Flexible Workforce

How Child Care Centers Can Support Working Families

2009-06-18T14:19:00.001-05:00

I have always been a proponent of at-home parenting or small in-home daycare situations when necessary. I believe that children thrive in a home setting with lots of one-on-one interaction with adults and other children of various ages. Don’t tell this to my kids though because they are both currently in a daycare center that provides rigorous academic programming to age-segregated classrooms. And they love it!

Our family circumstances have dictated this situation and I would never question it around my children, passing on my anxieties and opinions to them. They love their teachers, their friends, and their classrooms. Instead, I try to make the best of this and every situation finding objects of my gratitude wherever possible. I have learned though that there are certain things daycare providers can do that make working parents feel isolated and without the necessary support. To be optimistic, here are a few things that child care centers can do to support working families:

1. Teach in mixed age-group classrooms:
Siblings can learn together
Kids can learn from peers of all ages
Older kids provide some accountability for smaller kids in a family-like setting

2. Provide avenues for parental involvement:
After school workshops for parents
Conveniently scheduled parent-teacher conferences
Consistent daily communication with teachers

3. Provide a consistent schedule of care:
Limited closures for holidays and maintenance
Adequate notice of any closings
Alternative care options in the event of closure

4. Limit required parental preparation:
Provided lunches and snacks for kids
Limited “homework” assignments
Adequate supplies for projects and activities

Some daycare centers provide a daily reminder that working can be a burden for parents while others make efforts to become part of the team allowing parents to work or go to school while maintaining some level of balance and sanity.

What does your daycare center do to support you as a working parent?

Sunday Night Gratitude Exercise

2009-05-17T20:58:00.001-05:00

Each week on Sunday night, I sink into a terrible mood looking ahead to a week of workplace and familial obligations. It's not even that I hate my day job but I despise the requirement to sit in an office for eight hours each day when so many more rewarding tasks await me at home. I just love to serve my kids and my husband and wish that I had more time and flexibility to devote to them. Unfortunately I am daily accosted with solutions to this problem via continued education and entrepreneurial opportunities. My day job, however, provides my family's single income, good benefits, stability, and peace of mind in a troubled economy.

Instead of veering off the course set, I have learned to focus on what I can control and recognize the gratitude that is due to my current work-life situation. Could you benefit too from these little exercises on a Sunday night?

1. Write out a statement answering why you are on a certain course: I am currently working to support my husband's efforts in achieving higher education as he did for me through five long years of college. I am proud of his drive and his hard work and want to support him with a smile on my face (even if I am gritting my teeth a little).

2. Take an honest look at who you can help through your daily grind: instead of looking at business as business, look at clients as someone to serve and pay them the same courtesies that you'd pay your family at home. If you don't serve clients directly, look to your coworkers instead.

3. Consider one area of your day where you can work a little harder: sharpen your focus, set clear goals, and seek improvement of your situation. Then take pride in the results.

4. VIsualize your long term goals: my husband and I are working toward a time that he and I will support our family more equitably. I keep a picture on my desk of myself with my kids and enjoy looking forward to the day that I spend more time with them in the yard and less time at my desk looking at their picture.

With that, I'll pack lunches, pull out clothes for tomorrow and leave behind another week's Sunday night blues.

Ideas for Freezer Meals

2009-05-01T11:28:00.003-05:00

In my family, we have struggled to find easy meals to cook at home within the constraints of our busy schedule. Most evenings include some classes, t-ball practice, or small group meetings with our church leaving an hour or less to get home, cook, eat dinner, and get out the door again. Unfortunately, without proper meal planning we eat out all too often.

Meal planning can simply be creating a menu and shopping list on the weekend so that you have a game plan throughout the week. Incorporating your dinner menu into your calendar makes it easier to plan quick dinners on busy nights while planning for a few relaxing family meals as they fit in throughout the week.

High achieving moms have taken menu planning to a new level stocking their freezer once a month with complete meals. 30 Meals in One Day provides software that can assist the techno-loving mom in this pursuit. The software provides hundreds of recipes with options to manage those that work for your family plus options to build menus and generate shopping lists.

My biggest complaint with freezer meals has always been the hour plus prep time it takes to thaw and reheat the meals, but 30 Meals in One Day provides several menu options that can thaw in the fridge during the day then be heated up quickly in the evening. Sample recipes are provided on the website, here are a few of my favorite:

Cream Cheese Chicken
1 .7-ounce envelope Italian dressing mix
1/2 cup butter
2 pounds boneless skinless chicken breast
1 10.75-ounce can cream of chicken soup
1 8-ounce package cream cheese

Turn slow cooker on High. Place butter in bottom of slow cooker. When the butter has melted, add one envelope Italian dressing dry mix. Stir into butter until well mixed. Cut chicken breasts into 1" strips. Place in slow cooker and stir to coat with butter and dressing mix. Cover and cook on High for 2 hours. Remove chicken to plate to cool. Add cream of chicken soup and cream cheese. Stir to melt and mix well until smooth and creamy. Remove sauce from slow cooker and allow to cool. Place chicken and sauce into a gallon resealable freezer bag. Label. Freeze.To serve: Thaw. Heat until piping hot and bubbly. Serve over mashed potatoes, rice, or hot buttered noodles.

Honey Lime Chicken
2 lbs chicken tenders
1/2 Tbl garlic salt
1 Tbl peanut oil
1 20 oz can pineapple rings
1/4 cup honey
3 Tbl lime juice
2 Tbl soy sauce
1 Tbl cornstarch

Sprinkle chicken with garlic salt. Brown in oil. Drain pineapple. Add one fourth of the pineapple juice to skillet. Cover and simmer 6 to 8 minutes until chicken is golden. Remove chicken. Add honey, lime juice, soy sauce, cornstarch and remainder of pineapple juice. Bring to boil. Cook and stir until thick and clear, about 1 minute. Remove from heat. Allow to cool. Place chicken, pineapple rings and sauce in freezer bag. Label and freeze.
To serve: Thaw. Heat until sauce is hot and bubbly and chicken is heated through.

Coconut Shrimp
24 large shrimps, uncooked
1/2 cup cornstarch1 tsp salt
1/4 tsp cayenne pepper
3 egg whites
2 1/2 cups sweetened flaked coconut
Marmalade Dipping Sauce

Peel and devein shrimp, leaving tails on. Make a slit about 1/2 way through along the inner curve of each shrimp. Press open and gently flatten. In shallow dish, combine cornstarch, salt and cayenne pepper. In a mixing bowl, beat egg whites until stiff peaks form. Place the coconut in another shallow dish. Coat shrimp first in cornstarch mixture, then in egg whites, then coat with coconut. Heat oil to 375° in electric skillet or deep-fryer. Deep-fry shrimp 1 to 1 1/2 minutes on each side or until golden brown. Drain on paper towels. Serve with Marmalade Dipping Sauce. To freeze: Arrange prepared but uncooked shrimp in single layer on a baking sheet. Cover and freeze. Transfer to freezer bag. Label and freeze.
To serve: Thaw. Fry shrimp for about 2 minutes on each side or until golden.

Zesty Beef and Vegetable Soup
1 lb beef stew meat, cubed
1/2 cup onion, chopped
2 tsp garlic, minced
2 cups frozen corn
2 cups frozen green beans
2 cups carrots, sliced
4 cups hot and spicy tomato vegetable juice
1 14.5 oz can Italian tomatoes
2 Tbl Worcestershire sauce
1 tsp basil1 Tbl sugar
1 tsp salt
1/4 tsp pepper

Place beef in slow cooker. Add onion, garlic, corn, green beans and carrots. Combine tomato vegetable juice, stewed tomatoes, Worcestershire sauce, basil, sugar, salt and pepper. Pour into slow cooker and stir to combine. Cover and cook on Low for 8 to 10 hours or on High for 6 hours. Remove from slow cooker and allow to cool completely. Place in freezer bag or in containers for individual servings. Label and freeze.
To serve: Thaw, heat and serve.

Do you have any tips or recipes for freezer meals? What are your families favorite quick and easy dinners?

Every Mom’s Social Networking Utility

2009-04-16T13:00:00.001-05:00

Most of us live through our twenties surrounded by friends and family. Many of us even choose this time of our lives to settle into city centers where we brush elbows with strangers each and every day. As we grow, we choose our truest friends to keep in touch with, we often move away from family, and we select a mate to share the rest of our lives. Then, as the song goes, comes a baby in a baby carriage. From one of many in the crowd to isolation with an infant, and without the euphemistic instruction manual.
Humans are social animals defined by civilizations. We thrive in social situations and falter when left alone. Luckily, we are raising children in a highly digitized age when advice and companionship is never more than a few clicks of the keyboard away. Not all social networking utilities are created equal though. Certain tools available lend themselves better to moms in particular situations:

For Stay at Home Moms: Facebook is a great way to share information about yourself and your family with a group of “friends”. Because your profile is not public, moms can feel safe to share information about themselves and pictures of their family. Friends can leave comments, chat, or send directed messages to one another.
For Work at Home Moms: Twitter provides a venue to share a constant stream of information and ideas. Twitter is great for moms with small business and blogs who are trying to create a brand image. Twitter is also a great networking forum to contact potential clients and like-minded businesses.
For Moms Working outside the Home: LinkedIn provides a professional forum to stay connected and informed about your industry and your contacts. LinkedIn is also used by recruiters and job seekers. Who isn’t always looking for a better opportunity?

Motherhood doesn’t need to be isolating. Do you use social networking for any particular purpose? What do you like about the tool that you’ve chosen?

Shortcuts for Busy Moms

2009-04-09T09:09:00.000-05:00

As a busy working mom, I have developed some…behaviors that may seem a little obsessive compulsive to some. I would rather call them my daily coping mechanisms though. Quick shortcuts, these coping mechanisms help to ease my efforts each day as I juggle home, work, and family responsibilities.

When loading the dishwasher, I designate each compartment for a particular type of silverware. This makes unloading easier as an entire handful of silverware can go directly into the silverware drawer already separated.
My work clothes are hung in my closet all facing the same direction and organized according to length of their sleeve or skirt. This makes it easier for me to assess my wardrobe options each morning according to the weather forecast.
I charge my cell phone every night on the same charger whether it needs it or not. Without this routine I would be left searching for my cell phone each morning and inevitably stranded someplace with a dead battery.

Crazy – maybe. But these easy shortcuts leave me feeling a bit more organized and a bit more accomplished as I move through my daily routine.
What coping mechanisms or shortcuts do you have to manage the day to day tasks of a working mom?

Easter Egg Ideas

2009-03-27T09:43:00.003-05:00

Easter is a very meaningful time for my family and I am lucky to have an employer that grants a floating holiday to all staff this time of year. This means that our office remains open during regular business hours around Easter but each staff member is able to take one day off with pay. It is then up to us to ensure coverage of office duties during this time.

In the weeks before Easter I will be squeezing in a few activities including Easter Egg hunts, stories, and special church services. I will also be putting together a few activities at home that will help me to teach my kids what our family values as the meaning of Easter. My favorite activity is these resurrection eggs. Instead of candy and stickers, plastic Easter eggs are filled with small meaningful symbols of Easter and quickly facilitate my efforts to teach my children the Easter story.

Easter Symbols:

1. (Bread) Matthew 26:26
2. (Coins) Matthew 26: 14-15
3. (Purple cloth, representing a purple robe) Mark 15:17
4. (Thorns) Matthew 27:29
5. (Scourge-a small piece of rope or thick string) Mark 15:15
6. (Cross) John 19: 17-18a
7. (Nails) John 20:25b
8. (Sign) Luke 23:38
9. (Sponge) Matthew 27:48

10. (Spear) John 19:34

11. (Rock) Matthew 27:59-60

12. (Empty) Matthew 28:6

Daycare Stories

2009-03-14T20:03:00.001-05:00

I recently had a bad experience with my daycare which prompted me to investigate what resources of support exist for daycare parents. I Googled "daycare stories" and was disappointed to only find daycare horror stories - from neglect all the way to child deaths in the care of daytime providers.

I am a strong advocate of children being with families as much as possible, but I also recognize that this isn't always possible. My two children are in full-time daycare; my youngest has been in full-time care since six weeks of age. In this time, I've collected a few negative stories (I won't call them horror stories). I've also collected several good, encouraging stories.

After nearly a year of my husband and my own attempts to potty train my first son, he spent only one week with a daycare provider before being certifiably potty trained.
My boys loved one daycare provider so much that they chose to attend summer camp with her, even though it was a Girl Scout summer camp.
Upon moving out of state, our provider and her own children saw us off each crying on my kids' last day.

Being a parent of children in daycare is tough. I struggle emotionally to drop them off each morning and a part of me wonders if their daytime providers are fostering the same manners and habits I would attempt to teach through a daily routine. These are topics that women don't tend to discuss by the water cooler...but maybe we should.

Dump the Pump June 19, 2008

2008-05-29T10:28:00.002-05:00

Frederick County Transit just released this regarding the upcoming Dump the Pump Day on Thursday, June 19:

On Thursday, June 19, TransIT Services of Frederick County will join with other transportation systems to celebrate national Dump the Pump Day by providing FREE rides on the Connector and Shuttle routes. Take a free ride to the Transit Center (East Street MARC train station) and join us for free Rita’s Water Ice as Key 103 broadcasts live between 4 p.m. –
6 p.m.
This free ride event is designed to raise awareness that public transportation helps improve the environment, conserve fuel, and reduce our dependence on foreign oil. It also offers the opportunity for people to beat the high price of gasoline. Households that use public transportation save an average of $6,251 per year!
Public transportation systems help to create a healthier environment by reducing pollutants and greenhouses gases. Public transportation vehicles produce nearly 50 percent less carbon dioxide and nitrogen oxide per passenger mile as private vehicles. Private vehicle use is the largest contributor to a household’s carbon footprint; eliminating the use of one car can reduce your household carbon footprint by 30%.
TransIT invites you to celebrate National Dump the Pump Day on June 19! Ride public transportation, carpool, or telework instead of driving alone to help improve the environment and to conserve gasoline. Riders that day will receive a thank you gift for doing their part to conserve.
For more information on TransIT Services and transportation alternatives, call the TransIT office Monday – Friday from 8 a.m. to 4 p.m. at (301) 600-2065 or visit the website at: www.co.frederick.md.us/transit.

Top Ten Family Friendly Businesses of 2008

2008-01-29T09:28:00.000-05:00

Earlier this month, 10 of Frederick's local businesses received the honor of being named a Family Friendly Business. These 10 companies, recognized by the Office of Economic Development were ranked among hundreds acording to their creative execution of employee benefits and family friendly philosophy of work life balance. The policies of these 10 companies can be applauded for improving the lives of their customers and employees and making it a little easier for Frederick County residents to work closer to home.

Congratulations to:

Canam Steel Corporation

CitiMortgage

The Columbia Bank

DynPort Vaccine Company, LLC

Frederick County Bank

Lockheed Martin

Mason Dixon Interiors

Citi Smith Barney

St. Catherine's Nursing Center

Style Gymnastics

Watch the Awards Ceremony.

When and How to Announce Your Pregnancy at Work

2007-12-27T15:53:00.001-05:00

I was recently at a staff meeting when one of my co-workers was called into the center of the room to receive a gift. As she slowly unwrapped a very large package, I realized just how few of my coworkers were in on the fun. Beneath layers of paper and boxes, she revealed a large jar of pickles and a tub of vanilla ice cream announcing her pregnancy. With her boss among those surprised by the news, the brazenness of the charade shocked me. Were the pickles a sign of a changing time and a corporate culture that accepts working motherhood? Unfortunately no. The pickles were in poor taste. When announcing a pregnancy at work, an ounce of tact is necessary to prevent discrimination and preserve professional standing with your boss.

When to announce your pregnancy

Traditionally, a woman would have waited until after a successful first trimester to begin making announcements about her pregnancy to anyone. It is after the first trimester that miscarriage rates drop dramatically. It may be necessary to make an announcement sooner if you begin to show early or your condition has physical bearings on your ability to complete your job responsibilities. Regardless of the timing, it may be prudent to time your announcement to coincide with successes on the job. After completing an important project or successfully delivering a presentation, your announcement will be accompanied by proof that you can still perform on the job and meet great successes with a pregnant belly.

