part D insulin costs will not exceed $35 a month and many vaccines will be free to PDP members. Additionally, more low-income Americans will qualify and pay less for Part D coverage through Medicare's Low-Income Subsidy program.
For more information about prescription drug home delivery pharmacies, you can call 1-800-MEDICARE (800-633-4227) 24 hours a day, 7 days a week (except on some federal holidays) or go to Medicare.gov. To learn about Humana's Medicare Advantage, PDP and/or Medicare Supplement plans, visit www.Humana.com/Medicare or call 1-800-213-5286 (TTY: 711) to speak with a licensed sales agent from 8 a.m. to 8 p.m. local time, seven days a week.
About Humana
Humana Inc. is committed to putting health first — for our teammates, our customers and our company. Through our Humana insurance services, and our CenterWell health care services, we strive to make it easier for the millions of people we serve to achieve their best health — delivering the care and service they need, when they need it. These efforts are leading to a better quality of life for people with Medicare, Medicaid, families, individuals, military service personnel and communities at large. Learn more about what we offer at Humana.com and at CenterWell.com.
Additional Information
Humana is a Medicare Advantage HMO, HMO SNP, PPO, PPO SNP and PFFS organization and a stand-alone prescription drug plan with a Medicare contract.  Enrollment in any Humana plan depends on contract renewal. Other pharmacies are available in the Humana network.
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The Benefits of Home Delivery Pharmacies For Your Prescription Drug Plan

TJ Gibb, Vice President and Leader of Medicare Prescription Drug Plans at Humana

Let's be honest: there comes a time as a care partner when you say, "Help, I can't do this anymore." 
It's not giving up, but a cry for relief.
"For me, it was a call to action. I needed to find someone to come into my home and be with my husband so I could be me for a few hours."It's hard to think like a boss when you feel vulnerable and uneasy about bringing someone into your home, especially to handle some of the most personal tasks.
For me, it was a call to action. I needed to find someone to come into my home and be with my husband so I could be me for a few hours. I needed to lighten my load and prepare for when things got tough. My husband's Alzheimer's needs increased on a trajectory that required more and more of me, and I had less and less to give. I also was committed to keeping him in our home unless there were no other options. 
The NPR health newsletter reports that most people with dementia are cared for at home by members of their family. It's a heavy load, yet accepting outside assistance amid emotions of guilt and sadness can be daunting. That's why people who know my story frequently ask me, "How will I know if it's the 'right' person' for the job?"  
This question gets to the core of good hiring practices.
Here are some things care partners might consider when taking this significant step in self-care. While not guaranteed to find the "right" person, following a process might get you closer.
Let's start with some basic considerations.
Remember That You're Hiring Someone to Work for You 
As harsh as it sounds, you are renting their behaviors. You are the voice of yourself and of your loved one. It's hard to think like a boss when you feel vulnerable and uneasy about bringing someone into your home, especially to handle some of the most personal tasks. Not only was my husband concerned about his modesty, but I had to let someone wash and fold my underwear.
Try to Get a Pool of 3 or 4 Candidates 
Recommendations from friends are nice to have. However, their "amazing" person may not be right for you. There are listings of local social service agencies and even some volunteers available. Most online services like Care.com and reputable home care companies do background checks, which can be comforting.
