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[quote=Anonymous]All of your suggestions seem like reasonable approaches.  A few pieces of advice - if this is new territory for your company (sounds like the culture is not flex-friendly), then you need to proactively help this along and make it to be as much (or more) about them as it is about you.  Do your supervisor's homework for him/her - likely s/he will have to make a case for this to someone above them, and if you've laid out the pros and cons, you've done the thinking for them.  Put it in writing.  Come with a proposed memo of understanding about what you promise to do to make this successful.

Also, if you pursue a modified work schedule or telework, suggest that it be tried on a provisional basis for 90 days with a formal review of the arrangement to be scheduled for X date - offer that if it's not working well, you will return your original schedule.  But...define what "working well" means (X project completed, Y hours worked, etc.). As you propose your scenario, be sure to outline the benefits for the company (e.g., if you go to 80% schedule, savings of X for company, and explain how the essential elements of the job will get done; if work will need to be moved to others in the company, suggest a solution for this.)  If you go for telework, be sure to explain that you have a permanent, safe, quiet, child-free environment from which to work.  Explain what technology resources you'll utilize to make this work - make sure they know you have an XYZ internet connection, proper security measures on your computer, auto-forward to your cell phone (if you don't have VoIP that travels with your computer), etc.  Emphasize that you will make yourself available for essential meetings if they fall outside of your in-office hours.  Confirm that you will have full time child care in place when teleworking, and that at no time will you attempt to watch your young children while "working."

If you get approval to try any of this, be sure to knock it out of the park performance-wise. If you telework, make sure you are as or more available by phone, IM, email than you were in the office. (And, it goes without saying if you're in an environment where this isn't done, you can probably only ask for it if you're a very strong performer.)

I also wouldn't dwell on the details of your personal life when requesting this - simply state your interest in balancing home and work priorities, and don't make it a complaint about not having enough vacation, or needing to use vacation time for kids dr appts, laundry. being stressed out, etc.

Bottom line...come to the table with a plan that maps out the impact on the company (good and bad, including proposed solutions for any negative impacts).  if you get the green light, be a model employee and show your manager and the company that this can and does work.  Don't give anyone any room to question your work ethic, availability, dependability, etc.  I'm part-time, but also a professional, and at the end of the day, getting the job done well trumps my PT schedule.  This sometimes means working nights and weekends, just as I would if I were full time.

If they say no, then quietly start looking for other options. I know it's not easy to find good flexible employment, but you won't find it if you don't ask/look.

Good luck!!  [/quote]

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