How to announce your pregnancy

In my coworkers case, it was not when she announced her pregnancy, but how she went about doing it. It is very important to approach your boss in a professional manner and with a positive attitude to avoid discirimination and resentment of you or your condition.

Make an appointment with your boss to share your news and to discuss your ability to work during pregnancy, your plans for maternity leave, and your plans to return to work.

After your meeting, put your plans in writing and email the summary to your boss. This step confirms any plans you discussed with your boss on paper that can be tracked and saved via email.

Be flexible throughout your pregnancy. If your pregnancy prevents you from completing certain responsibilities, offer to take on a new, temporary role. As your due date approaches, train others to carry on the tasks you are currently working on. And as you prepare to return to work, keep in close communication with your boss and coworkers to time your return appropriately.

As with motherhood, pregnancy does not need to impede your ability to work or your ability to relate to your boss and coworkers. Your initial announcement should be handled positively and professionally so that you can continue to work safely throughout your pregnancy and share the excitement of impending parenthood.

What Happened to Working Mother's Day?

2007-12-15T21:45:00.000-05:00

On August 31, 1980, then President Jimmy Carter proclaimed a day of recognition for American mothers taking on important responsibilities outside the home. This was the first official Working Mother's Day.

His successor, President Ronald Reagan, again recognized the Working Mothers of America by proclaiming September 5, 1982 Working Mother's Day. Both Sundays, as the nation prepared to enjoy a Monday off of work for Labor Day, these two presidents asked us to remember the uniquely challenging and important work of mothers working outside the home.

However, subsequent presidents failed to follow suit. Despite the growing number of women reentering the workforce after having children, Working Mother's Day has not been celebrated nationally since 1982. Why are working mothers no longer within the purview of our federal administration? What happened to Working Mother's Day?

In Jimmy Carter's words:
"On the job and in the home, working mothers are making a vital contribution to the national economy and to the strength of the American family. Working mothers do not shed homemaking and parental responsibilities; they merely add the demands of a job to those of wife and mother. As we recognize the hard work and dedication of these women, we also acknowledge the many special problems they confront in meeting their dual responsibilities. We have an obligation to reinforce and support them in their endeavors."

August 31, 2008: Don't forget to recognize the working mothers who make a difference in your life.

12 Commonly Asked Interview Questions, and Why Employers Ask Them

2007-11-29T13:30:00.000-05:00

Most interviews contain a core set of questions that you as a job seeker can anticipate and prepare for. Understanding why an employer is asking a certain question, may help you to provide a palatable response. Regardless of the questioning you face, remember to answer each question thoughtfully and completely. If you are nervous, try to keep your responses brief and give your interviewer time to tell you about the company and the position for which you are interviewing.

12 commonly asked interview questions:

Tell me about yourself.
This is the classic open-ended question that will set the tone for an interview and give you a chance to provide basic information about yourself. It is important to answer this question confidently, but not come off as arrogant. Take approximately 30 seconds to sell your most impressive skills and relevant qualifications.

What are your long term goals?
This is a compatibility question that will help the employer determine if you are a suitable candidate for employment. With the impending labor shortage, employers are looking for employees who will be with the company for a long duration. If your long-term goals are not compatible with the vision of the company, your employment is likely to be short-lived.

Why do you want to work for us?
This question will shed light on your motivation for applying to a specific position and with a specific corporation. Prior to your interview, research the background of the company you are visiting by perusing their website and previous annual reports. Discover the mission of the company and decide if it is appealing to you on a values level. Consider what makes this company different than others in the area. Answer the question, "Why are you here and not somewhere else?"

Why are you qualified for this position?
Many applicants appear to be over or under qualified for a given position on paper. This question provides you an opportunity to rationalize your experience as compared to the position requirements.

Why did you leave your previous position?
Be very positive when answering questions about your old job. In this question, the interviewer is looking for basic information - did you quit, get fired, etc. - as well as more in depth information about what you are looking for in a potential position. Be honest, be positive, and use this as another opportunity to show your prospective employer that you are excited about the opportunities offered to you at a new position.

What did you like best/least about your previous position?
This is not an opportunity for you to complain about your former position. Instead, this question will shed light on those things you value in a job and your work environment.

What did you think of your old boss?
This question should give some indication of your relationship with authority and can also indicate what qualities you value in leadership. A perfectly qualified candidate can fail at a position if they are incompatible with their supervisors.

What are your greatest strengths/weaknesses?
It is more important to answer this question confidently and completely than to provide the perfect answer. Avoid canned responses and provide more than a list of adjectives. For strengths, provide concrete characteristics with examples that will lead you to success in the prospective position. For weaknesses, be honest and able to identify opportunity areas and examples of growth.

What is most important to you in a job?
Are your values compatible with the corporate culture you are about to enter? While it is fine to mention scheduling flexibility and work/life balance here, do so cautiously. Employers will be turned off to a candidate who seems to be already calculating the hours necessary to work to the weekend.

Why should we hire you?
This question gives you one last creative chance to plead your case for employment. Corporations often interview multiple candidates for a single position. Answer the question confidently, "Why are you better than each of the other candidates interviewed?"

Are you available to work overtime?
The answer to this question should be yes , however, your should indicate exactly what your stipulations for working overtime will be. You should try to appear willing to work the hours necessary to complete a given assignment but there is nothing wrong with requesting, for example, that notice of two days be given, or only working overtime up to 45 hours per week. Be flexible for your employer but make sure the arrangement works for you.

What kind of salary are you looking for?
This question is intended to numerically rule out any candidate that is expecting a salary much higher than will be offered. Similarly, if you name a salary in the low end of the salary range offered to candidates, you may have just named your salary. Do not be evasive about this question, especially if you will require a certain salary to accept an offer. Do note that salary will be negotiable if an offer is made.

Also, employers will often ask situational types of questions, usually representing situations that may arise while on the job. These questions are intended to determine the way you react to a variety of situations and conflicts. Answer these questions thoughtfully and completely. Avoid a canned answer. And try to reflect the organizational values in your response.

As always, good luck in your job search!

Working Women in the News

2007-11-21T14:32:00.000-05:00

Working Women Key to Reducing World's Poverty

Here's one to make you feel good - working women experiencing gender equality in the workplace are cited as being key to economic growth and the fight against poverty. Working women also have an effect on literacy rates, family health, and mortality.

The IT Sector is Still Failing Women

Women pursuing work in the IT sector continue to report existence of gender discrimination and experience a glass ceiling.

Increasing Interest in Recruitment of At-Home Moms

Faced with the impending labor shortage, large corporations are beginning to seek out women who have previously left the workforce, usually to raise children.

Breastfeeding at Work Toughest for Younger Moms and Retail Workers

A survey by the National Center for Health Statistics notes the existence of barriers for new moms who continue to breastfeed after their return to work. In fact, 32% of working moms quit breastfeeding within 7 weeks of their return to work.

Study Links Lack of Sleep to Weight Gain for New Moms

Bad news for busy moms trying to loose the baby weight. A new study shows that moms who get five hours of sleep or less at night will face major difficulties loosing their baby weight.

Parents and the High Price of Child Care: 2007

Stats for 2007 reveal the continued crippling cost of childcare for working parents.

Worst Working Mom Moments

Need a little release? Share your worst working mom moments on the new Mommy Track'd forum.

Return to Work Project Gift Packs

2007-10-16T20:55:00.000-05:00

Wow, I have been having so much fun networking with other businesswomen and busy working moms in support of the Return to Work Project. I have received numerous contributions from businesses whose products directly support working moms or whose mission is to balance work and family.

I was very excited to meet last week with the owner of the Golden Orchid Spa and Shop in downtown Frederick. Yvette is a busy working mom herself and a very successful entrepreneur with a gorgeous spa. This meeting was so exciting because Yvette is truly passionate about providing services to women guilt-free. Why should a mom feel guilty taking time for herself on the weekend to relax and get a facial? Don't we always leave the spa feeling renewed and truly beautiful? A place like the Golden Orchid is a wonderful retreat whether you have an hour or a whole day without work or kids.

I am trying hard to reach out to all types of businesses that support working moms living in Frederick. Whether a mother returns to work after a short maternity leave or a long leave of absence spent raising her children, these gift packs will have something for everyone. Whether a mother returns to work because she wants to or because she needs to, she will find resources and support through the project.

As we move forward with the project, I am always looking for more contributions. I am also anxious to hear from working moms about the businesses and resources that were essential during the transition back to work. For more information about the project, please visit the project blog site: http://ReturntoWorkGifts.blogspot.com. To find out how you can participate in this wonderful project, please contact me at flexibleworkforce@gmail.com.

Book Review: The ParentPreneur Edge

2007-10-12T20:55:00.000-05:00

When local author and entrepreneur Julie Lenzer Kirk asked me to review her new book, The ParentPreneur Edge, I was thrilled by the opportunity. Kirk posits that the skills we hone through parenting can be invaluable in running a business. This supports my championed belief that being a parent is not our greatest detriment in the work world. However, I am forced to use the excuse that as a busy working parent myself, I fell victim to obligation overload. Kirk's book migrated from my "Work - To Do" pile to my "Summer Reading" pile, you know the pile that gets lugged along on every summer vacation yet is never touched. Finally, I share with you a review of Julie Lenzer Kirk's enlightening book, The ParentPreneur Edge: What Parenting Teaches About Building a Successful Business.

Kirk's book was written for parents and entrepreneurs; however, the lessons she conveys make good business sense for any manager. The ParentPreneur Edge is filled with stories of parenting and entrepreneurship that serve as a step-by-step guide to entrepreneurship or a source of motivation for any parent experiencing developmental growing pains whether that "child" is a small business or biological offspring. With personal anecdotes from her family and her business, Kirk walks readers through the stages of development including:

Preparing for Entrepreneurship - Getting Pregnant
Launching - Labor and Delivering
The Early Days - Baby to Toddler
Ramping up: A Time to Learn - Elementary School
Growing Pains - The Preteen Years
Emerging Independence - The Teen Years
Exercising Your Exit - Letting Go

Each chapter is full of good advice for the seasoned manager or budding entrepreneur. Throughout the book, Julie stresses the importance of fiscal responsibility to the tiniest detail and a need to view a business plan as a living document. Kirk also takes a moment to discuss the challenges of managing employees who desire flexible scheduling. As an entrepreneur, Julie started her IT business out of a home office practicing maximum flexibility of her own schedule. Flexibility with a new baby and a new business was essential. However, Kirk quickly discovered that managing a small staff provided a large challenging in approving flexible scheduling. For the employee who wished to alter his schedule just one night a week to pursue graduate education, Kirk went to bat. However, for the office manager who wanted to telecommute two days a week, Julie found the request impossible to grant. Her policy of "balance at all costs" went out the window as a procedure for granting flexible scheduling evolved.

If you are thinking of starting a small business, The ParentPreneur Edge offers step-by-step guidance through the stages of entrepreneurial development. If you are a business owner or a manager, The ParentPreneur Edge offers a variety of resources from websites to support groups to other books to read. If you are a working parent, the book offers uplifting and motivational anecdotes from another parent who has juggled so much and found so much success.

The ParentPreneur Edge is published by John Wiley & Sons.

Walking to School for a Future Flexible Workforce

2007-10-07T09:25:00.000-05:00

October is National Walk to School Month with local schools participating in Walk to School Day earlier this week. Similar to events held earlier this summer, including Bike to Work Day on May 17 and National Dump the Pump Day on June 21, October is a full month to celebrate our children's ability to walk safely to school. Events such as these indicate our society's loathing of a culture that revolves around the commute marked by long lines of cars that clog our highways and pollute our air.

The intended purpose of National Walk to School Month is:

to enhance the health of kids
to improve our air quality and the environment
to create safer routes for walking and bicycling

Whether the final destination is work or school, by promoting events such as these, we are teaching our children to value the health of our environment as well as their own health and safety. The increasingly younger workforce values flexibility over monetary rewards. We may be raising a generation who live closer to work than ever and find innovative ways to make telecommuting work.

What do you think: Is National Walk to School Month another failed attempt to curb childhood obesity or have we successfully planted the seeds for a more flexible workforce?

Local: Fall Job Fair

2007-10-04T12:28:00.000-05:00

The Herald-Mail Company, the One-Stop Job Center, and Hagerstown Community College will hold a job fair tomorrow at the community college. Participating employers include Canam Steel, Waynesboro Hospital, Chase CArd SErvices, Cedar Ridge Ministries, AFLAC, and the Board of Child Care, among others.

Fall Job Fair
Hagerstown Community College ARCC
Friday, October 5, 2007
10:00 am - 2:00 pm

Try On a New Job: Temporary Staffing Agencies

2007-10-01T08:33:00.000-05:00

Temporary placement agencies offer employment options not just for those seeking temporary work but also for those reentering the workforce, changing careers, or enduring an extended job search. In additional to flexible assignments, many temporary agencies provide health care benefits, accural of paid time off, and other benfits.

Historically intended to provide temporary administrative staffing, temp agencies are now used to cover extended absences and new positions for many positions in nearly every field. Increasingly, companies are using temporary agencies as recruiting firms to "try out" potential employees for a new position. Given a built in six month probationary window, companies can hire a temp employee to determine fit for a permanent position with no legal obligation.

Similary, for job seekers, assignments through a temp agency can provide financial security during a job search while giving you time to try out a particular position, company, or career path. By taking on increasingly difficult temporary assignments, you can build your resume and gain valuable experience to bolster your job search. While working with a company, pay attention to internal job postings or talk with your supervisor about making a temporary assignment a permanent one.

Numerous temporary placement agencies work with job seekers and companies to fill a variety of open positions. Look for a temp agency that operate specifically within your field of expertise. Employers generally pay a placement fee to the agency. If you, as a job seeker, are asked to pay for placement services, seek temporary employment with another agency.

The Working Mother Magazine List

2007-09-26T20:13:00.000-05:00

The October 2007 edition of Working Mother Magazine features the landmark list of "100 Best Companies" for working mothers. Companies were recognized for the availability of mother-friendly benefits such as access to five flexible scheduling options, availability of leave for new biological and adoptive parents, access to child care options, and three work/life programs.

The Top Ten companies included:

Baptist Health South Florida
Booz Allen Hamilton
Ernst & Young
General Mills
IBM
KPMG
The McGraw-Hill Companies
PricewaterhouseCoopers
UBS
Wachovia

What struck me about these ten was their longevity of this particular list. These companies have spent an average of eleven years on Working Mother Magazine's Top Companies lists; only two have spent five years of less on the list. These are companies with a strong track record of working mother friendly policies.

Of the 100 companies recognized, only one local company was included. Discovery Communications in Silver Spring, MD was lauded for their various flexible scheduling options, on-site childcare consultants, nine weeks paid maternity leave, on-site wellness center, and multiple women's support groups.

Arnold & Porter, Covington & Burling, Fannie Mae, and Marriott all in Washington, DC have each been recognized on Working Mother Magazine's lists in past years. Please visit Working Mother Magazine online for a complete list or purchase a copy of October's edition from your local newsstand.

Business Appreciation Week

2007-09-24T07:45:00.000-05:00

The Frederick County Office of Economic Development will be spending the week visiting local businesses just to say thanks for doing business in Frederick County. Specifically, the Office of Economic Development is celebrating businesses that contribute to the growth and stability of Frederick County's economy by providing good career opportunities to local residents.

This week and every week, why not celebrate Family Friendly Businesses in Frederick County. When you visit a business that provides stable and flexible jobs to local parents, why not take a moment to say thank you for being an example to other businesses and a support to working parents in Frederick County.

The following are local businesses who at some point recently have been commended for family friendly practices:

Advocate's for Homeless Families
Boscov's
Buckeyestown Veterinary Hospital
Cambrex Bio Science
Celebree Learning Centers
Dandelion Christian Child Care
Frederick Country Day Montessori School
Frederick County YMCA
Frederick Memorial Hospital
Hildebrand, Limparis, and Associates
Love and Company
Music and Arts Center
Mental Health Association of Frederick County
Offutt and Associates
Opossum Pike Veterinary Clinic
SAIC - Frederick
Sandy Spring Bank
Structural Systems
Sunrise of Frederick
Toys R Us
Uncle Ralph's Cookies

Flex Back: Easing Employers Fears about Flexibility

2007-09-23T15:12:00.000-05:00

I recently received the following email highlighting what may be many employer's concerns about offering flexible scheduling benefits to employees:

"Where I work people may ‘work ahead’ putting in, for example 4 extra hours Mon-Thurs. so they can take off for a commitment on Friday afternoon. This is getting out of hand with some employees who propose working 8 extra hours so they can have 3-day weekends. Or, combining the latter plus a day of PTO useage so they can have a 4-day weekend.