Recommendations from friends are nice to have. However, their "amazing" person may not be right for you.
Determine Where You Are on the Caregiving Continuum 
To maximize the benefit of the service you get and set the hourly fee, understand that help will come from the right person at the right time. That means identifying "pain points" or needs for you and your loved one. 
I began with a companion for my husband who took him on outings and ran errands for me. When his needs exceeded her abilities, we moved to a health aide who handled personal hygiene, allowing him to show up clean-shaven and dressed so we could enjoy each other as husband and wife. She also did light housework. 
When his care became more intense, I moved to a medically skilled caregiver trained in hospice care.
Once you identify potential candidates, a structured interview process will help you sort and qualify:
Start with a Quick Screening 
Done virtually or by phone, a few good questions can identify candidates worth pursuing. While asking about their experience, licensures, hourly rate and availability, listen underneath the words for red flags. For example, in one screening interview, the candidate mentioned she doesn't like to drive in the winter. I live in Minnesota; we have winter days when she would be needed.
Using open-ended questions generates a conversational approach that will reveal job capabilities and what motivates them.
Move To In-Person Conversations
Using open-ended questions generates a conversational approach that will reveal job capabilities and what motivates them. Robyn Birkeland, an interventionist with the Families and Long-Term Care team at the University of Minnesota, recommends listening for clues that indicate they genuinely care about people and the job. "They should be curious about you and the care recipient."
She says the best predictor is asking candidates to tell stories about their experience. Then listen for qualities important to your situation. These usually start with "Tell me about a time when . . ." 
I heard empathy and kindness when a candidate described a good day at work with a story about how she handled the "wonderful man" she cared for who was extremely agitated over his disability. I eliminated a candidate when her story indicated she required a lot of supervision. I wanted someone to make my life easier. 
"Trusting someone else to care for your relative is a leap of faith."
Today, we can do virtual interviews. Had I done that, I wouldn't have known about one candidate's heavy use of perfume, which was problematic.
Ask for 2 or 3 References
Of course, candidates will give you names of people that will sing their praises. Typically, prospective employers are so anxious to hear positive comments that they don't ask hard questions. Questions like what would you have liked to see more or less of? What made it easy for you? What made it hard? 
Introduce Your Loved One and Observe 
Dementia care partners know that their loved one is almost tethered to them, which makes it challenging to introduce a new person. Birkeland says, "Trusting someone else to care for your relative is a leap of faith. Do a trial run. Routine is good, and consistency builds familiarity and comfort, so give it a good try. But remember, you are not locked in."
Ultimately, finding the "right" person requires realistic expectations. You may not know what you need, but they should. A cautiously optimistic process of listening for individuals who bring care to their caregiving could mean that a warm bath and refreshing nap are in your future.
A final note: My last and favorite caregiver surprised me when she said that during the hiring process, she was interviewing me to make sure we were a family she wanted to put her heart in. 


