Search: Employer & Community Services > Child Care Options For Employers > Flex-Time and Leave Policies In trying to balance work and family responsibilities, time and scheduling problems often arise. Parents' work schedules are interrupted by child care breakdowns, illnesses, and family needs that cost employers in lost work time. Employers can help avert these conflicts through flex-time and flexible leave policies. Flex-Time Options Compressed Time: Full-time work with more hours per day, but fewer days per week. Flexible Scheduling: Employees adjust their arrival and departure times around designated "core hours" or a certain number of hours per day or week. Job Sharing: Two or more people share one full-time job. Part-time options: Part-day, part week, part-month, or part-year work involving prorated pay and benefits. Telecommuting: Employees work from home one or more days a week. Leave Policies Extended Parental Leave: Time off for the birth or adoption of a child or to care for a child with serious health problems. Leave time may be paid or unpaid and the policy provides guarantee of same or equivalent job when returning to work. Use of Sick Leave for Family Illness: Employees who receive a varying number of paid sick days can use these days to care for any ill family member. Personal Leave: Allows employees a specified number of days (with or without pay) to deal with unexpected, short-term emergencies. Advantages: Reduces employee stress and absenteeism and improves morale and productivity Reduces nonproductive work time Expands pool of potential employees; enhances recruitment and retention of employees Considerations: May require greater planning and control over work flow on the part of managers and work teams May disrupt work flow if not carefully planned Administrative costs may be high when an option is first implemented, depending on existing systems May require manager training to effectively implement Back to top