Any ideas on how we can draw an easy line to prevent overuse?"

This employer's concerns may be well founded. Every heard the saying, "Give them an inch and they'll take a mile?" However, in an age where flexible scheduling is increasingly used as a recruitment and retention tool, companies and employees alike need to be invested in making any flexible schedule work. An employees expectations of flexible scheduling must then be matched with flexibility of personal time; employees need to be willing to "Flex Back."

Compressed Work Week

The compressed work week attempts to fit the same number of hours into fewer days each week. For example, a 40-hour per week job can worked in four 10 hour days leaving one extra day each week free for personal obligations. Employees who work this type of schedule often designate one day each week to be a flex day - these employees take the same day off every week. So, what happens when a meeting is scheduled on your flex day? Here is a great opportunity for you to show your own flexibility by temporarily changing your flex day. Can you take Thursday instead of Friday off this week? Can you come in for a few hours to be present at the meeting? If not, it needs to be your own responsibility to contribute to the meeting and engage in follow up as required. Ask a coworker to share their notes from the meeting. Double check any action items with your supervisor. And remember, you may be assigned action items during the meeting that you would not have normally volunteered for. Try to make your ability to complete follow up tasks known before the meeting and be ready to take full responsibility for action items, whether by delegating tasks or adjusting your priorities.

Job Sharing

Job sharing involves splitting the responsibilities of one position between two employees. Establishing a work schedule that accommodates two people and various work related projects and deadlines requires great flexibility. The advantage for the employee is of course less time devoted to work obligations leaving more time for personal obligations. If your job includes job sharing responsibilities, be clear about your scheduled availability. Give your boss plenty of notice of your schedule ensuring that coverage for job responsibilities is always available. You can gain flexibility by maintaining great communication with your coworker. As the deadline for a project nears that you have been exclusively working on, offer to pick up more hours to cover any last minute questions are concerns. In return, request a few days off after the conclusion of the project.

Non-Traditional Hours

Non-traditional scheduling provides employees various options - daily flextime includes variable start and end times each day, permanent flex time involves a set non-traditional schedule - anything that varies from the traditional Monday through Friday 8:00 to 5:00 workday. Again communication is key. If your schedule changes week to week, make sure your supervisor and coworkers know when to expect you in the office. Make sure your schedule accommodates deadlines, projects, and meetings. Always ensure coverage of your responsibilities when you are not physically in the office during business hours by assigning a buddy.

Preventing Abuse

Many employers have in place policies to prevent the abuse of flexible scheduling benefits. For example, a company may require that all absences from the office during core business hours, 10:00 am through 3:00 pm be documented up to a month in advance with a plan for coverage of responsibilities. Employers may require attendance of staff meetings or board meetings regardless of employees' schedules. However, the best prevention of abuse can be a corporate culture of flexibility that allows employees the opportunity to flex work and personal schedules to meet the demands of the job. Opportunities to Flex Back are endless - consider sitting in on evening meetings to allow for a day off later in the week, reevaluate your schedule weekly for conflicts, and always keep in close communication with your supervisor.

Businesses that allow flexible scheduling benefits to employees are like gold in the current job market. Remaining flexible with your personal schedule can allow for increased flexibility of your work schedule and a more positive relationship with your employer.

**Opportunities to flex back may be limited by child care situations, personal obligations, etc.**

Do you have the skills that employers want?

2007-09-18T21:08:00.000-05:00

The first step many job seekers take in their job search is a career mapping define their ideal job and create criteria to assess potential opportunities. However, during this process job seekers often fail to identify the skills an employer seeks in potential candidates .

Luckily, many employers are seeking a common core of skills. Prior to an interview, consider this list of skills and consider which best fit your strengths and meet the needs of potential employers.

Strong written and verbal communication skills
Basic computer and technical literacy
Adaptability to changing conditions and assignments
Strong interpersonal skills
Leadership abilities
Planning and organization
Ability to engage in creative problem solving
Teamwork and customer service

Before you begin your search for the perfect job among the millions posted in cyberspace, research potential employers. Consider what skills and values a company may be seeking and determine if your own strengths meet an employer's needs. This simple exercise can help you better prepare to be the ideal candidate through the hiring process. Additionally, you will have a better idea how you will fit into a company's culture.

Concierge Services Give Employees More Hours in the Day

2007-09-16T20:56:00.000-05:00

It has been said that life happens while we are at work. The bank does not open until 8:00 am. The doctor only takes appointments until 5:00 pm. The cable repair man could show up anytime between 11:00 and 3:00...

Concierge services offered as a benefit by employers was born out of an increase in "extreme" jobs - those jobs that require greater than 40 hours a week. However, employers are increasingly offering these benefits to employees as a means of fostering better work-life balance and flexibility.

Benefits that fall into the concierge service category are greatly varied. Large employers with a corporate cafeteria may offer employees a credit toward hot dinners. On her way out the door at 5:00, mom can pick up a hot dinner for her family without making a stop. A company may staff a host of assistants whose job is to sit at your house and wait for the cable guy while you work at the office. Other concierge services include:

Dog walking
Vacation or event planning
Car maintenance/Roadside assistance
Personal chores and errands
Scouting contractors, babysitters, etc.
House cleaning
Drop off or pick up family members
Personal correspondence
A variety of other personal or virtual assistant tasks

Employees benefit by gaining more control of their to do list. Work becomes less of an impediment to mounting obligations at home. Companies enjoy the benefit of a happier, more productive workforce. Their employees take less time off at inconvenient intervals. A benefit as flexible and varied as a concierge service can work in virtually any sized company with any population of employees reaping great benefits in workplace satisfaction and productivity.

The Importance of Scripting and Practicing Interview Questions

2007-09-08T09:53:00.001-05:00

When entering an interview, one can be expect to encounter any of several variations to commonly asked interview questions. Practicing a scripted response to these types of questions will give you an edge over less rehearsed candidates. Unfortunately, Miss Teen South Carolina recently gave us an example of what could happen when one does not rehearse for anticipated questions.

In addition to other questions about your basic qualifications and preparedness for the job, expect to answer the four following questions in some form during your interview process:

"Tell me about yourself." This is a standard first question in interviews allowing you a chance to set the tone of the interview and make a fabulous first impression. Lead with your prepared 30-second self promotion and make brief reference to anything that uniquely qualifies you for the position.

"Why did you leave your last position?" This question is NOT an invitation to bash your previous boss or delve into everything you disliked about your previous position. Rather, provide the honest explanation for why you left (or were forced to leave) with a very positive spin. This is an excellent opportunity to explain your long term goals and how this position will play into those goals.

"What is your biggest weakness?" This question generally follows its counterpart, "What are your greatest strengths?" and provides an opportunity to show off your ability to answer a difficult question on the spot or represent yourself in the face of adversity. Unless you mention a weakness that makes you completely incompatible with the proposed position, your potential employer is not likely to hold these weaknesses against you. We all have our weaknesses after all.

"What questions do you have for me?" Other than allowing you time to clarify any questions you have about the company or the position itself, this question showcases your critical thinking skills and shows the interviewer that you have been paying attention throughout the interview. It is generally considered taboo to ask about compensation, benefits, or scheduling at this point in the interview process, however, if you have make or break issues concerning compensation or flexibility, you can tactfully pose those questions here.

Return to Work Nursing

2007-09-04T19:42:00.000-05:00

Returning to work after the birth of a new baby can be a trying time for new mothers attempting to do their best for their child. The American Academy of Pediatrics and the World Health Organization suggest that infants be exclusively breast fed (exclusively means without supplementation of formula or solid foods) for the first six months of life. A working mother who decides to abide by these recommendations, as I have done with each of my sons, is often left no choice but to express breast milk while working away from her child.

An increasing number of businesses are providing employees with designated lactation rooms, however, these numbers remain low. If fears of expressing breast milk in a bathroom stall or storing milk in a public refrigerator leave you feeling squeamish about pumping at work, take comfort in a few simple ways you can make breastfeeding at work more comfortable and sustainable.

Prepare yourself for success

Start by purchasing a good breast pump. This is one purchase where you definitely get what you pay for and a good pump may cost upwards of $300. However, this initial investment will allow you to pump longer and with more ease ensuring a savings over the cost of formula feeding your child.

While still at home with your baby, pump enough milk to cover your first week back to work. Pump first thing in the morning when your milk supply is greatest or pump through those few days of engorgement right after your milk comes in.

Gather all the supplies you will need when returning to work including extra bottles and breast pads in case of an emergency. Also, pictures of your baby and soothing music can make pumping at work easier.

Before returning to work, consider when and where you will pump throughout the day. Begin to adopt that schedule in your last week at home.

Prepare your boss

Easy, open communication with your boss will ensure you get what you need as a breastfeeding mom. Express the importance to you and your baby of continuing to breastfeed after returning to work. Further, stress that breastfeeding provides benefits to the company. Breastfed babies require fewer doctor's visits and breastfeeding moms have lower rates of postpartum depression. Both of which mean fewer absences from work.

Make sure your boss knows when you will be taking breaks to express milk and if necessary, who will be covering your responsibilities during those times. Pumping should take only as long as it takes for your infant to breastfeed, less time if you have a double pump.

Make it work

Create a calm environment where you can pump. Whether you are pumping in a locked office, a conference room, or a shower room (as I did), lower the lights, take a few deep breaths, and envision your baby.

Throughout the day, make sure you drink plenty of water and eat a healthy diet. If your milk supply decreases, consider taking an herbal supplement for breastfeeding mothers such as fenugreek.

Cut yourself some slack. If it becomes necessary to supplement your baby's diet with formula, know that breastfeeding your infant at all is beneficial to you and your baby.

Your decision to continue breastfeeding once returning to work is an admirable commitment to your child and your health. Working and breastfeeding do not need to be incongruent roles for new moms. You can continue to care for your baby in the best way you know how despite the busy schedule of a working mom.

A Month of Quick and Meaningful Family Activities

2007-09-01T17:28:00.000-05:00

Working parents often find themselves strapped for time at the end of the day, neglecting essential elements of their life such as family dinners or exercise. Here are 31 fun and meaningful activities you can do with your family in approximately 15 minutes a day. Each activity is intended to promote values of family, education, and self care and is appropriate for variously aged children.

Mute your TV during the commercials or take a quick excursion together and enjoy!

Send an email together to a friend or family member.
Ask your child about his or her day at school.
Mail artwork or school papers to family members who live far away.
Record your child's height on a growth chart.
Read a book together while waiting in line at the store.
Teach your child a simple magic trick.
Look through the Help Wanted ads in the newspaper and ask your child what they want to be when they grow up.
Make instruments out of things you find in your kitchen. An upturned pot can be a drum. A closed box of rice can be a maraca.
Create a grocery list and weekly meal plan together.
Have a mock fire drill.
Draw pictures of each other, then draw self-portraits.
Take a donation to the local food bank.
Play follow-the-leader through your house.
Ask your child to share a favorite book for family story-time.
Try to fill in the state names on a blank map of the USA.
Go greeting card shopping for upcoming family birthdays.
Look at the weather for the week and take turns playing the weather forecaster.
Pick out a favorite comic from the newspaper. Cut out the individual frames and have your children put them back in sequence.
Browse the online library catalog and create a list of books to read.
Color on a white picture mat then use it to frame a recent family photograph.
Create certificates for each member of your family highlighting special achievements or contributions to the family.
Walk to a local park and take turns pushing each other on the swings.
Sort laundry together while discussing dark and light colors and counting socks.
Using different colors of finger paint, make hand prints on white paper. Use this paper to back photographs.
Trace each other with side walk chalk on the driveway. Draw clothes and scenery for your chalk family.
Play P-I-G in the house with a wastebasket and crumpled up paper.
Write a good old-fashioned letter to family members. Let your child put on the stamp and decorate the envelope.
Paint a square on your child's wall with blackboard paint. When it dries, write notes to each other in chalk.
Make no-bake cookies together. Let your child measure or pour ingredients.
Have a fashion show of last season's clothes. Donate what no longer fits
Give hugs to everyone in your house.

Frederick Chamber Expo

2007-08-31T16:29:00.000-05:00

The Frederick Chamber of Commerce is hosting a breakfast and 7-7-7 seminar. Seven local business leaders will speak for seven minutes on seven different topics all of which fall under the theme, "Do the Right Thing." Speakers will address legal issues, employee benefits, and environmental friendly methods of doing business. Additionally, Laurie Holden, director of Frederick County Workforce Services will give a seven minute presentation entitled, "Alternatives to Commuting." The breakfast and seminar is open to the public but requires preregistration and costs $10 for breakfast.

To follow will be an expose of over fifty local businesses. The expo is a free and public networking event. For more information about this and other events, visit the Frederick Chamber of Commerce.

Tele Work is BIG News

2007-08-27T21:20:00.000-05:00

I was thrilled to see this story featured not only on ABC primetime but also on the Drudge Report!

ABC's World News with Charles Gibson aired a story tonight featuring IBM's corporate flexibility policy as the workforce initiative of the future. Nearly 42% of IBM employees rarely enter a corporate office reducing IBM's real estate budget by $100 million dollars.

The ABC story and corresponding article explains the fairly obvious benefits of a remote workforce - reduced corporate costs, increased flexibility enjoyed by employees - in addition to a few methods to achieve flexibility - office space for "rent", virtual staff meetings. One major drawback to telework is also discussed. IBM combats feelings of isolation among employees and fosters sense of community among coworkers by scheduling periodic lunches at a common locale.

*Corporations can continue to focus efforts on connecting remote workers through establishing an online social forum or employee blog. These tools can also serve as a strong marketing tool for potential candidates to learn about the corporate values and culture.*

Fall Projects - Excuse my Absence

2007-08-24T10:40:00.000-05:00

The Flexible Workforce blog may have been fairly quiet this week but I have been working hard on several projects that I am excited to share with you throughout the upcoming fall.

Site Makeover: Thanks to our good friend Alex at Whiterock Enterprises for the purchase of our new domain name, Flexibleworkforce.net (and .org and .us), I have been looking into ways to improve the aesthetics and functionality of the site. We are continuing to use the blogger platform and I will be adding more information about Flexible Workforce and cleaning up the sidebar. Thank you for all your recent comments and suggestions. Your ideas for improvement and development are always welcome.

Return to Work Gift Packs: Fifty gift packs are being assembled for distribution to local moms returning to work after a period of time at home with a new child. We are coordinating contributions from companies such as Glorious One Pot Meals and ListPlanIt.com among others. As this project continues through the fall, look for more information about our sponsors and profiles of some excellent local moms returning to work and managing their families with ease.

While these projects are keeping me very busy, I am continuing to research and prepare new articles for the blog. Look for upcoming articles about fathers returning to work after paternity leave and issues of faith at work as well as a review of Julie Lenzer Kirk's great book The ParentPreneur.

Seeking Contributions for Return to Work Gift Packs for New Moms

2007-08-23T07:08:00.000-05:00

After the birth of a new baby, a mother's return to work can mark a dark and lonely period in her journey through motherhood. Whether she returns six, twelve, or fifty-two weeks later, whether she works full or part-time, it is never easy for a new mom to leave her baby for the workplace.

Flexible Workforce is committed to supporting mothers in their exploration of working motherhood. Return to Work Gift Packs are distributed to working mothers returning to the workplace after a period of time at home with a new child. Gift packs serve to uplift mom's mood, nurture the mother and child bond, and educate moms about resources and tools available.

Be a part of this effort to support new moms returning to work by contributing your business card, promotional material, coupons, or free samples highlighting products, resources, and services indispensable to working mothers. Past gift packs have included hotline and support group contact information, child care resources, coupons and calendars for mommy and me classes, nutritional bars and shakes, etc.

For more information about how to contribute to our Return to Work Gift Packs, please contact Amy at flexibleworkforce@gmail.com

Flexible Position: Account Manager/Recruiter

2007-08-22T08:49:00.000-05:00

ESG Consulting is looking for independent self-starters, Account Managers / Recruiters to assist in the growth of our staffing divisions in metropolitan areas such as Chicago, Boston, D.C., Phoenix, Dallas, New York, Detroit, Houston, Austin and more markets.