How to Find the Right Person to Care for Your Loved One

Myrna Marofsky

I often hear from readers who want to publish a book, but they don't know how to begin the process.
"The data shows that many writers become first-time authors at midlife and beyond. Your lived experience is your expertise."The good news is that there's never been a better time to get your words into print. Many first-time authors find self-publishing to be the easiest route, thanks to print on demand services like Amazon Kindle Direct Publishing (KDP) or Apple Books. Others choose to partner with independent publishers, some of whom accept unsolicited submissions from new authors.
But even now, many authors hope to land at one of the traditional "Big Five" publishers, which include Penguin Random House and Simon & Schuster, who together control over 80% of the U.S. market for trade books (those designed for the general public and sold through bookstores and online retailers).
Why Agents Are Worth 15%
Scoring a Big Five deal isn't easy. And since literary agents sell a large majority of those deals, you'll need to convince an agent to take you on before you can get your work seen by a big publishing house.
"Tell me something I don't know about a subject I love."
Your agent will help guide you through the publishing maze, from crafting a winning book proposal to negotiating your contract. After securing a deal, agents receive a commission (typically 15% of book advances and royalties and a 20% of overseas sales).
Fortunately, a new book, "Get Signed: Find an Agent, Land a Book Deal, and Become a Published Author," by veteran literary agent Lucinda Halpern can help you get noticed and published. Halpern has spent nearly two decades in the New York publishing world and shares some of her knowledge about the industry at no cost.
Lean Into Your Strengths
"Whether you're an introvert or extrovert, writers of all personality types get book deals every day," writes Halpern. "Like everything else in the publishing process, it's a matter of leaning in to your strengths."
I recently spoke with Halpern to learn more about how aspiring authors, both fiction and non-fiction, can attract an agent and a book deal. Highlights of our conversation follow:
Next Avenue: In the book, you explain what makes a book attractive to both agents and editors. Can you elaborate on that?
Lucinda Halpern: The book world has changed drastically over the past 20 years and the means for capturing fewer and fewer book buyers has changed along with it. Every book category is crowded and there's lot of free content competing against books. What makes your book enticing is when you bring a new dimension on the subject to the reader. What makes it distinctive and different? What message will readers take away that they haven't heard before? You can't just rehash what's been said before. To quote an agent colleague, "Tell me something I don't know about a subject I love."
What qualifies someone as an "expert" in the eyes of agents or publishers?
Lucinda HalpernMajor publishers, even independent publishers, are looking to sell upwards of 10,000 books. So, they need whatever proof you have to show that you can attract the audience needed to justify their investment. In the book, I share dozens of ways people can be seen as experts. Of course, having stellar credentials, a large social media following or a popular blog are helpful. But publishers are also impressed by people who are great at getting media coverage or regularly book speaking gigs to a growing audience.
Build a Social Media Presence
The first thing agents are going to do after getting your pitch is to Google you. If we find nothing, that's going to be an issue. So, if you don't have a social media presence, consider getting a website to reflect your future self as an author. It's a smart way to curate what people see and you get to control the narrative.
Many editors at publishing houses are under 40. Is this a problem for older writers?
The data shows that many writers become first-time authors at midlife and beyond. Your lived experience is your expertise. This is especially true for older people with rich life experiences to draw from and wisdom to share with others. It's true that younger rising editors dominate the industry. But what's great about them is they can help ensure your content is current and resonates with a contemporary audience.
See What's Selling
You stress that writers need to figure out what's popular and selling in their space. What's the best way to go about that?
I'm continually surprised by how many writers don't know what's hot in their category. Fortunately, it's pretty easy to research what sells in your space. Start by taking a look at the bestsellers in your niche on Amazon. Another terrific resource is PublishersMarketplace. It's an industry database with a gold mine of information about sales, publishing trends, agents and more.
Do fiction writers need a platform?
No. When it comes to fiction, it's all about the quality of the writing, which is evident in the query letter. Is a platform a nice to have? Sure, but it's not a need-to-have. Great novelists come out of all sorts of life experiences.
Stand Out from the Crowd
How do you find an agent?
Start with PublishersMarketplace.com. Search their database by genre or category to identify the best agents for your work. Another way to identify suitable agents is to read the acknowledgment section of books in your genre. And it's always helpful to get a personal referral from an author friend.
In the book you have a number of winning query letters that resulted in a conversation with an agent. Can you share a few query tips?
1. Do your research. Identify agents who are a strong fit for your project. Then, always include a line or two about why you're interested specifically in that agent.
2. Keep it short. No query should exceed 300 words. If you want to pack a punch, include links to other information, such as articles you've published or a brief video clip.
3. Close with urgency. The worst thing you can do is be passive and close with a vague "let me know." Say why the agent should pick this up in a timely way. Don't worry about appearing pushy. Strong closing lines are more likely to yield results.


