Another reason a non-live-in EOR is less beneficial than the other parent is the potential for subpar performance or inadequate attention to detail when individuals are not compensated for their work. Without financial incentives, there might be a diminished sense of responsibility or accountability when managing the child's employment affairs. For instance, a non-live-in EOR might lack thoroughness in handling payroll, tax obligations, or benefits administration, resulting in errors or oversights that can negatively affect the child. This situation can be attributed to the absence of financial motivation, as individuals may not feel compelled to invest the same level of effort or attention to nonpaid tasks. On the other hand, the other parent, being directly involved as the EOR and having a personal stake in the child's well-being, is more likely to take their responsibilities seriously, ensuring that all employment-related tasks are carried out diligently and with meticulous attention to detail.