This is a full-time, telecommute only position.

View the full job description.

How can I make Flexible Workforce better for you?

2007-08-20T10:57:00.000-05:00

It is time for a reader site survey and I am excited to hear all your feedback in order to improve Flexible Workforce for each of you.

I am looking to improve the layout of the site as well as update my content focus to best meet your needs as job seekers, flexibly scheduled employees, family friendly companies, and most importantly, readers of this blog.

Please feel free to suggest any areas of improvement including:

Content: Are the article topics specific enough? diverse enough? What future topics would you like to see addressed in blog posts?
Posting frequency: Are you happy with the frequency of new posts? Would you like to see new posts more often?
Website design: Do you like the current layout? Are articles and tools easily accessible? Are any features missing from the website design?
Any other ideas or feedback to improve the Flexible Workforce blog site?

Please feel free to leave a comment below with your suggestions or send an email to flexibleworkforce@gmail.com. While I can assure you that every comment and suggestion will be read and considered, I cannot promise to respond to every comment or implement every suggested change.

I expect improvements to the website to be completed by the end of September. Look for improvements to begin soon and always feel free to contact me with comments and suggestions.

The Non-Traditional Work Schedule Nightmare for Moms

2007-08-17T13:49:00.000-05:00

Spain is known for its easy going culture where coworkers linger at lunches that last hours, employees pause to nap in the middle of the workday, and bosses never balk at these behaviors. In the corporate world, this schedule is relished by upper management who often work into the early evening hours. However, as commute times rise, workdays lengthen, and more women join the workforce, families are finding that Spanish two-year olds will not wait patiently for a relaxed family dinner at 9:00 in the evening. Spanish women's efforts to secure a more family friendly workday were futile until a new conservative government mandated 9 to 5 core hours for government employees (who ever thought we would applaud 9 to 5 here at Flexible Workforce?). Other employers have begun to follow suit.

Women in the corporate world everywhere face longer workdays often with no sign of reprieve from what is considered traditional work hours. If your work hours seem to be increasing at the cost of your family and personal time, consider shortening your workday. Rationalize the change in schedule by applying Pareto's 80/20 principal. The premise of Tim Ferris's recent best seller, The 4-Hour Work Week, Pareto's principal posits that 80% of results come from just 20% of efforts. Applying the 80/20 principal to your workday means that you complete 80% of your to do list in 20% of your traditional day. The other 80% of your day is virtually unproductive, lost to email programs, chatty coworkers, and the internet for example.

To make your workday highly productive in fewer hours learn to work smarter:

Make an effort to keep phone calls short and on topic
Do not check personal email while at work
Check work email only at designated times of the day
Use folders to organize incoming emails
Saving reading and researching for times you know you will not be interrupted
Be selective about what files and papers you keep avoiding unnecessary clutter
Store all incoming mail and email in either an Action or Reference file
Buy in bulk supplies that you use often
Combine similar tasks
Focus your efforts on tasks that utilize your strong points. Delegate tasks that rely on your weaknesses.

Is Sunny Weather Bad for Productivity?

2007-08-15T14:11:00.000-05:00

With the sun shining brilliantly and the weather still warm, I have recently found myself more motivated to get outside than to get any work done this summer. Judging by the RSS feeds of my favorite blogs, I am not the only blogger suffering from a lack of productivity this summer. Curious about whether this phenomena was real or a fabricated excuse to work less, I went in search of scientific evidence. Not only were my suspicions about warm weather productivity correct, but I was pleasantly surprised by the industry suggestion - combat summer laziness with flexible work schedules!

A few years ago, the Huntress Group of London conducted a survey of employees regarding their summer plans and workplace productivity revealing some interesting statistics:

58% of employees planned to take time away from the office for a summer vacation
68% of employees admitted to daydreaming about plans for summer travel while at work
60% reported they would leave the office for a lunch break outside during the summer months
63% reported they would leave the office earlier than normal in order to spend more time outside
24% of employees felt that their productivity levels actually dropped during these sunny summer months

Julia Vassie, Commercial Director at Huntress, presented the results of the study along with the advice, employers should offer flexible scheduling options to employees allowing them to arrive late or leave early in order to spend more time outside in the summer sun.

In fact, many corporations do allow employees to take advantage of summer scheduling. Many accepted plans involve a condensed work week allowing employees to leave early on Fridays or take every other Friday off entirely. Ideally, employees with extra time to enjoy the summer weather will be more motivated to work while in the office boosting productivity in fewer or simply nontraditional hours. If your employer does not allow a flexible summer schedule be sure to get outside during lunch time or for a short walk in the afternoon.

Headlines from the Work World

2007-08-14T08:09:00.000-05:00

Living near work? Great idea, in theory
Developers describe the vision behind urban villages and why they are not working, yet. Three master planned communities in the Seattle area with theoretically self-sufficient economics are examples of communities where residents were intended to be able to work and live without the hassle of a commute.

Congress finding value in unpaid leave plans
The democratic-led congress explores legislation extending FMLA benefits ensuring leave to families of injured soldiers, new parents, and caregivers of sick family members.

Workforce housing key to healthier economy
With the high cost of housing, moving or commuting for a job can be impossible. Broward county, Fl businesses explore employee housing as a key to recruitment, retention, and growth. Could this be a successful workforce trend?

Growing sectors: Where the boom will be for Frederick County's jobs
Discussion about the state of jobs in Frederick County led to an analysis of six industries that face the challenge of a shrinking workforce and inexperienced job candidates.

Work and humor do mix
Does your boss have a good sense of humor? Does your employer value humor in the workplace? A survey by temporary staffing agency, Robert Half International claims that humor has a place in the workplace.

"Weird" Benefits

2007-08-10T14:15:00.000-05:00

The key to hiring, retaining, and motivating a modern workforce is in the culture and benefits offered by a corporation. In his book, Get Weird! 101 Innovative Ways to Make Your Company a Great Place to Work, John Putzier offers a multitude of weird techniques to inspire a creative and productive workforce. How about these ideas:

Provide a room for employees to temporarily escape their office, a place to meditate, play ping pong, or take a nap
Offer a regular prize drawing for those who refer new employees to the company for prizes such as trips, concert tickets, etc.
Take new hires out with existing employees after their interview for a chance to get to know their coworkers and experience the company culture
Training exercises through puzzles, quizzes, and games
A Wall of Fame to showcase individual successes, especially in the customer service realm
Take home gourmet dinners for employees and their families

What are the best and most innovative benefits you have encountered?

The Business Benefits of Flexible Scheduling

2007-08-08T13:12:00.001-05:00

Lori Long, author of the blog Family Friendly Work and the book, The Parent's Guide to Family Friendly Work, recently reported some amazing statistics highlighting the business case for flexible work arrangements and raising the question why do more businesses not take advantage of flexible scheduling benefits. While many businesses still do not offer much variety of flexible scheduling options, the resulting increases in productivity experienced by those businesses that do are apparent. Lori's statistics speak for themselves:

73% of flex employees reported a willingness to stay with their current employer.
39% of flex employees reported high levels of loyalty and extra drive to help their employer succeed.
33% of managers reported increased productivity from their employees due to flexible work arrangements.
Cisco's telework program netted a $195 million increase in productivity. Deloitte estimates they have saved $41.5 million in turnover costs since offering flexible scheduling benefits.

Thank you Lori for shedding light on these concrete examples of the positive impact flexible scheduling can have on a corporation's productivity and bottom line. Hopefully, continued research and publicity of the results will encourage a continued adoption of flexible scheduling options by companies everywhere.

Child Care Options for Flexible Schedules

2007-08-07T12:19:00.000-05:00

You have secured your ideal schedule at work maximizing the amount of time you have available to spend at home with your children. However, you still need reliable child care for those hours spent at work. Unfortunately, flexible schedules can reek havoc on daycare arrangements which often require regular hours and full-time costs, regardless of mom and dad's schedule. Consider the following daycare options with regards to your own flexible schedule:

Babysitters, Relatives, and Friends: enlisting the periodic services of a local teenager or someone you know can buy you a few extra quiet work hours at a relatively low cost. Such babysitters are paid hourly and can be hired to work a few hours here and there to extend your work day.
Nanny or Au Pair: usually a young adult with or without a college degree, a nanny or au pair is generally hired to work full-time hours but can provide the flexibility of watching your kids in your own home. As full-time employees, some nannies may require you to also provide benefits including housing in a live-in arrangement.
Child Care Cooperative: coops involve a group of parents who swap childcare responsibilities. Often involving a network of several families, coops will provide several options for care at varying times. The only cost is an exchange of equal childcare hours at another time.
Family Child Care: in home care provided by a licensed provider can offer flexibility to working parents who work longer hours as in the case of a compressed work week. Since family child care providers work from their own home, a provider can watch your child as one of her own brood without interference into everyday activities.
Child Care Centers: some centers offer part-time rates but usually require regular hours. For example, your child can attend a child care center for preschool only, but the daily class times are rigid, for example 3 hours each morning.
After School Programs or Summer Camps: activities and camps can keep children occupied for a short few hours, again with a rigid schedule, providing extra hours to get work done.

Each of these daycare options may suit varying flexible schedules with mixed success. Finding your ideal daycare to match your ideal work schedule will be a constant exercise in balance and discernment.

To search local child care options visit the Maryland Committee for Children. For a nationwide search of childcare providers visit SitterCity (Don't forget Fido. SitterCity also has pet sitter resources).

Monthly Tip: Scheduling for Work Life Balance

2007-08-06T10:17:00.001-05:00

A flexible schedule at work means that work and personal commitments can be more cohesive throughout the course of the day. However, if you find yourself constantly checking a work planner and a personal calendar to schedule to do items, separate calendars could be causing complications in your ability to maintain a cohesive schedule of all life's tasks.

Imagine this: You are working at home for the day when your boss calls at 11:00 to see if you will be able to finish a presentation before close of business today. The presentation will take only 2 hours to complete, so you agree and write the task in your work planner. At 12:30, your husband calls to remind you to pick up the children at daycare at 3:00. You set a reminder on your personal calendar. At 2:00, a quick check of your to do list reveals the presentation still to be completed. At 2:45 you get an automated reminder to pick up your children. The presentation is still incomplete and your home office is about to become a playroom.

To avoid conflicts like the one described above, consider keeping one all inclusive calendar. Write work events in one color and personal events in another. That way, when you work a flexible or changing schedule and juggle childcare or other personal responsibilities, one quick check of your calendar will let you know exactly what your schedule will permit.

Go Mom Inc. sells planners that help busy Moms keep track of their own work and personal obligations as well as the activities and important information for multiple children.

Free Wi-Fi in Frederick, MD

2007-08-02T20:19:00.000-05:00

Workspace with free internet can be an indispensable resource for those seeking an office away from the corporate cube farm. For telecommuters and work-at-home employees who thrive in an environment free of personal distractions, free wi-fi spots scattered around the country and the world are growing in number each year. If you have not already experienced the freedom of free wi-fi, enjoy one of these local spots:

Barley and Hops Restaurant and Microbrewery
5473 Urbana Pike
301-668-5555

The Coffee Table
2401 Whittier DR, Unit A
301-631-1282

Daily Grind
2198 Old Farm Road
301-668-9880

Davidus Cigars
1015 West Patrick Street
301-662-6606

Fairfield Inn
5220 Westview Drive
301-631-2000

Loco Jonny's Coffee
177 Thomas Johnson Dr
301-502-2363

Panera Bread
5600 Urbana Pike
301-662-9700
or
1700 Kingfisher Dr
301-663-9406

If you know of other free wi-fi spots in Frederick, leave a comment below. Enjoy this free resource.

World Breastfeeding Week: Corporate Lactation Programs

2007-08-01T12:16:00.000-05:00

World Breastfeeding Week is August 1 - August 7

It is recommended by doctors that infants be breastfed shortly following birth and then exclusively for at least 6 months. Breastfed babies are healthier in infancy and throughout the rest of their lives with lower instances of allergies and obesity. For those women who choose to breastfeed exclusively, infants nurse every 2-3 hours for the first year of their life. So where does that leave working mothers?

In the past, we have discussed workplace lactation programs as a key ingredient to a working mother's success in continuing to breastfeed her infant once returning to work. A lactation program can be as simple as a place to express breast milk and acceptance by management of regular breaks. A mother working 8 hours a day, needs approximately three 15 minute breaks throughout the workday to express milk. Corporations can go further and provide working mothers with access to lactation consultants and subsidies for purchase of a hospital grade breast pump.

According to Medela, the benefits of a corporate lactation program to an employer include a 27% decrease in maternal days off to deal with infant or maternal illness. The benefits to mothers and her children include a myriad of health and psychological benefits. The maternal/child bond is enhanced. Breastfeeding mothers heal quicker from childbirth, are less likely to suffer postpartum depression. And the list goes on.

Celebrate World Breastfeeding Week by exploring the availability of corporate lactation programs at your company. Or let us know what experiences you have had as a breastfeeding, working mother.

The Anti 9-to-5 Guide

2007-07-30T20:44:00.000-05:00

Michelle Goodman was once a 9-to-5er working her way up the traditional career ladder until she fled the cube over a decade ago. Now a freelance writer, Michelle works various temp jobs when her savings account needs a boost. The Anti 9-to-5 Guide is Michelle's first book offering advice to other women who long to flee the cube. The Anti 9-to-5 blog features information about freelancing as a career, women in the workplace, work life balance, plus Michelle does periodic profiles of women who have successfully left cubicle culture behind.

Michelle recently profiled me and Flexible Workforce in an Anti 9-to-5 profile. Be sure to visit her blog to read the interview.

What the Labor Shortage Could Mean for Flexible Benefits

2007-07-27T13:56:00.000-05:00

By the year 2012 there will be 3.3 million fewer workers than jobs according to the Society of Human Resources Management. The impending labor shortage left by baby boomers exiting the workforce will leave employers scrambling for top talent. What does this all mean for employees seeking greater flexibility – an opportunity to instill in the workplace increased value placed on flexibility.

Employers will experience:

A Shortage of Qualified Candidates: Organizations will have increased difficulty finding qualified candidates for available positions, consequently, placing an increased focus on recruitment and retention of qualified employees.
More Expensive Recruitment and Retention Campaigns: The rising costs of recruitment and retention of employees will leave employers looking for ways to cut costs. Costly benefits packages could fall victim to corporate cost-cutting plans.
An Increased Need for Productivity: With fewer experienced employees, organizations will look for ways to increase productivity of current employees. Additional money will be spent on training and technology for the workforce.
A Greater Acceptance of New Motivators: As corporations look to boost, recruitment, retention, and productivity, new motivators will become more acceptable. Flexible working options offer a great benefit to employees' work life balance while remaining low cost to employers.

If flexible work options are not offered to you as a new employee, ask about their availability to employees. With the entrance of the millennials into the workforce, a new set of values will also be ushered in. Make sure you are able to take advantage of all the benefits coming in the wake.

Flexible Position: Development and Marketing Manager

2007-07-26T11:50:00.000-05:00

The Central Scholarship Bureau has been helping students pay for postsecondary education and training for almost 85 years. CSB is looking for a development and marketing professional to support its fundraising and communications strategies by increasing donations from individuals through an annual appeal; developing corporate and foundation funding sources; organizing special events; and planning publicity and marketing initiatives. The position is four eight hour days per week. Benefits include health insurance, retirement, and generous leave in a family friendly environment.

The preferred candidate will have four years of fundraising and marketing experience; grant writing ability or the willingness to learn; superior oral and written communications skills; and a passion for education.

Applications must be received by July 23, 2007. Candidates should send a letter of interest, a current resume, a writing sample, and a list of three references to Central Scholarship Bureau, 1700 Reisterstown Road, Suite 220, Baltimore, MD 21208 or by email to rringel @centralsb.org.

Posted 7/2/2007

Proposed Model for Paid Maternity Leave

2007-07-24T14:52:00.000-05:00

The Maine Women’s Fund blog, E-Quality Matters recently published a post, “Women in the Workplace” that explored a proposal to fund 12 weeks paid maternity leave for all employees.