How to Find an Agent and Land a Book Deal

Nancy Collamer

Most long-term care (LTC) facilities have one thing in common: a lack of diversity and an inability to recruit minority elders, according to Steve Moran, president of Senior Living Foresight. "Residential LTC has 'an ethnicity problem' and today, based on resident populations, only white people (and Asians) seem to like them," he says.  
"The first viable step for the long-term care industry is to lift all voices, including marginalized ones."Many reasons and explanations exist for the lack of diversity among LTC residents, from minority elders who prefer aging/living at home to retirement communities being expensive. 
How can the LTC industry address this problem? But more importantly, how can they find ways to diversify these communities? Many reasons and explanations exist for the lack of diversity among LTC residents, from minority elders who prefer aging/living at home to retirement communities being expensive. 
Research suggests that if staying at home is no longer possible, most older adults prefer moving to assisted living rather than a nursing home. But Black older adults are likelier than white older adults to choose family care at home and less likely to prefer assisted living. 
Access to assisted living may also be a greater challenge for Black rather than older white individuals since, on average, Black older adults have fewer financial resources. The same goes for Hispanics compared to white older adults. While these issues are valid, they do not tell the whole story due to insufficient data. 
Only a few studies have examined the distinct pathways to help explain Black and white disparities in different types of LTC use. Using the same narrative around racial disparities only stifles change that can help create a more equitable, unbiased LTC system.
A 2016 survey indicated that more young people of all races were more open to assisted living than people 65 and older. 
Past studies show another dialogue, one that's largely been ignored but shows momentum, is in minorities and younger adults interested in residential LTC. For example, a 2016 Caring.com survey indicated that more young people of all races were more open to assisted living than people 65 and older. 
Hispanics and African Americans are much more open to LTC communities, and the data shows that 49% of Hispanics and 46% of African Americans would consider living in one of these communities. And 64% of Whites would consider placing a parent in an assisted/ independent living facility versus 37% of African Americans and Hispanics.
Problems Affecting Residential Long-Term Care
Just like any other demographic group, minority elders are not monolithic. Some prefer to age in place, others may not, or only select respite care services. If retirement communities want to attract a racially diverse group, they need to improve on what's working and end what's not working. 
Researchers have suggested that unmeasured factors related to systemic racism (for example, residential racial segregation, racial discrimination) and Black and white differences in care preferences might further explain the disparities in moves to assisted living and deserves further investigation. 
Elder abuse is another big issue. Almost ten years ago, PBS Frontline produced a documentary titled "Life and Death in Assisted Living." The documentary examines the operations of the nation's largest assisted living company, raising questions about the drive for profits and fatal lapses in care by a loosely regulated industry. But many years later, elder abuse is still an issue that puts older adults at risk. 
Current investigations show that long-term care residents are vulnerable to elder abuse, neglect and exploitation, although it's worth noting that most cases of elder abuse extend from family members. Therefore, a healthy environment is also critical for older adults living with loved ones. 
Elder abuse requires more awareness, from educating people about recognizing and preventing abuse to increasing reporting numbers, as elder abuse is under-reported.
Minorities Want the Same Thing With a Tweak
Approaching these issues is critical for LTC even if efforts seem futile and the quest for more inclusive residential facilities is challenging. It will require a holistic approach, like training staff about unconscious bias, improving cultural competence and expanding creative care options to offer more choices. 
Retirement communities can also create new directions in their policies and diversity strategy.
It may also involve a radical change in how residential facilities do activity programming to engage current residents and attract future ones. And this means having a person-centered approach and working to achieve that. 
What do residents like? What would they choose to do? 
And the big question: What help would they want? And how can they feel at home? While the industry can only solve some things regarding making their communities diverse, there is an opportunity to innovate and think outside the box. 
It means that LTC communities can capitalize on laying the groundwork to target younger generations and work with today's caregivers as they care for their loved ones. For example, respite care is an untapped resource that families can use when needed. It may be a start for them in learning more about long-term care and its main features. 
Seeking respite care can help ease the burden of family caregiving, relieve stress and prevent social isolation. Like the recent trend of working with families to learn more about their resident loved ones is gaining traction, retirement communities can also create new directions in their policies and diversity strategy.
Leave Old Ways of Thinking Behind
Research has shown that minority elders are interested in assisted living, so assuming otherwise is a disservice and keeps LTC from innovating and moving onward. 
It is gaining a diversity of thought and discourse that can influence residential communities. As Moran explained in reference to Black consumers overall: 
"Specifically, when they [Black older adults] look at the content they are looking for, hoping for and wanting ethnic diversity, which suggests, when they see diversity, they will think better of your brand and be more likely to consume your brand." 
Pursuing diversity is necessary, but it shouldn't be superficial because it can prevent efforts in recruiting and retention. The first viable step is the LTC industry striving to lift all voices, including marginalized ones. It will take a targeted approach to engage other ethnicities in residential LTC and change perceptions of what older adults want or how they should be. 


