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Lesson 3. Balancing Home and Office > Live to Work or Work to Live - Pg. 14

Balancing Home and Office Tip 14 In a 1998 Catalyst study, 51 percent of the women surveyed said that they left their firms to seek flexible work options. Flex work schedules are good employee incentives. Some flexible work schedules to look for in a company or to implement in your firm are these: · Telecommuting--Telecommuting does not mean working from home full-time; rather, it's work- ing from home or a remote location one or more days a week during normal business hours. · Flex time--This uses a variable work schedule that's different from the department's normal work schedule. The same number of hours are worked in the week, but employees are often asked to be available during "core hours" of perhaps 10 A.M. and 3 P.M. · Compressed work week--Here an employee works the same amount of hours, but in fewer days. For example, you can compress a 40- hour week into four 10-hour days. Another example is the split week, in which someone works nine 9-hour days over the course of 10 work days. · Job sharing--This is a form of part-time work in which two people share the responsibilities of one full-time position. Success depends on finding another employee at the same level who is interested in sharing or rotating job duties. Other company offerings to look for may include flexible project teaming, employee assistance and referral programs, childcare services, or eldercare resources. A number of alternative workplace arrangements can also help accommodate work/family balance: · Virtual office--Employees can work from anywhere as long as they have the right communica- tion tools and equipment at home. · Hoteling--Not exactly what it sounds like, hoteling means shared work space. Drop-in employ- ees, who spend most of their time in the field or at home, can reserve fully equipped work stations at the office.