“California and Washington State are both experimenting with a new method for financing PAID maternity leave for EVERYONE (regardless of their company policy, company size, etc). …In the model introduced in the West, all regular employees contribute $.01 from each pay check towards an insurance fund. The fund is aggregated, invested, and used to cover the cost of 12 weeks paid maternity leave for all employed citizens. I like this model because somewhere deep down there is a recognition that society benefits from investing in moms and children.” (read more)

Currently, federal law protects employees taking time off for family and medical reasons under FMLA regulations that stipulate employees can take up to 12 weeks unpaid leave per year. Additionally, their employer may not retaliate against them for taking advantage of FMLA leave. However, in many other industrialized nations across Europe and throughout Asia, new parents are extended paid time off up to one year. Most American employees, with a lower tax burden, do not enjoy this benefit. The model discussed on the E-Quality Matters blog places the burden of funding paid maternity leave not on tax payers or employers but on fellow employees. These maternity leave benefits are then offered universally to new parents.

As the baby boomers exit the workplace, talent held by top female employees is coveted by companies nation-wide. Mothers who previously might elect to exit the workforce after childbirth are being encouraged to stay on staff with benefits packages that include paid maternity leave, flexible scheduling options, and childcare resources. Do you think the proposed model for paid maternity leave is fair? Is it feasible?

Why Part-Time Doesn't Always Work

2007-07-23T15:23:00.000-05:00

When the results of a recent Pew Research study were released recently declaring that mothers prefer part-time work, I had initially decided not to jump on the band wagon of mommy bloggers who were less than surprised by the results. What mother juggling the majority of childrearing and housework responsibilities would not like to work a few less hours each week? Research like this only fans the flames of the so-called mommy wars by pitting at-home moms against working moms who might both be happier with a part time work schedule.

Recent events in my home have led me to revisit the results of this study and the many reasons why I have decided not to reduce my own work hours to a part time schedule. In fact, for many families, part-time work simply does not work.

Part-time work = Part-time pay: Beyond the obvious math here, part-time employees doing the same job within the same industry make around $3 less per hour than their full-time counterparts.
Benefits are cost prohibitive: Health and retirement benefits available to full-time employees are often unavailable to part-time employees. When equal benefits are purchased, an individual misses out on the discounts made available to large employers.
Part-time does not always mean less than 40 hours: Most employees working a nontraditional schedule have experienced the reality that time spent away from the office during standard business hours is not sacred to coworkers. Crises and questions arise whether you are on vacation or home with your kids. Part-time employees who pick up that emergent phone call or check their work email daily will find themselves working several unbilled hours each week. Part-time quickly becomes less pay without a greatly reduced workload.

The best remedy is to seek work at a family friendly company with an acceptance of corporate flexibility. The more employees working any type of flexible arrangement, the more likely a corporation is to pay all employees on a common payscale. Similarly, family friendly employers may be more likely to offer prorated benefits to part-time employees passing along their corporate discount to all employees. The last one is up to you. Coworkers with similar family priorities may be less likely to call you at home, but you will need to personally define and communicate how much work you are willing to do on your time off. Do not feel bad letting coworkers know that you only work Monday, Wednesday, and Friday leaving you unavailable the remainder of the week. But then do not check your email until you are back in the office.

Would you prefer to work a part-time schedule at work? Let me know what you think it would take to make your part-time schedule a reality.

Flexible Position: Retail Sales and Lead Sales

2007-07-23T07:46:00.000-05:00

For our Frederick Store, opening soon at Westview Promenade.
If you love to shop with us, why not come work at our store? Enjoy flexible hours, a fun and friendly work environment and a generous 40% employee discount. If you would like to be a part of the Coldwater Creek team, just cal (888) 477-6089. We're hiring for full-time lead sales management and part-time sales positions.

Please send correspondence to:

Human Resources,
Retail Recruiting
emp80392@thecreek.com

Mail campaign throughout July in the Frederick area.

Career Mapping Exercises That Can Help Organize Your Future

2007-07-20T10:39:00.000-05:00

Would you start a home business without first writing a business plan? Would you enroll in a degree program without reviewing a degree audit? No, before making a huge investment of your time and money, you need to know what will be required and determine if the expectations are reasonable and feasible. Similarly, before entering the workforce, you should have a career map.

What is a Career Map?
A career map is a tool used to explore your future career development in the short and long term. It is a tool to help you consider your personal skills and values as they relate to your career goals and a specific job. The questioning involved is very open ended because individuals will vary greatly in the way they respond to questioning. Skills and values are left up to personal interpretation. Other exercises focus on brainstorming and reflection. The map is yours to create.

How to use a Career Map.
Career mapping exercises are designed to be thought provoking, so complete these exercises when you are not distracted. If you find the career mapping exercises intimidating, use as a part of a discussion group or coaching session. The career map I use with clients is linked below. Start your reflection now, but write in pencil, as goals and priorities change.

Career Mapping Exercises

Still have questions?
I have recently been selected as an expert at AllExperts.com, a division of About.com. Come on over and ask me a question about Career Planning or explore one of the many other topics.

Flexible Position: Receptionist

2007-07-19T15:14:00.000-05:00

Receptionist position at Darcars Toyota in Frederick with non-traditional work hours

Full time Receptionist
Monday -Friday 7-4
Apply in person at 5293 Buckeystown Pike, Frederick, MD. 21701

Posted on Frederick News Post 7/19/2007.

Resume Makeover Contest Winner

2007-07-17T14:49:00.001-05:00

Lauren's Resume Before:

Many of the changes made to Lauren's resume are simple formatting changes intended to make her resume more readable to electronic resume scanning software. Notice, in Lauren's after, her name is centered on the page followed by her contact information, which is contained in one line sections. Additionally, I removed the columned feel of her resume and added bullet points, making her resume easier to read by hiring managers. Other changes to Lauren's resume include descriptions more focused on accomplishments and quantifiable results. I also removed Lauren's high school job at Subway which added no relevant work history beyond her other sales position.

Lauren's Winning Resume:

(Click on the images to view the resumes larger)

Congratulations Lauren on winning the resume contest. A polished resume can be the single most important self-marketing tool during a job search. Happy searching!

*Please note that this resume has been made anonymous by changing names and places.*

How My Vacation Offered Reprieve from Normal Work

2007-07-16T14:30:00.000-05:00

I said that I would not work on my vacation. The week-long retreat to the beach with my family was well-deserved and perhaps long overdue. I enjoyed plenty of time at the beach, afternoons reading, and days where my young sons’ schedules ruled. However, without touching a keyboard, I found myself continuing to “work” often focusing on activities I do not always find time for throughout the standard work week.

I read Cali Williams Yost’s book, Work+Life Fit and was inspired by her ideas about each individual’s role in creating a fit (not balance) for all life’s responsibilities.
Inspired by Cali’s book, I rethought the vernacular I use to describe work-life balance determining that what I dislike about the term is the segregation of work from life. It seems to me that work, family, and other responsibilities should all be enmeshed together making up a fulfilling life. Watch for future musings on this topic.
I checked my website and email with some regularity removing a bum poll whose links I lost early in the week. I am still very interested in your ideal work environment, so leave a comment below. The initial responses I did get through the poll were dominated by those who prefer working from a home office.
I also kept an eye on some of my favorite blogs throughout the week including: Job-Mom, Business Week's Working Parents blog, and Family Friendly Work.
Thought over and made plans for a few site improvements. Hopefully you will not even notice most of the changes I am planning. However, do look for more polls (with better links) and other easy interactive features in the near future.
I talked with quite a few people about their work arrangements and preferences for scheduling options once again being reminded of the vast number of solutions for employees juggling varied responsibilities.
I picked a winner for our Flexible Resume Makeover contest. Today I am working on making the resume anonymous, but look for our prized resume soon and congratulations to Lauren from Pennsylvania!

Now that the sand is washed off my feet, it’s back to work as usual.

Why I Will Not Work on Vacation Next Week

2007-07-06T09:25:00.000-05:00

Flexible work arrangements such as telework and work at home arrangements give employees the flexibility of working outside a corporate office setting while taking the emphasis off putting in mere face time. However, the success of flexible work schedules hinges on the individual employee; ones needs in a work environment vary greatly. I need peace and quiet. I need distance from the distractions of the television, the refrigerator, the laundry. A successful home office can be set up to diminish or eliminate these distractions. Employees can also work outside the home from a telework center or leased office space. Modern internet connectivity has made working remotely adaptable to each employee and completely feasible for most.

However, I cannot take my home office on vacation with me and I do not work well in the local WiFi hot spots. So next week, while my family and I are on vacation, I will not be working remotely.

I would love to know, what is your ideal work environment? Leave me a comment telling me what is your ideal work space, a corporate office? home office? or some other location?

Also, take a moment to read Ryan Healy’s post on the Brazen Careerist blog, When Working on Vacation isn’t Work. Ryan pitches the question, what does it say about your career when you need 15 vacation days a year to completely disconnect. What do you think about his conclusion that you either dislike your job or work way too hard when you need to get away just to maintain sanity?

Monthly Tip: Summer Hours

2007-07-03T06:57:00.000-05:00

Summer hours are offered at many companies as a way to keep employees motivated to work throughout the week when the weather is beautiful outside. Schedules can vary, but this seasonal flexible scheduling generally allows employees to compress their work week in order to take Friday afternoon off each week or every other Friday off entirely.

Consult your employee handbook for official policies regarding summer hours or ask an HR representative. Also, question coworkers who have been at the company for years or who seem to be taking advantage of summer scheduling.

Summer scheduling provides a great opportunity to steal some daytime hours in the sun and also to test the waters for a more permanent flexible scheduling arrangement. After three months of flexible scheduling and maintained high productivity, approach your boss in September with a proposal to keep your schedule as is throughout the year. Showcase the projects you completed over the summer and take note of your decreased need to take time off during the week. Summer hours are highly accepted in the corporate setting where flexible scheduling otherwise is not. Take this opportunity to show your boss how advantageous a flexible schedule can be for everyone.

Enjoy the sunshine!

The Apple iPhone: Good for telecommuters and home business owners?

2007-07-02T12:23:00.000-05:00

Friday evening, the Apple iPhone hit the shelves at Apple and AT&T stores across the United States to a market of salivating consumers and a crush of media. The new phone, part cell phone, part web browser, part iPod, may revolutionize cell phone usage. But could this pricey gadget make the lives of telecommuters and home business owners any easier?

What the iPhone can do

Like the original Macintosh computer, the iPhone makes mobile computing fast and simple with no pull down menus and a one-touch button on every screen returning you to the main menu.

For $20 a month on the AT&T service plan (AT&T exclusively for about 5 years) employees away from the office can enjoy access to email and web browsing with the touch of the screen.

Email and voicemail is easily accessible, both as a list of available messages. No computerized operator prompting you to dial one to listen to messages; you can select which message to hear and which to save for later. Word, Excel, and pdf files sent as email attachments can be viewed on the go giving you instant access to important information.

Users can manage interruptions. If listening to music or viewing video, you can accept a call by simply activating the microphone built into the headphone wire, instantly pausing all other media until the end of the call.

What the iPhone cannot do

The biggest concern from business owners has been the lack of third party support for iPhone applications. Apple will design and release software for the phone only as needed. Third party software will not be adaptable to the phone.

While you can view Word and Excel documents on the go you cannot edit them on the iPhone without using some sort of online document service, such as Google’s Docs and Spreadsheets.

The iPhone interfaces best with a Mac. Business owners using a PC will have more difficulty, although the iPhone is programmed to work with both.

The lack of a keyboard makes much typing difficult. Unlike its Blackberry and Treo counterparts, the iPhone utilizes a touch screen keyboard with word recognition software that takes some getting used to.

The battery life of the new iPhone is adequate for most days away from the office. With 8 hours of talk time and up to 24 hours of audio, the battery will need to be charged every other day or so. However, like other Apple products, when the battery dies after a few years, the consumer cannot replace the battery. The iPhone must be shipped back to Apple for a new battery at a fee to the user.

Is the iPhone for you and your business? Does constant access to the web and the office make it easier for you to work or harder for you to separate yourself from work? The success of Apple’s iPhone will soon tell.

Flexible Workforce Discussion Forum

2007-06-27T13:00:00.000-05:00

A discussion forum for all your questions and commentary on flexible work arrangements, family friendly business, and work life balance has been established at the QuickTopic discussion site. Join the discussion by posting a suggestions or comment about your experiences in the workforce or by posting a question or topic of your own.

Discuss Flexible Work

Flexible Position: Director/Minister of Christian Education

2007-06-27T12:00:00.000-05:00

Exciting position for the individual interested in working in a Christian environment with children, youth and adults. You will work in conjunction with our current teaching staff, Christian Education Commission and pastor to enhance our Sunday School program, and all programs/activities for our children through high school. Will work with youth directors to coordinate and enhance our youth programs. This is a part-time position with flexible hours.

Preferred requirements include prior experience in public or Christian school/church environment. Must be energetic and flexible, and provide employment/personal references. Degree in Christian Education or relevant experience is desired.

Please forward resume including salary requirements to:
Bush Creek Church of the Brethren
Attn: Pastor Charlie Beekley
4821A Green Valley Road
Monrovia, Maryland 21770
Inquiries: 301-663-3025
Inquiries/Resume: email Pastor@bushcreekchurch.org

Please mention Flexible Workforce when responding to this ad.

Making Flex Hours Work

2007-06-26T15:17:00.000-05:00

Flex scheduling is a popular alternative scheduling option among those caring for young children with various after school commitments and those caring for aging adults with multiple doctors appointments each week. Any schedule with hours that diverge from the standard 8:00 am to 5:00 pm can be considered flex hours, with most arrangements falling into one of two categories, standard flex time and daily flex time.

Flexible Scheduling Options

Standard flex time is an alternative scheduling option consisting of rigid hours that are none-the-less nontraditional. While a condensed work week would certainly fall into this category, standard flex time allows an employee to work for example, 6:00 am to 3:00 pm every day, or work 8:00 am to 5:00 pm Monday through Thursday, but 6:00 am to 3:00 pm on Fridays. This schedule, once established is constant from week to week.

Conversely, daily flex time allows an employee much latitude in scheduling each workday. Work hours are set according to the scheduling needs of that day, whether they be personal obligations or work requirements. Daily flex time will allow for a morning doctor’s appointment on Monday, soccer practice after school on Wednesday, and a long lunch with friends on Friday, while also accommodating for a conference call through lunch on Tuesday and a dinner meeting on Thursday.

The problem with flex time is that the nontraditional and variable hours can leave coworkers searching for you in an empty office and picking up extra responsibilities in your absence.

Making it Work

The keys to making flex time work are planning and organization, communicating your needs and plans well, and always respecting your coworkers.

Planning and organization: When possible, plan your schedule well in advance. Stay organized by scheduling all work and personal events and deadlines on one calendar so that you can constantly reassess if this week’s schedule will accommodate your obligations. Even if you work standard flex hours, keep track of any modifications you make to your schedule to determine if the hours you scheduled continue to address your time needs.
Communication: Communicate your needs and plans to your boss and coworkers allowing them to plan for your presence or absence. Consider posting your schedule somewhere in your office or sending a weekly email with your schedule to those who will be affected.
Respect: Respect the needs of those you work with. Consider working core hours at the office in order to tell customers and coworkers, I will be most available at work between 10:00 am and 2:00 pm. Pay attention to whether or not your schedule is leaving extra work to others in the office and possibly rework the division of responsibilities so that everyone can get their own work done while in the office.

Flex time is a brilliant strategy for juggling work and personal obligations. With a little respect for coworkers, careful planning, and great communication, flex time can be easy for everyone involved.

The successful mentoring relationship

2007-06-22T14:51:00.000-05:00

A mentoring relationship can be incredibly informal but must include three aspects of accountability. The less experienced of the pair establishes goals, while the more experienced provides training and evaluation.

Goals: the goals are yours to set, but as always when establishing goals, your goals should be well defined, measurable, and have a set timeframe. For example, if your schedule leaves no time for exercise, an appropriate goal would be to learn to incorporate more activity into your daily routine. More specifically, by the end of the month, I will schedule fifteen minutes breaks into my day, 3 days a week for a short walk.
Training: the mentor in the relationship should provide insight into how to achieve these goals. For example, providing advice into the best time of day to fit in these breaks or the best way to ask your boss to accept your new schedule.
Evaluation: the mentor in the relationship will be responsible for providing evaluation and praise when goals are met. This is the mentor’s opportunity to provide feedback and continued guidance or reevaluation of your goals along the way.

