Cheryl Galecke, senior human resources specialist for Wipfli in Green Bay says that flex time is a win-win situation for both workers and employers. "For employers, it's a great recruitment and retention tool and it doesn't really cost a lot. For employees, it's simple. They want more balance, especially the younger generation. They want a flexible schedule."

The latest U.S. Census shows that only one in five families has only one parent working. This means a lot of families have to simultaneously work and manage child care. Many workers who are seeking a flexible schedule are women who are trying to find a job that meshes with their children's daycare or school schedule and allows some flexibility.

Dave Wilems, owner of Wilems & Co. says that allowing flexible schedules has been a boon for his business. Flexible scheduling costs him less, since employees work fewer hours, and his employees are happier, more productive, and loyal because their schedule meets their needs.

Some things to keep in mind when implementing a flex time program:

1. Talk with managers and employees to make sure the program is working and remember that customers and the bottom line come first.
2. Use technology, including cell phones, pagers, e-mail, and phone services to make sure that customers' needs are met.
3. Consider the possibility of offering flexible schedules for full-time work, allowing employees to take a break in the late afternoon to be with their families, and finish their work in the evenings.
4. Offer more (and better) part-time work: give an employee who works three-quarters of the time 75% of benefits and promotion opportunities.
5. Allow career flexibility for those who have to temporarily cut back for family reasons.
6. Plan for inevitable events to help them go smoothly: children's doctor appointments, illnesses, care for elderly parents, or maternity leave.