What should employers consider before implementing a work-life program?

According to Ilyse Shapiro, founder of the job search website MyPartTimePRO.com, employers should consider the following five tips before implementing a work-life balance program:

1. Make sure your firm's culture supports work-life initiatives. It's great to tell staff that your organization offers flexibility, but this shouldn't be just a catchphrase. Management from the top down must embrace and encourage the concept. Then, a formal program should be put in place that is both malleable and continuous.

2. Effective work/life balance programs are non-discriminatory. They consider ALL employees as equals, regardless of sex, race, income level, job title, status (exempt or nonexempt) or family composition (single/married, with/without children).

3. Continue career advancement/training opportunities. Staff who work flexible schedules should be offered the same opportunities for advancement and training as those who work traditional, full-time schedules.

4. Don't pit employees against each other (or their supervisors). Many employees fear that they will face repercussions-coworker animosity, management scrutiny-if they take advantage of flex-time options. Effective supervisors must ensure that their staff does not face this type of feedback.

5. Flexibility is a two-way street. Effective work-life programs must work for both the employees and the employer. They must be a part of everything a firm says and does-from the mission statement to short- and long-term strategic objectives.