The employees you need, need this.
One of the greatest barriers for people pursuing — or keeping — a great job is the cost of child care. By participating in MI Tri-Share, you’re able to offer employees assistance with affordable, reliable child care.
As a result, employees can focus on their work and worry less about child care.
benefits
What are the benefits for employers?
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
Flexibility to determine your commitment
- Set an initial investment amount, and a regional facilitator hub, or the MI Tri-Share administrative partner, can assist you in determining how many slots to offer for at least a minimum one-year period based on current care rates in your area.
- Considerations: 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
- Decide how the slots will be allocated to your eligible employees.
- Examples: First come, first serve process, employee lottery/random selection, employee needs (i.e., closest to 200% FPL)
- Collect employee contributions through payroll deduction or another method of your choice.
Employer Responsibilites
What are my responsibilities?
- Sign an Agreement via DocuSign with the MI Tri-Share state administrative partner, once you decide to participate.
- Market the program to your employees using already designed marketing materials.
- Allow the employee to choose the licensed provider who will care for their child. Family choice is a guiding principle of the MI Tri-Share Program.
- Collect the employee's portion of the child care costs through payroll deduction or another method of your choice.
- Pay the invoice that includes the employee and employer portion of the care within 20 days of being invoiced.
- Communicate immediately with the MI Tri-Share administrative partner staff if an employee's employment status changes, as the benefit ends on their last day with the company.
Location requirements:
Eligible employers must be based or have offices within the State of Michigan. Please consult with your regional facilitator hub or the MI Tri-Share administrative partner staff, if you have questions.
Interested in signing up or have additional questions?
Are you an EMPLOYER interested in the program?
Participating Employers
For a full list with a search option click here.
Are you a participating employer who has a story to share about how MI Tri-Share has impacted your business?
You ask, we answer
Payroll deduction is recommended, but employers can choose to collect the employee portion of care costs using a different method.
No, the MI Tri-Share administrative partner staff will review employee applications, determine if employees qualify, and communicate as needed to start the benefit.
Only licensed child care or camps in Michigan are covered. Depending on the parameters selected by the employer, the benefit can cover full-time and part-time care, preschool, before- and after-school care, summer care, summer camps, or a combination of these options.
MI Tri-Share is designed to cover children ages 0-12, and employers can choose to extend coverage through age 17.
Contact the MI Tri-Share administrative partner staff to learn more about selecting the types of care and age ranges that best meet your company’s needs.
MI Tri-Share administrative partner 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 or other considerations.
An invoice will be emailed to employers on a bi-weekly or monthly schedule detailing the portion owed by the employer and employee.
Payment of invoices is due within 20 days of receipt.
Yes, if care hours, care rates, or child care providers change, the employee contribution amount will need to be updated. MI Tri-Share administrative partner staff will contact employers to make any necessary adjustments.
Employees will be asked to look at their quarterly care costs to determine their deduction.
Employers are responsible for informing the MI Tri-Share administrative partner staff at least a week prior to a participating employee’s last day of employment. The employees’ benefit ends on their termination date.
A final account review will be conducted to balance the employee’s account, allowing the return of any overpayments and the collection of any amount the employee still owes before their termination date.
Please inform the state administrative partner staff of any termination via email [email protected]
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 MI Tri-Share tax document HERE.
No, an employer must pay at least 1/3 of the cost to participate in the MI Tri-Share 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.
Employers must sign and adhere to an agreement put forth by the state administrative partner.
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 employee’s 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, and interviews. To the extent possible, employers should be willing to actively participate in gathering this information.