Fiscally Sponsored Projects may choose to adopt this policy or use it to inform similar policies of their own. This policy applies to CS&S core staff.
Primary caretakers can face hurdles when traveling for work due to responsibilities related to caring for their dependents. This policy aims to make work travel more inclusive by reducing barriers to participation related to caregiving obligations.
This policy is offered to extend financial assistance so that employees can participate in work events and meetings to the best of their ability. This policy covers both in-person and virtual meetings, and can be applied to a variety of care situations. It covers, but is not limited to, child care, elder care, and disability care.
This policy is a supplement to the CS&S travel and expense reimbursement policy.
What we offer
With manager approval, CS&S offers a one-time daily stipend to its employees with caregiving responsibilities who must travel for work. The policy does not have provisions for offering expense reimbursement for actual costs incurred as a result of caregiving responsibilities. Stipends should be requested for each instance of travel.
The daily stipend should be sufficient to be of great help in supporting the costs of the employee. Costs related to caregiving obligations may have great variability based on location and specific provider choices made by employees.
The stipend amount can vary by project and budget. A suggested stipend of $200 USD per day is in alignment with similar policies of peer organizations.
How to use the stipend
The employee is responsible for entering into any contracts on their or their dependents behalf. After the stipend is approved, the employee can use the stipend to assist with caregiving costs as outlined below.
The IRS does not consider certain items such as caregiving expenses to be allowable business expenses. Thus the stipend will be deemed as employee compensation and will be reported as taxable income to the recipient. The stipend will represent distinct taxable income to the employee.
Tax deduction benefit
TriNet benefits include provisions for tax advantaged dependent care spending. Employees are encouraged to make use of the tax advantaged Child and Dependent Care salary deductions which provide support for many expenditures related to caregiving.
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