How Long-Term Care Facilities Can Recruit Diverse Elders

Sophie Okolo

In the United States, approximately 6.7 million people aged 65 and older are living with Alzheimer's dementia, and nearly half or more of those individuals experience something called agitation. Watching a loved one endure a battle with a condition such as agitation that may happen with dementia due to Alzheimer's disease can be very difficult for everyone involved. However, it is important to understand that while this diagnosis can be overwhelming, there are resources available for those who are taking on the role of a caregiver.  
The symptoms of agitation that may happen with dementia due to Alzheimer's disease, of which the behaviors and characteristics vary widely and can manifest as verbal aggression, physical aggression and/or restlessness, can cause emotional distress for both the person living with this disease and their caregivers. Due to the nature of the condition, caregivers may mistake the symptoms as those of Alzheimer's disease and think that nothing can be done to help manage them. These behaviors may include yelling, repetitive sentences and questions or wandering. Caregivers also may be reluctant to bring these symptoms to their loved one's doctor. However, it is important for caregivers to recognize changes in behavior and continue to monitor symptoms — flagging concerns and being open with their loved one's healthcare team.
The Need to Support Caregivers
Caring for a loved one can be an important step to take when navigating a person's treatment plan, but it may exacerbate caregivers' existing stress levels. This in turn could then impact their personal emotional, financial and physical well-being — which can further amplify the challenges that caregivers may face when trying to care for their loved one. Caregivers should know that they are not alone and find relief in knowing that they have support and resources available to them.
Tips for Caregivers 
While it may feel overwhelming to care for someone with agitation that may happen with dementia due to Alzheimer's disease, there is still hope, as there are a variety of ways to help manage the symptoms. These include but aren't limited to several non-pharmacological approaches: identifying triggers, loud noises, unfamiliar people or unpleasant physical sensations. Creating a simple daily routine; maintaining a calm environment; and including sources of comfort in the individual's environment can also help. Caregivers should also maintain a list of specific symptoms and detailed notes to share with their loved one's doctor to report changes in behavior so that the best management plan can be implemented. It is particularly important for caregivers to establish an open, ongoing dialogue with their loved one's healthcare team to formulate a path forward that is right for them. Even if behaviors don't seem significant, there are treatment plans that may help alleviate the symptoms in those with this condition. If non-pharmacological approaches do not provide relief from the symptoms, there are other treatment options available that may help alleviate the symptoms of agitation that may happen with dementia due to Alzheimer's disease.
Helping a person living with this condition manage their symptoms can lead to high rates of caregiver stress. It is important that caregivers have access to educational resources that may help them feel empowered to continue conversations with a healthcare professional to seek the best treatment plan for the individual they care for.
For more information and a questionnaire to see if your loved one may be experiencing agitation that may happen with dementia due to Alzheimer's disease, visit www.ManagingAgitationInAlz.com.
About Otsuka 
Otsuka Pharmaceutical Co., Ltd. is a global healthcare company with the corporate philosophy: Otsuka–people creating new products for better health worldwide. Otsuka researches, develops, manufactures and markets innovative products, with a focus on pharmaceutical products to meet unmet medical needs and nutraceutical products for the maintenance of everyday health. In pharmaceuticals, Otsuka is a leader in the challenging areas of mental, renal and cardiovascular health and has additional research programs in oncology and on several under-addressed diseases including tuberculosis, a significant global public health issue. Learn more about Otsuka in the U.S. at www.otsuka-us.com and connect with us on LinkedIn and X at @OtsukaUS. Otsuka Pharmaceutical Co., Ltd.'s global website is accessible at https://www.otsuka.co.jp/en/. 
About Lundbeck 
Lundbeck LLC is a wholly owned subsidiary of H. Lundbeck A/S (HLUNa / HLUNb, HLUNA DC / HLUNB DC), a global pharmaceutical company specialized in brain diseases. For more than 70 years, we have been at the forefront of neuroscience research. We are tirelessly dedicated to restoring brain health, so every person can be their best. Our research programs tackle some of the most complex challenges in neuroscience, and our pipeline is focused on bringing forward transformative treatments for brain diseases for which there are few, if any therapeutic options. With a special commitment to the lives of patients, families and caregivers, Lundbeck US actively engages in a broad range of initiatives each year that support patient communities. For additional information, we encourage you to visit us at lundbeck.com/us and connect with us on LinkedIn and X at @LundbeckUS. 
© 2023 Otsuka America Pharmaceutical, Inc. All Rights Reserved August 11US23EUC0059