The mentorship relationship works well because one (the mentor) can provide formal or informal guidance toward common goals they have already achieved, along a familiar path. The mentor can help you to foresee bumps in the road and appropriate diversions, all the while providing necessary support.

Do you need a work-life mentor?

2007-06-22T14:49:00.000-05:00

With all the roles we tend to juggle -- mom, employee, fitness guru, and friend -- there is often little time left to be most importantly a healthy, relaxed individual. Managing multiple roles can leave you feeling pushed to the brink of sanity. Although there are innumerable resources available in the form of books and websites, a personal resource can be a very effective solution. Any counseling relationship between two people with differing levels of experience is a mentoring relationship. This helping partnership, even as informal as two friends, can be very effective in transferring skills and coping mechanisms to help one better balance multiple roles.

If you are looking for an informal mentoring relationship, you probably already know your potential mentor. Consider your own challenges in life and begin to look there for your mentor. Remember, each person’s roles and challenges in life are different. You are not looking for someone just like you to solve your problems, but a successful role model, who has faced similar situations as you having achieved optimal results. Look for someone with similar roles, challenges, or priorities as your own.

Roles: a mentor juggling similar roles as your own can speak to how they have found balance in their own life. Look for other parents at work or other volunteers at soccer practice who may share other roles in common with you.
Challenges: a mentor who has faced and surmounted similar challenges as your own will be able to guide you toward successful coping mechanism and problem solving techniques. Determine where you struggle the most and look for others to build a relationship. There are likely other moms at your child’s daycare who have struggled with the guilt of leaving a child. There may be others at work that have negotiated a flexible schedule to fit their needs.
Priorities: a mentor with similar priorities will be able to help you find solutions that honor your values and priorities. There may be someone you run into often at the gym that has struggled to find time each day to exercise. Or look for someone from church to help you honor your spirituality throughout life’s other roles.

Once you have identified a like minded individual strike up a conversation, ask questions about their experiences juggling multiple roles and finding appropriate solutions. Ask them directly if they are willing to support you in your own efforts to manage life’s challenges. The helping relationship will benefit each of you as your mentor revisits and reevaluates past successes and current coping skills.

Mayor Bloomberg's Advice: Be the first to arrive, last to leave the office

2007-06-22T11:51:00.001-05:00

Mayor Bloomberg began his commencement address to the students of the College of Staten Island with a lot of jokes about himself. He was evidently one of the students who made it possible for other students to be ranked in the top half of their class.

However, when Mayor Bloomberg delivered his advice to the graduating students he was no longer joking. His advice, it's simple -- the world is becoming more competitive. In order to succeed, you must work hard, which means longer hours in the office with fewer vacation days and no sick days. His own father worked seven days a week until he died.

Noting that his father would have been proud of the success his son and his granddaughters have become by following his own example, I felt as though even Mayor Bloomberg knows that his father sacrificed too much toiling at work to appreciate the fine legacy he left for future generations.

Resume Makeover Contest

2007-06-20T09:53:00.000-05:00

If you have been job searching for over one month or are anxious to begin your job search, now is the time to polish your best self-marketing tool - your resume.

We are currently running a Resume Makeover contest. All resumes sent to Flexible Workforce through July 15th for a consultation, update, or writing will automatically be entered into the contest. One resume will be chosen at random for a free resume makeover by the end of July.

Please submit entries including your resume and an email contact to flexibleworkforce@gmail.com before July 15.

Finding Flexible Work in Frederick, Maryland or Anywhere

2007-06-19T11:48:00.000-05:00

The search for flexible and family friendly work can be a frustrating process that may result in a lengthened job search and introduce unnecessary stress into your life. While job markets and employer needs are constantly changing, employers within certain industries are generally better equipped than others to provide flexible scheduling options and family friendly benefits to employees.

Large corporations
Large companies tend to have large budgets to service the work life needs of a larger, more diverse workforce. These companies may be able to allow daily flex time with employees working core hours. They may also be able to support telecommuters with a competent Network Administration department.

If you are looking for work in a large company in Frederick, Maryland you might consider:
Long and Foster
United Healthcare and Home Call, Inc.

Small businesses
Small companies may require minimal coverage allowing for job sharing or permanent part time positions. Efforts by business owners to reduce overhead costs may also provide employees the opportunity to telecommute. Individual needs in these companies are constantly changing with few positions per company. Keep an eye on local resources for openings.

If you are looking for work in a small business in Frederick, Maryland watch listings in the Frederick News Post jobs section.

Service providers
Companies with a service to provide tend to have extended or irregular business hours requiring flexible coverage by employees. Consider a position in retail or the restaurant industry. Also consider a health care setting that may require staff coverage 24 hours per day.

If you are looking for work within the service industry in Frederick, Maryland you might consider:
Boscov's
Frederick Keys
Frederick Memorial Hospital

Educational establishments
Schools and daycare centers are often a favorite employer among parents with work hours matching school hours of children. Additionally, employment in education often means holidays and summer hours off when kids are home from school.

If you are looking for work in an educational establishment in Frederick, Maryland you might consider:
Celebree Learning Centers
Frederick Community College
Frederick County Public Schools
Hood College

*This article is not intended to guarantee open positions, flexible scheduling, or family friendly benefits available at the above listed employers. Rather, we hope to provide resources of potential employment to our readers. We do not endorse any of these employers.

Resume Pet Peeves

2007-06-15T14:11:00.000-05:00

With the popularity and ease of use provided by online recruiting sites like CareerBuilder and Monster, recruiters at large companies can be left feeling as though they see thousands of resumes each day. Here are a few of my personal pet peeves when reading resumes and cover letters:

Generic cover letters. Many job seekers will write something to the extent, "I am responding to the position posted..." leaving me thinking, "WHICH POSITION!"
Cover letters that acknowledge a lack of qualifications and provide a concession. Never, never say anything that may lead a recruiter to believe you are not qualified for the position. The point of a resume is to sell your qualifications.
An implied sense of expectancy. Statements like, "I look forward to hearing from you to schedule an interview" just rub me the wrong way. It is the job of the recruiter, after all, to determine if you are worthy of an interview.
Very, very long resumes. You have probably heard to keep your resume to one page. Please do not submit seven pages of projects, publications, and past work experience. All that can be provided, if requested.
Resumes without pertinent information. I understand a desire to maintain some sense of privacy, but there is certain information a recruiter needs to set up an interview. Yes, I have received resumes without a name. No, those candidates did not make it past my initial screening.
Resumes with too many methods of contact lead to information overload when resumes are parsed by database software. You only need to include the best way for a recruiter to contact you. A phone number with an answering machine and email is usually sufficient.
Contact information provided for past employers and references. I will generally not contact references, including past employers, until I have first spoken with you. This information can further confuse a resume database attempting to extract pertinent information automatically.
"References available upon request" I view this as an entirely unnecessary disclaimer, and therefore, one that irks me. References should always be provided when requested by a potential employer, no need to state that up front.

Fix some of these grievances in your resume and cover letter and you may just make a recruiter very happy - it's the first step to getting a call back for an interview.

Life on Balance, Part 3

2007-06-13T15:28:00.002-05:00

Achieving Work Life Balance

When you are left feeling pulled in too many directions or neglectful of one particular area of your life, you may need to reevaluate your time commitments to regain balance. Take baby steps to achieve better balance and over time you will appreciate a huge difference.

If you feel you have been neglecting family time, start by designating 15 minutes with each family member, including you, each night. Commit a little more time to particular relationships by scheduling a date night with your spouse or a family craft project of movie night with your kids. Try to have dinner as a family each night, and do not answer the phone or the doorbell during this time.

If you feel that your to do list at work has gotten out of control, divide tasks into things to be done right away, things to be done tomorrow, and things to be done eventually. Start each day by tackling your list of things to do right now and those things set aside from yesterday. Designate a time of day to check email, return voice mails, check your blackberry, otherwise, switch them off. Reduce your to do list by delegating or automating whatever daily tasks you can.

If you feel that you never have enough time to exercise, cook, or walk your dog, go ahead and schedule 30 minutes early in the day to pay attention solely to this task.

Finally, learn to define success over time. Your family may take priority now, your career next decade. You will be able to look back and know that you accomplished your goals in each era of your life achieving a greater balance overall.

Balance gives rise to triumph.

~Sun Tzu

Life on Balance, Part 2

2007-06-13T15:28:00.001-05:00

Hallmarks of a Balanced Life

Balance will mean something different to each person with multiple roles to juggle. However, there are several common indicators of balance that can help you structure a pathway to better work and life balance.

Knowledge of self: create a list of goals and priorities, and then rank the items on your list. Priorities should be broad and general topics while goals should be specific and realistic. Align your to do list with your priorities and acknowledge that you can’t have it all, all the time. Naturally, more time should be invested in those tasks that align with the highest ranked priorities. Remember to reexamine your list regularly as goals and priorities change more regularly than you would think.
Healthy boundaries: when you are feeling especially taxed, say “no” to those things that don’t help you achieve your goals or align with personal priorities
Organization: be constantly ready to move completely from one task to the next. Keep the information and materials you will need at hand so that your time and energies are not wasted on unproductive tasks, like looking for that permission slip at the very last minute. Also, know exactly what you have going on whether at home or at the office. Keep work and home responsibilities on one calendar. Schedule time to transition between tasks. And try not to over schedule yourself.
Focus: stop multitasking! How can you pay attention to your daughter’s dance recital when you are constantly checking your blackberry? Or get work done when you are constantly reading email from home? Leave work at work. Leave home at home. Don’t take your laptop on vacation. Don’t eat lunch at your desk. You will be happier, more productive, and will feel more balanced.

Just as your car runs more smoothly and requires less energy to go faster and farther when the wheels are in perfect alignment, you perform better when your thoughts, feelings, emotions, goals, and values are in balance.

~Brian Tracy

Life on Balance, Part 1

2007-06-13T15:15:00.000-05:00

Defining Work and Life Balance

Balance is often thought of as an even distribution of weight, as if on a seesaw. However, when speaking of work and life balance, we are speaking of multiple roles to be balanced. Balance, therefore, cannot be an even distribution of any two elements, leaving the other elements of life untouched. Balance becomes a more complicated act requiring steadiness and integration of roles and priorities.

When considering the multiple roles you juggle, ask:
“Am I happy?”
“Am I accomplishing what I should?”
“Do I feel pulled in too many directions?”
“Am I leaving a particular portion of my life neglected?”

If you can answer yes to the first two questions, you are probably balanced. More importantly, if you answered no to the last two questions, you are experiencing imbalance in your life.

The perfect balance should be a lack of competition among priorities. Consider all aspects of your life: career, personal development, family, finances, physical health, spiritual health, and community. Each person will have their own balance to achieve. Further, each day and each era of our lives will necessitate a reevaluation of balance. Some will thrive working 80 hours a week. Some will be fulfilled relishing a child’s every milestone. And you can do both over the course of a lifetime, but probably not at the same time.

Happiness is not a matter of intensity but of balance, order, rhythm and harmony.

~Thomas Merton quotes

Part 2: Hallmarks of a Balanced Life
Part 3: Achieving Work and Life Balance

Kid Friendly Offices

2007-06-09T13:52:00.001-05:00

We have all experienced the intersection of work and children at one time or another. You may work from a home office that you share with your children everyday, bring your children into work occasionally necessitated by an illness and no back up care, or possibly you have experienced a coworker's children playing in the office next door. But as Penelope Trunk explains in her post, Blending my kids and my career (ugh), sometimes a serious conversation with kids in the office is simply impossible. Having a kid friendly office, whether your child is welcome at work everyday or tolerated occasionally, is a sure way to survive the workday when any random Tuesday (or Wednesday) becomes Take Your Child to Work Day.

Inform you boss and coworkers that your children will be at work with you. Do not let your neighbors find out that your children are with you by overhearing your children playing and talking, or worse, your child's misbehavior and your attempts at very quiet discipline.
Stock up on some essentials to keep them busy. Bring several coloring books or books of puzzles and games that they can complete on their own. Buy a new quiet toy or two. The best toys are ones that do not restrict them physically; remember it will be hard for little ones to sit still for eight hours. Try an inexpensive game of jacks with a ball that is not too bouncy. Fill your desk drawers with snacks and juice boxes, because full mouths are generally quiet mouths. Include healthy snacks like dried fruit, granola bars, and nuts that will last in your office between visits. Lollipops are great but often leave sticky messes.
Foresee any disasters. Keep a pack of baby wipes in your desk to clean up messes quickly. Try not to disrupt your child's eating and sleeping schedule. Nothing is more disruptive than a hungry or overtired toddler.
Adjust your schedule to accommodate your child's needs. Try to structure your workday around your child's sleep schedule, working at nap time or after bedtime if at all possible. Consider shortening your workday when kids visit. Leave your office to eat lunch together and take an afternoon walk for another change of scenery.

If your child seems irritable, take a short break to spend some time with him or her. A little genuine attention goes a long way toward keeping little ones happy and well behaved in the workplace.

An Ideal Career Path for Working Mothers?

2007-06-06T14:53:00.000-05:00

When I was pregnant and grappling with the idea of being a working mom, I had millions of people tell me, "My mom worked and I was just fine." After considering a few examples I realized that our mothers, the women who experienced the Women's Movement first hand, did do it all, just not always all at once.

Women today need to have it all, right now. We need prestige, a perfect body, a perfect family, and that piece of chocolate...now! I came up with a career trajectory with women in mind who want a healthy family and a healthy career. Is this the only way? By no means. This is not even the way I chose to handle my career. But, could this be the "ideal" career path for women who want it all? You be the judge.

Graduate from high school and get a job...any job. This is a time of exploration, not a time to worry about long term. Just work, job hop if you must until you find out what you love. Make sure you pay your bills and avoid debt. This experience will help shape the rest of your career.
Get married, have babies, raise and nurture a healthy family.
Get a college degree. While your kids are young, go to school and take classes you truly enjoy. Enjoy the flexibility afforded by the college schedule allowing you to be home with your kids while working to better yourself in the long run.
Start your career. Consider those aspects of your work experience and education that you loved. These are the clues that will point you toward a truly satisfying career. Hopefully at this point in your life, you have had the opportunity to work with many people in your field, through part time jobs, internships, research projects, or volunteer opportunities.

I speak from experience when I say this does not always seem the practical way to live and make money, but the benefits are far reaching. This path through education and work ensures that you can spend time at home when your kids are young, that you can find a career you are truly passionate about, and one that does not interfere with your values and home life. This is also not the shortest path to your dream career, but hopefully it is a sure one.

Dads in the Workplace

2007-06-04T12:15:00.000-05:00

The issues that working mothers face in the workplace have for years been addressed by the media (see the New York Times' controversial Opt-Out Revolution) while the plight of their counterparts, working fathers, has been vastly overlooked. Working fathers are equally eager to spend more time at home with their children and achieve a better work and life balance as working mothers. Their needs can be addressed by a workplace culture that accepts flexibility in scheduling for family and home obligations. Workplace benefits that help fathers may include:

Paternity leave: while unpaid leave is often not taken by men, the mere availability of paternity and adoption leave policies for fathers will help to enforce the acceptance of a father's responsibilities at home
Daily flex scheduling: fluid start and end times will allow fathers to attend school plays, soccer games, and doctor's appointments. Flexible scheduling needs to be offered without stigma. Eliminate stigma by redefining corporate values in support of productivity, not face time.
Inclusive language: offer family-friendly benefits and parenting support groups. Using this inclusive language will avoid alienating working fathers from programs generally marketed for working mothers.
Education and support: opportunities for education and support groups will bring fathers together and help them see that they are not alone in facing issues of fatherhood at work.
Provide positive role models: management should provide good role models for other working fathers by working reasonable hours, involving their own children at work, and remaining understanding about father's changing daily needs at work and at home.

Is your business father-friendly? Take this Business Check-up offered by the National Fatherhood Initiative.

Monthly Tip: Summer Vacation

2007-06-01T13:18:00.000-05:00

If you are planning a vacation this summer that will require you to take some time off from your work schedule, make it easy for coworkers to continue work in your absence by requesting time off appropriately, talking about your upcoming trip often, and taking enough time off to fully disengage and reengage.

First, when you request time off, try to do so in an email so you have written approval from your supervisor. As the time for your trip nears, remind your supervisor of your time off. In the weeks and days before your trip, do not attempt to go over and beyond your required duties in order to get everything finished. This will only leave you exhausted and increase the expectations others may have for work to be completed.

