A non-live-in EOR may be less beneficial than the other parent due to the potential lack of motivation and commitment when a position is nonpaid. When individuals are not financially compensated for their work, their level of dedication and investment can diminish over time. This could result in a non-live-in EOR prioritizing their paid commitments or personal interests over the child's employment matters. For example, they might neglect timely communication with employers, fail to advocate for the child's rights or overlook important employment-related decisions. This lack of motivation and commitment can harm the child's professional growth and opportunities. In contrast, the other parent, being deeply invested in the child's well-being and having a personal stake in their success, is more likely to prioritize and actively engage in the child's employment-related matters, ensuring their interests are adequately represented.