Agitation That May Happen with Dementia Due to Alzheimer’s Disease

The latest labor market data confirmed that the job market remains remarkably resilient. In January, the U.S. economy added an eye-popping 517,000 jobs and the unemployment rate fell to 3.4%, the lowest in more than a half-century.
Right now there are more openings than workers. The December Job Openings and Labor Turnover Survey from the U.S. Bureau of Labor Statistics says there are 1.9 jobs available for every person seeking one.Still, even in a strong job market, fortunes vary as evidenced by recent layoffs at companies like Amazon, Disney and Salesforce. So, if you want to switch jobs this year, you'll need to be as strategic as ever in your search.
To help you better understand this somewhat puzzling job market, I read through several recent labor-market reports. Here are my main takeaways, along with a few tips on how to make the most of these trends.
The State of the Labor Market
1. There are more openings than workers. The December Job Openings and Labor Turnover Survey (JOLTS) from the U.S. Bureau of Labor Statistics says there are 1.9 jobs available for every person seeking one. The main drivers behind this are the aging of boomers, curtailed legal immigration and declining population growth. Given the deep-seated and long-term supply dynamics, Indeed and Glassdoor economists say it's unlikely that the talent shortage will ease anytime soon.
Not all virtual jobs are fully remote, so read job postings closely and ask smart questions in the interview.
2. Remote work is here to stay. But expect fewer fully remote opportunities. Earlier this month, The Wall Street Journal reported that the return-to-office rate — a measure of office occupancy in 10 major U.S. cities — exceeded 50% of pre-pandemic levels for the first time since early 2020.
This doesn't mean employers have abandoned remote work, but more are moving toward hybrid models that require employees to be in the office at least part of the time.
Tip: As more employers adopt hybrid employment models, be sure to ask if a job is remote, in-person or hybrid before accepting an offer. Not all virtual jobs are fully remote, so read job postings closely and ask smart questions in the interview. Be aware that FlexJobs found that most of its "remote job" postings in 2022 required employees to work in a specific region, city or state.
3. Pay increases are solid but slowing. As the labor market emerged in spring 2021 from the initial economic shock of the COVID-19 pandemic, wages and salaries started to rise. They are still rising, most recently at a 4.4% annual pace. 
This squares with data from the Indeed Wage Tracker, which is based on Indeed.com job ads. It found that 82% more job sectors slowed wage growth in November than they did six months earlier. Given the current trajectory, Indeed says that posted wage growth should return to its 3% to 4% pre-pandemic pace by the second half of this year.
Don't forget to consider the value of benefits, such as retirement savings, gym memberships and health insurance.
Tip: Do your research when negotiating a salary for a new job. Talk with your network, check sites like Salary.com and Glassdoor.com, and scour job postings (a number of states require employers to post compensation ranges when advertising jobs) to set a realistic salary range. Don't forget to consider the value of benefits, such as retirement savings, gym memberships and health insurance. Employers increasingly highlight benefits to compete for talent.
Job Search Trends
4. Video interviews are here to stay. According to the 2023 Career Industry Trends Report — a summary of findings from a career-service providers' annual meeting called Career Jam — 82% of employers implemented video interviews because of COVID, and a whopping 93% of them say they plan to continue to do so.
Additionally, some job boards include an option for employers to pose questions to candidates via video and LinkedIn has "Demonstrate Skills," which allows individuals to write or record videos to demonstrate select skills.
Tip: Incorporate video into your LinkedIn profile. Doing so will help to build your brand and demonstrate your proficiency with technology, an especially important skill for older job seekers to tout.
5. Hiring managers prize skills over degrees. Companies like Walmart, Google, Apple and IBM, as well as some state and local governments, have pledged to implement skills-based practices. This means that if you've got the skills, your lack of a degree may no longer be the deal-breaker it once was in some roles. The trend is still emerging, but career services providers report seeing more job postings requesting a degree "or equivalent experience."
Career services providers report seeing more job postings requesting a degree "or equivalent experience."
Tip: Once you have your eye on a job, identify specific skills needed to land it. If you lack them, try short-term courses and certificate programs offered by industry associations, community colleges and sites like LinkedIn Learning, Coursera.org and EdX. The Trends Report says more than 10% of U.S. workers in low-paying jobs — many without a degree — landed higher-paying work in the last two years by "upskilling" in this way. 
After acquiring the right skills, highlight them prominently on your resume, in your LinkedIn profile and during any interview.


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