Coworkers and supervisors, however, are likely to forget you will be gone leading to requests for work up until the day you leave the office. The more you talk about your upcoming trip, the more likely it is that others in the office will remember your impending absence and adjust their own workload in preparation.

Taking time off for a well-deserved vacation does not need to be a harrowing task. Go ahead, ask for one more day off at the end of your vacation. Take that extra day to unpack, check your email, return phone calls, and readjust your sleep schedule. Then you can return to work refreshed.

Working at Home...with Kids

2007-05-24T08:45:00.000-05:00

One of the many reasons parents request a telecommuting arrangement with their employer is to allow more time spent at home with their children. Telecommuting involves working outside the office one or more days a week and can increase the hours you are available to your children by eliminating a long commute, allowing you to prepare dinner on your lunch break, and making you more available for emergencies during the day, among other advantages. However, working from home should not be a substitute for childcare, especially for young children.

Summertime poses a particular problem for full-time work at home parents of school-aged children faced with up to three months of sharing the home office. In order to maintain productivity while working at home, children need to be self-sufficient or well entertained. Try these tips below to find the appropriate situation for you, your children, and your business.

Consider scaling back on your work load for the summer by working only part-time on a temporary basis.
Hire full-time day care or a part-time babysitter.
Swapping playdates with another stay-at-home parent is a free option that only requires your reciprocation. You can offer to watch the kids in the evenings for a date night or in the morning before you start work for the day.
When it's just you and your kids, entertain them well. Set up developmentally appropriate activities they can do on their own that will not require too much assistance or clean up. Consider Wendy Piersall's list of 94 Ways to Keep Kids Busy.

Armed with lots of ideas to keep your kids entertained and your work hours productive, you can enjoy the summer months instead of dreading them.

Creating a Culture of Flexibility in the Workplace

2007-05-23T13:51:00.000-05:00

Advice for employees interested in working to foster a culture of flexibility in your own workplace is published on Work It, Mom!

Several organizations exist whose solution to the rigidity of workplace productivity standards is legislation that would include employers to provide paid maternity, paternity and adoption leave, paid sick leave, increased vacation leave, and limits placed on overtime hours. Such requirements could be harmful to some employers who are already able to offer great flexibility. Additionally, these requirements are increasingly difficult for employers to offer part-time employees.

The solution we advocate is in itself one of flexibility. The goal is to find the right schedule, the right balance, and the right fit for each individual. Not every employee functions well as a teleworker. Not every position lends itself well to flex hours. But a flexible workplace culture works for everyone.

We advocate this culture of flexibility – an environment where the needs of an employee and the employer can be mutually met. The process is simple, resulting in a changed workplace culture, happier, more productive employees, and a greater sense of balance for all involved.

First, initiate open and meaningful communication with all levels of employees. Start with an assessment of the needs and priorities of the workforce including issues of work and life, health, family, and satisfaction with current scheduling options. This can be done as one-on-one meetings, a lunch and learn discussion group, or using a company-wide questionnaire. Maintain this level of communication to monitor progress and evaluate success.

Next, evaluate the information received and outline changes to be made. Remember, the information received represents the diversity of needs of many employees. Determine what changes align with your own values and the mission of the business. Further, consider what changes are worthwhile to make in order to please a maximum number of employees. Create a menu of flexible options and benefits your business will be able to implement.

Then, with upper management, align your business strategy to reflect the newly adopted culture. This includes marketing the changes made and building a structure that will sustain these changes. Start by rewriting the company mission statement to reflect the value placed on flexibility. Rework the employee handbook to include procedures for employees wishing to take advantage of newly instated benefits and the assessment and review processes eliminating antiquated measures of productivity. Update job postings to include information about flexible scheduling options and benefits. A reputation as a flexible and family friendly employer is a powerful marketing tool.

Finally, maintain the standards set forth by your new vision. The changes made will need to be dynamic, as each employee and each position has differing needs. Establish a mentor program that will serve to maintain the open lines of communication and allow for constant reappraisal of needs.

Remember, a culture of flexibility in itself necessitates flexibility. Remain open to new suggestions and you will find the balance that works best for employees and the company.

For additional information or assistance instituting a process for change at your company, please contact us at flexibleworkforce@gmail.com.

Balancing Health: Workplace Health Care Initiatives

2007-05-21T13:09:00.000-05:00

To maintain a healthy lifestyle, one should exercise thirty minutes a day, stick to an appropriate calorie intake, limit consumption of salt and red meat, etc. We all know these things and yet how many of us abide by the rules?

Health Care Initiatives offered by employers are designed to make it easier for employees to manage their health while working. Additionally, employers reap the benefit of a workforce that is more productive, has fewer sickness related absences, and require less expensive health care. Benefits may be as extensive as on-site fitness facilities or as simple as a comprehensive medical health insurance plan. The four most common workplace health initiatives are:

Health care tools: including internet access to online articles and tools. For example, the Weight Watchers corporate program offers access to online tools and workplace meetings to aid employee's weight loss efforts.
Physical activity programs: may include casual runners clubs and yoga classes, company organized fitness break times and exercise workshops. Workplaces may also sponsor fitness campaigns such as a "Take the Stairs Campaign" or participate in team events such as a charity walk.
Disease management programs: generally address conditions that affect a large portion of the population, such as diabetes or asthma, or affect employees on a personal level, such as ovarian cancer once a coworkers is diagnosed. Programs may center around education about the disease and encourage employees to take a proactive approach to prevention.
Wellness initiatives: promote complete wellness and productivity among employees. A common element of wellness initiatives is an Employee Assistance Program employing the services of counselors to advise employees on financial, emotional, and wellness issues.

By providing access to even simple health care initiatives, a company can create for its employees a healthful workplace and provide the resources to maintain a healthy lifestyle outside of work, thereby reducing costs and boosting morale. Healthy employees are happier, more productive, and those health benefits can be infectious...in a good way.

Ditching the Commute

2007-05-17T12:47:00.000-05:00

The Washington/Baltimore area has for years been ranked among the worst commutes in the nation with increasingly congested highways, drivers traveling farther to their jobs each day, and a steady increase in road rage incidents. Additionally, commuting is increasingly expensive in light of rising oil prices and Mayor O'Malley's threat to gas taxes by 15%.

If you are ready to once and for all ditch a horrendous commute, consider a flexible work schedule:

Telecommuting: working at a home office or a telework center closer to home, you can eliminate or shorten your commute. Telework centers are sprinkled over the Washington and Baltimore area and provide teleworkers with access to the office space, equipment, and technical support they need to keep working throughout the day. Click here for a list of local centers.
Flexible hours: by working non-traditional hours, you can avoid the highways during peak traffic times, 6:00 - 8:00 am and 4:30 - 6:30 pm.

Commuter Connections additionally suggests walking or riding your bike to work, carpooling, or taking public transportation. The results of staying out of rush hour traffic will reduce your frustration level and save you money. Additionally, fewer drivers on the road during rush hour will result in lessened carbon emissions and reduced highway costs.

Interviewing for a New Flexible Job

2007-05-14T12:45:00.000-05:00

In the search for a new flexible job, how exactly do you know if you will find the schedule you need to balance work and life? Just as negotiating salary is considered unsuitable negotiation for the first interview, asking about flexible scheduling right off the bat could leave you at a disadvantage with potential employers. Remember, other candidates for the same job may be more willing and more available to work a traditional schedule. In her "Back to Work Toolkit", Nancy Collamer provides some questions appropriate for most any point of the interview process.

5 Questions to Ask When Searching For a Family-Friendly Company

1. In what ways is a career with your company better than one with your competitors? Listen for an answer that includes references to work/life balance or a friendly corporate culture. If an employer has a real commitment to work/life initiatives, this question should help prompt the interviewer to bring up specific examples of their policies in practice.

2. What do you enjoy most about working here? This is always a good question because people love to talk about themselves! It’s also a wonderful way to learn more about the corporate culture without seeming overly eager to hear about options for flexibility. Listen for a response that includes quality of life indicators such as, “The company was incredibly supportive when I needed to take time off to pick up my adopted baby from Russia” or “This is the first place I’ve worked where the emphasis is placed on getting work done instead of on face-time.”

3. What is the largest single problem facing your staff (department) now? In general, requests for flexible schedules don’t fare well in chaotic situations that require everybody to be in constant crisis management mode. Analyze this response carefully to determine if somebody working a flexible schedule can reasonably accommodate the challenges facing the business.

4. What types of benefits does the company offer? Not all work/life benefits are created equal. Flexible scheduling, assistance with daycare and onsite parenting workshops are all welcome initiatives that demonstrate a company understands that you have a life outside of work. But other so-called “benefits,” like onsite catered lunches and dry-cleaning drop-off services may be thinly veiled attempts to compensate for a very demanding work environment.

5. What qualities are you looking for in the candidate who fills this position? Try to determine if there is more emphasis placed on results than on face time. Is your manager willing to allow you the freedom to determine how and where to get a job done, even if that means you will sometimes need to work at home?

Tips excerpted from “The Back-to-Work Toolkit: A Guide for Comeback Moms,” available for purchase at www.jobsandmoms.com.

Read the entire article at the Jobs and Moms Blog.

The Perfect Resume

2007-05-11T20:18:00.000-05:00

A polished resume can be the ideal self-marketing tool that gets you an interview or the document that leaves you lost among thousands of other unimpressive resumes. With the rise of electronic recruitment tools, large companies often experience an influx of unqualified resumes. Make your resume the best they have seen, and get an interview faster.

The format of your resume alone can make it worth review or worthy of the "No" pile. Make your name and contact information prominent at the top of each page of your correspondence with a potential employer. Further, use bold headings to delineate information within your resume.

Use common job titles and keywords that will help a recruiter understand your employment history quickly. Also, fill your resume with keywords that will be easily picked up by recruiting software commonly used to organize numerous resumes.

Communicate your past experiences in a way that draws attention to strengths while downplaying weaknesses. Use a functional format, as opposed to a chronological format, to highlight skills as opposed to time spent at any given job. This format is useful when time spent at multiple jobs has been short or if you have spent an extended amount of time outside the workforce.

Eliminate all typos and grammatical errors by proofreading you resume thoroughly. If proofreading is not your strong suit, ask a friend to look at your resume. Still unsure about the quality of your resume? Consider enlisting the help of a professional resume writer.

Flexible Workforce offers resume tips, updates, and writing services. Simply email your resume to FlexibleWorkforce@gmail.com for 5-10 personalized tips to improve your resume absolutely free.

Flexible Work Schedules - Not Just for Moms

2007-05-08T11:56:00.000-05:00

There are essentially three types of people within the workforce that utilize flexible work schedules with some regularity. Each grouping of workers tends to differ from each other demographically and in the initial motivation to secure a flexible work schedule.

Part-time Jugglers: these workers tend to be teenagers or young adults who have only ever held a part-time job while holding other more primary roles, notably, being a full-time student. Finding employment is not difficult as their motivation for working a part-time position is rarely compensation and benefits, but the prestige and experience of holding a job.
Working Parents: these workers are parents in their 20's to 40's and work because they need to financially or want to in efforts to keep skills and contacts with the adult world current. Flexible scheduling is attractive in order to devote time and energies to family and home roles. Job sharing, telecommuting, or contract assignments are particularly attractive. Reliable employment with flexible scheduling and family-friendly benefits can be difficult to attain in a business environment that does not place much value on flexibility and family.
Phase Two Employees: these workers tend to be more financially stable in their 40's or later with the feeling that they have paid their dues to the corporate world. Flexible scheduling allows employees greater balance of responsibilities and time to enjoy life with a renewed sense of freedom from children or financial challenges. Good compensation and benefits may still be necessary, especially for those caring for an elder dependent with long term health challenges. The attainability of sound employment depends on one's financial standing and long term savings. However, the corporate world provides even less support for those caring for elder dependents than those caring for children.

Regardless of your motivations or station in life, flexible scheduling allows for the balance of multiple roles and every employee is entitled to some balance in life.

Addressing Employer Concerns about Flexible Work Schedules

2007-05-04T14:06:00.000-05:00

Many requests for a more flexible schedule at work are met with skepticism and negativity by managers accustomed to traditional 8 to 5 employees. Effectively addressing employer concerns may help you quickly attain your ideal schedule. Employer concerns may include:

Decreased Productivity: The idea that flex employees are not as productive is a false perception by managers who feel you cannot manage what you cannot see. However, productivity is rarely an issue for flex employees who can take advantage of their own most productive times of the day to get work done. Some of us work best late at night or early in the morning. Working parents can get a lot accomplished during school hours and after bedtimes. Conversely, traditional employees are known to experience regular non-productive periods on Monday mornings and between 3 and 5 each day.
To allay employer fears of unproductive times, set measurable goals that will serve to quantify work completed. These goals should mirror your job description and should not change from goals while working a traditional schedule. Further, schedule a performance review four weeks into your new flex schedule to gauge productivity.

Inaccessibility of Support: Working a flexible schedule may mean working more hours without the support of coworkers and supervision of management. This however, does not necessarily preclude a team work environment. With modern technology, an employee working out of the office or non-traditional hours can be constantly connected to coworkers. Make an effort to be heard each workday either by email or phone even if just to check in on a project or with a client. Make yourself available for regular, in-person staff meetings that can serve as team-building and goal-setting sessions.

Fairness to all Employees: The sentiment, "If I let you work flexible hours, everyone will want special accommodations" may pass through your boss' lips. Truth-be-told, employee have diverse needs - not all employees work well in a flexible situation. However, by allowing the flexibility of scheduling that works well for each employee, companies send a message of acceptance and trust. Also, establishment of flexible scheduling provides a great opportunity for company or department-wide assessment of responsibilities, ensuring that each employee is responsible for the duties they are most comfortable and competent at completing.

Lack of Accountability: A manager concerned about the productivity of employees may also be concerned about the perceived lack of accountability of flex employees who can work away from the office or arrive to work and leave with no one else around. Proving yourself trustworthy may seem tedious and juvenile, but can go a long way in gaining managerial support of a flex schedule. Offer to check in and out by email for a week or two. Handwrite time sheets for your manager to sign each week. Again, communication and specific goal setting can go a long way in proving your trustworthiness on an alternate schedule.

For managers considering flexible scheduling for employees, the fear of the unknown may appear an insurmountable obstacle. To ease fears, propose a pilot program to last a few weeks. Schedule a meeting at the conclusion of the pilot period to discuss its success or failure, any modifications to the plan, and your future schedule. The proof will be in your success. Your manager may just find your productivity and morale greatly improved with a flexible schedule and reclaimed balance in life.

Monthly Tip: Return to Work Schedule

2007-05-03T08:59:00.000-05:00

When planning your return to work following a leave of absence for personal or medical reasons including the birth or adoption of a child, try to schedule light on your first week back to work. Two to four weeks before your return to work, touch base with your boss about when and how you will return to work. Start your first week back on a Wednesday, if at all possible. This will make your first week shorter and lighter on responsibilities. If you have kids returning to daycare, or a new baby starting day care, a Wednesday start leaves Monday and Tuesday as adjustment days. Let your coworkers know that your first day back will be a catch up day for reading emails, contacting clients, and reestablishing your work calendar. Schedule meetings with coworkers for the Monday after your return, giving yourself time to catch up on the state of projects and accounts.

Returning to work after a period away can be a huge emotional adjustment. Make your return easier by scheduling light.

DON'T MISS: Life

2007-04-28T16:41:00.000-05:00

The new slogan for Flexible Workforce Solutions has been unveiled and added to our web page. DON'T MISS: Life was inspired by my three year old son who I leave at daycare while I go to work at a job with traditional hours. Each morning as I say goodbye, I tell him, "I love you and I'll miss you" leaving him with a kiss and hug. Each morning I think, I don't want to miss you.

What things do you miss as a result of your traditional work schedule? Dinner as a family. Time with your spouse. Pets. Exercise. Hobbies. Sleep. While balancing multiple roles in life, it can be difficult to find enough time in the day to do the things that keep us healthy and happy. Doctors for years have advised us to exercise and get adequate sleep. Just a half hour a day of exercise and eight hours of sleep at night can drastically improve one's health. But how many of us get less exercise or sleep than suggested? Hobbies and relationships require a time commitment often precluded by the traditional work schedule. Pets suffer when left at home all day. And families suffer without time spent together.

Stop missing those things in your life that make you a healthier, happier human being. Commit instead to a flexible work schedule and find enough time for the things you love.

DON'T MISS: Life

Proposing a More Flexible Work Schedule to your Employer

2007-04-19T12:40:00.000-05:00

Persuading your boss to allow you to work a more flexible schedule may be just as easy as asking for it; but you have to be convincing and accommodating when you ask. Your manager is most likely to approve your request for a more flexible work schedule if you present a clear, professional, and feasible written proposal.

Providing your boss with all the relevant details will be the first vital step to securing your new schedule. Be clear about what you are hoping to accomplish and what you both have to gain. Give your boss incentive to go along with your proposal by laying out the benefits to the company. Most bosses may need to be reminded of the profitability of flexible work schedules including reduced overhead and increased productivity. Detail what tasks need to be done, who will be responsible for what duties, and how the work will get done. Lay out exactly when and where you will work. Will you be sending completed work across your company network from a home office? Will you be splitting responsibilities with someone in the office? Can you prove to your boss that you have an acceptable work environment at your home office? Have you established deadlines for existing projects to be completed? Do you have a contingency plan for when you are not available?

Delivery of your proposal can be just as important as what is contained within the proposal itself. Do a little research to determine the best time of day to approach your boss to present and discuss your proposal. It is sometimes best to schedule a meeting when both you and your boss are available and prepared for discussion. Additionally, read your employee handbook and find out if there are existing policies that deal with flexible scheduling. You can use the vernacular of the handbook to make your proposal more appealing to your employer. Beyond written policy, find out if there is any precedent set by other employees working flexible schedules. You can then cite the success of existing work arrangements.

Make your pitch in person, delivering a hard copy of your written proposal. It is also a good idea to email your proposal, leaving an e-paper trail of your efforts. You should be willing to compromise in order to make your proposed schedule work best for your employer and you. Before meeting with your boss, consider other scheduling options that would work within your responsibilities without sacrificing too much of the balance you were hoping to achieve.

Do your research. Write your proposal. Breathe. Now..."Ask and it will be given to you."

Working Parent's Reaction to Virginia Tech Shootings

2007-04-18T11:59:00.000-05:00

Many of our readers are working parents dealing with the daily stress of managing work and family responsibilities. When we hear about horrific events, such as those that occurred on the Virginia Tech campus on Monday, our daily juggling act begins to seem so futile. We are so lucky for the moments we share with family and the opportunity to provide well for them.

If your job leaves you feeling like there is little time in the day to spend with your children, slow down for an evening and find out how they are reacting to violence in the news. Events like Monday's may leave children feeling insecure about their own safety. Additionally, school aged children may feel concern for their own safety while at school. Click here for advice from the National Association of School Psychologists on how to talk to your school-aged child about violence.

While it may seem nearly impossible to explain to young children that sometimes bad people do bad things for inconceivable reasons, what children need is a rational framework to understand the world's events. Listen to your children's concerns and watch for erratic or depressive behavior. Assure your child that you do everything in your control to ensure their constant safety. And above all, never let yourself be so busy that you miss an opportunity to show your child how much you love them.

Leave a comment below to let me know how you and your children are dealing with the Virginia Tech shootings.

Our prayers go out to all those affected by the events of Monday, April 16th.

Evolution of the Workplace

2007-04-12T20:27:00.000-05:00

Fifty years ago, men worked 40 hours a week outside the home while women stayed home to nurture and raise their children. Nine to five meant work started at nine and ended at five, including a lunch break. Meetings occurred during business hours and weekends were left for yard work and games of catch with the family. However, in the modern workplace, nine to five has become eight to five to allow for a one hour unpaid lunch break. Forty hours a week of face time is now expected of employees without regard to their family situation. The idea of a traditional work week has become convoluted by a changing economy and social structure where the qualified workforce is dwindling and dual-income families are the norm...

Read about my experiences juggling family and career objectives at Helium.com.

Not Enough Time with the Kids?

2007-04-11T15:23:00.000-05:00

Do you feel guilty at the end of the day that you don't spend enough time with your children? Read this incredible article about a study done in the UK that estimates working parents spend less than 20 minutes per day giving their children their complete and undivided attention.

19 minutes - how long working parents give their children

I strongly believe that we are all given the same 24 hours in a day, it is therefore our responsibility to prioritize our schedules to allow time for all the things important to us personally. This truth does not necessarily make it easy, however, to accomplish a balanced life. Here are a few easy ways to spend more time with your kids without constantly looking at the clock and your to do list:

Eat dinner together: Studies show that families who eat dinner together are healthier and happier, families have closer relationships and share similar values. Take advantage of this time to listen to your child talk about their day and plan activities you will do together in coming days.
Enlist their help of your kids (but make it fun): If your to do list is a million items long, take advantage of this time to teach your children a lesson in the responsibilities of running a healthy household and a happy family. Gardening, cooking, and organizing can all be made fun to keep kids involved and entertained while you get a few things done.
Include your kids: If you find yourself bringing your work home and rushing off to meetings, try not to cut your kids out. This is another opportunity to teach your children about the responsibilities you take on while balancing multiple roles. Including your children (even just taking several minutes to explain what you are working on) will allow them to understand the many things that are important to you.
Get ready for tomorrow, together: Help your kids prepare for tomorrow by putting homework in backpacks by the door, laying out clothes for tomorrow, and packing lunches. This will buy you a few more minutes together and streamline your morning routine.
Don't rush them off to bed: Unwind as a family after a long day. Help younger children get ready for bed, read a few stories, then talk quietly with them after they are all tucked in. Share a cup of decaf tea with an older child, stealing another moment to talk about their day.

Family Friendly Companies in Maryland and DC

2007-04-09T12:09:00.000-05:00

Each year, Working Mother Magazine publishes a list of the 100 Best Companies for working mothers. Four local companies with incredible family-friendly benefits made this year's list:

Arnold and Porter LLP is a law firm in Washington, DC with 6 women on its board of directors. Flexible schedule options include daily flex time, compressed workweek, or telecommuting with the use of a company supplied blackberry and laptop. Maternity leave is comprised of 12 weeks at 100% pay for primary caregivers and six weeks for secondary care givers.

Covington & Burling LLP is another law firm in Washington, DC whose employees' careers will never suffer for working part-time schedules. In addition to 12 weeks maternity leave, new moms can phase back into their full-time schedule for up to 10 months. Working parents can meet monthly for lunch through the Work-Family Balance Group.

Discovery Communications, Inc., located in Silver Spring, Maryland, has a liberal flex-time policy allowing parents to set their own hours or telecommute. Discovery's offices are kid friendly and offer resources for finding reliable child care. Working aothers can draw support from one another through the in-house networking group Discovery Moms.

Fannie Mae is a mortgage company located in Washington, DC with a family-friendly corporate environment. Part-time employees are eligible for medical benefits after just 20 hours per week. In addition, the on-site daycare is subsidized and provides care for children up to 12 years of age. The company offers paid maternity and paternity leave to new parents. Elder care and adoption resources are also supplied to employees.

Click here to see Working Mother Magazine's entire list of 100 Best Companies.

Take Our Daughters and Sons to Work

2007-04-06T07:45:00.000-05:00

Inevitably, we all spend time away from our families in order to get some work done. Whether you're constantly in search of quiet time to work in a home office or commuting to work each day, it is important to teach our children how to achieve balance in their own lives amongst the various roles that pull us in every direction.

A birthchild of the women's movement, take Our Daughters to Work Day was founded 15 years ago to introduce young women to successful female mentors in the workplace. This celebration has encouraged so many of our daughters to explore the career opportunities now available to all women. In the spirit of leaving no child out, the celebration has evolved to include our sons with a continued emphasis on exploration of career opportunities and "Revolutionizing the Workplace" by finding new ways to create balance among conflicting roles.

Take Our Daughters and Sons to Work Day falls this year on April 26th (always the fourth Thursday in April). Children are encouraged to go into our nations workplaces and see just what Mom and Dad, or Aunt, or neighbor, do when they are away from home, what steps they took to achieve their goals in life, and how they handle the challenges of multiple roles.

If you do not have a elementary or middle school aged child, consider offering to take a child you know to work with you and serve as their mentor throughout their years of career exploration. If you have a younger child, consider bringing them into work for a shorter glimpse into your life away from home. Talk to your HR department about participation in this year's Take Our Daughters and Sons to Work Day and be sure to participate in this wonderful opportunity to teach a valuable lesson of balance to the next generation.

Visit the Daughters and Sons to Work national web page for information and activities.

The Cost of Working 9-5

2007-04-02T12:38:00.000-05:00

Maintaining a two-income family may increase you annual income, but getting to work each day for a traditional workweek may be costing you money. Consider your weekly budget for:

childcare (daycare, preschool, before and after care, etc.)
transportation (gas for commuting to and from work, maintenance on your car, etc.)
convenience spending (frozen entrées or meals from the drive-through, dry cleaning, etc.)
self-indulgences (extended vacations or occasional treats...because you work so hard)

The cost of childcare can be remedied by an alternative schedule that works around your children's schedule. Could you work a condensed work week, alternating days with your spouse so that someone is always at home with your kids? Or could you work in your home office before and after school hours?

The cost of transportation can be reduced or eliminated by telecommuting or working a contract position that requires less hours and time between assignments.

The stress of a traditional schedule fosters convenience spending and self-indulgences when we feel like there just are not enough hours in a day to eat breakfast, make lunch, or sit down to a healthy dinner. We begin to feel like we work so hard and see so little of our families, that we deserve a longer vacation, that membership to the family gym, or a few trips to the ice cream parlor.

What a tired workforce needs, is not more hours in the day but a flexible, more family friendly schedule.

Workplace Lactation Programs

2007-03-30T14:59:00.000-05:00

Successful lactation programs can increase productivity among mothers of infants, ensure that members of the female workforce return to work after a successful pregnancy and establishment of breastfeeding, and foster a family friendly environment. In addition, lactation programs that allow working mothers to breastfeed longer can vastly improve infants' health thereby decreasing absenteeism of mothers taking time off to care for sick infants and the cost of health care claims for infants.

Components of a successful lactation program include:

Access to a private, calming space to express milk. This could be an unused office or a designated mother's room. The room should lock from the inside, have a comfortable place to pump with access to an electric outlet, and a sink.
Time for moms to express breast milk. Most mothers working an 8 hour day will require three 15 minute breaks. Breastfeeding mothers should pump or breastfeed approximately every 2 to 4 hours.
Ideally, breastfeeding mothers will have access to their own refrigerator space to store breastmilk, although refrigeration or separation of breastmilk from other refrigerated foods is not always necessary.

Additionally, some employers are able to provide employees access to lactation consultants, either through the company's health insurance provider or through a company sponsored Employee Assistance Program. Other companies may provide employees with discounts on commercial grade breast pumps that can otherwise run over $300 or provide a hospital grade pump to be shared by multiple mothers who provide their own accessories, including tubing and breast shields.

Lactation programs can be virtually cost free to an employer who simply allows mothers the time and space required to express breast milk. The number of employers providing lactation programs is rising to as much as 20% of companies.

Eleven states (California, Connecticut, Georgia, Hawaii, Illinois, Minnesota, Oklahoma, Rhode Island, Tennessee, Texas, and Washington) have laws protecting a woman's right to breastfeed and pump in the workpalce. Visit the National Conference of State Legislatures: 50 States Summary of Breastfeeding Laws to view legislation in your home state regarding breastfeeding in the workplace.

Flexibility Options

2007-03-28T10:07:00.000-05:00

Permanent Part-Time:
Simple, this is a part-time job for a permanent assignment occasionally with benefits but always without the 40 hour work week.

Flexible Schedule:
Flexible schedules can be established up on a daily or a permanent basis. Daily flex hours affords employees flexibility each day to adjust their start and ending times as needed, usually around set core hours. For example, if core hours are 10am to 3pm, an employee could work 6am to 3pm or 10am to 7pm.

Job Sharing:
Two people sharing one job whose combined work hours equal 40 hours per week. There are essentially two ways to do job sharing.
1) each person is equally qualified and responsible for the job doing the same duties as their counterpart ensuring complete coverage
2) each person is uniquely qualified for the job taking on different duties as their counterpart. The idea here is that the sum is greater than the whole.

Telecommuting:
Working from a home office or remote location some or all hours of a traditional work week.

Contract Work:
Includes temporary positions accepted at the discretion of the contract employee. Pay is usually higher because employers reduce the overhead required by a long-term employee and the schedule is flexible based on the contract employees own limitations.

Condensed Work Week:
Total work hours will equal 40 hours per week however, the employee will work fewer but longer days. For example, an employee may work four 10 hour days with three days off during the week instead of the traditional two day weekend.

Career and Business Advising Services

2007-03-02T21:04:00.000-05:00

Services for Employees seeking greater flexibility and balance:

Resume writing or resume updates
Proposal writing for a new flexible schedule
Career mapping
Facilitation of support groups or networking groups

Services for Employers seeking to establish a culture of flexibility:

Job postings
Business listings
Design of Mother's Room

Please contact me at flexibleworkforce@gmail.com

Shop Flexible Workforce Merchandise

2007-03-01T11:22:00.000-05:00

Flexible Workforce merchandise can be purchased through our CafePress store including customized clothing and accessories.

Our Amazon.com Flexible Workforce storefront offers selected reading material on the following topics:

Work Life Balance
Breastfeeding
Flexible Work
Job Seeking
Work at Home Moms
Working Parents

Flex Work Discussion Forum

2007-03-01T11:21:00.000-05:00

Join the Flex Work Discussion Forum to discuss flexible scheduling options with others or to ask questions about making flex scheduling work for you.

Discuss Flexible Work

Return to Work Gift Packs

2007-03-01T11:19:00.000-05:00

Flexible Workforce is committed to supporting mothers in their exploration of working motherhood. Return to Work Gift Packs are distributed to working mothers returning to the workplace after a period of staying home with a new child. Gift packs serve to uplift mom's mood, nurture the mother and child bond, and educate moms about resources and tools available.

Be a part of this effort to support new moms returning to work by contributing your business card, promotional material, coupons, or free samples highlighting products, resources, and services indispensable to working mothers. Sample gift packs include hotline and support group contact information, child care resources, coupons and calendars for mommy and me classes, nutritional bars and shakes, etc.

For more information about how to contribute to our Return to Work Gift Packs, please contact Amy at flexibleworkforce@gmail.com or visit the Return to Work Project.

Promote Your Business or Website

2007-03-01T11:15:00.001-05:00

I love to help support those who have made the leap to start a home based business and achieve their own ideal schedule. If you have a small business that offers flexible scheduling or family friendly benefits, or provide services to support working mothers or flex workers, send me an email at flexibleworkforce@gmail.com and I will feature you in an upcoming post. Please add a link to my website on your own.

Another great way to promote your business is to make a contribution to our Return to Work Gift Packs. These gift packs distributed to new moms returning to work after staying home with a new child highlight services, resources, and products that make working motherhood easier. Include your business card, promotional materials, coupons, or free samples for a bit of community service and free advertising. Contact me at flexibleworkforce@gmail.com for more information about how to contribute.

Links

2007-03-01T11:14:00.000-05:00

When Work Works

Resources for Working Parents:

Blue Suit Mom

Five Minutes for Mom

Jobs and Moms Job Postings

Solutions for Busy Moms

Work and Pump: Breastfeeding for Working Mothers

Flexibility in the News

2007-03-01T11:13:00.000-05:00

Fewer Mothers Prefer Full-Time Work - Pew Research

The Opt-Out Revolution - The New York Times

Return to work not easy for stay-at-home dads

Stop coming to work and save the planet

About Flexible Workforce

2007-03-01T11:11:00.001-05:00

About Flexible Workforce:

About the Author:
I am a full-time recruiter and a mom of two small boys. While I was once able to stay home with my sons, our family budget no longer allows me to not work. I understand that many want to or need to work; but no one should need to sacrifice their family or personal life in order to work. I believe the entire corporate environment should be much more family-friendly and I hope to be able to inspire parents and employers to secure alternative options that allow for a healthy balance of career and family. I welcome your comments about the website and experiences in the working world. Your input will only help me to provide more practical solutions to working parents and family-friendly employers.