Unless you’ve been living under a rock, you’ve undoubtedly felt the effects of the economic slowdown in recent months. Gas, groceries, meals out–even movie theater popcorn–cost more than ever lately. Despite the gloom, there’s a silver lining: growing support for telework (a.k.a. telecommuting) and other flexible work arrangements.

Telework is a “green” win-win for employers and employees. Work options that allow employees to work from home make for happier, less stressed, and more productive employees (think, improved work/life balance, less time commuting, fewer work-related distractions, and more time for family). Studies suggest that telework is a good thing for employers’ bottom line. Like employees, employers can save money through telework options, including the costs of overhead and lost productivity. Importantly, telework is a huge plus for the environment (e.g., cleaner air) and goes a long way toward resource conservation (e.g., fossil fuels).

But assuming you actually have a job that can be done from home and your employer doesn’t already have an established protocol for telework arrangements, how do you convince your employer to go “green”? Here are five strategies to help you land that “green” work arrangement:

1. Jump on the green momentum. Green is hot right now and it’s a color your boss has probably heard something about or understands. This means that whether you’re asking to telecommute one day a week or twice a month, there’s probably never before been a better time to ask for a telework arrangement. Plus, it probably doesn’t hurt your case that “everyone is doing it”, right?

2. Come up with a plan. Before you approach your employer for a telework arrangement, think about why you want the arrangement, what schedule you want (e.g., will your schedule be fixed?, will you work beyond 9-5 hours), and how you plan to get your job done logistically (e.g., what technology or equipment do you need, and what about the kids, will they be home with you or will you have childcare in place).

3. Appeal to your employers’ interest. Let your employer know what she gains by letting you work from home. As cool as it may be to wear your pajamas and bunny slippers to work, be prepared to explain, if necessary, the benefits the arrangement confers to your employer in terms she understands (think, dollars, productivity, and availability).

4. Offer a trial run. When dealing with a reluctant employer or one unfamiliar with telework, suggest a “trial period”. Use this period to show your employer that you can get it done–and well, too. If you know your employer has particular concerns about the arrangement, use this time to address those concerns.

5. Write it down. If your employer doesn’t already have a policy for handling telework requests and/or prepared documentation, create your own paper trail. You’ll want to make sure you’ve memorialized the terms that you and your employer have reached, just in case….

–Julie Tower-Pierce, J.D./M.S.E.L is a lawyer, mom of three, and author of Staying at Home, Staying in the Law: A Guide to Remaining
Active in the Legal Profession While Pursuing Your Dreams (American Bar Association, 2008).

KIWI parents know what an important job it is to keep our children healthy and protected when they are young. Unfortunately, part of that protection is giving them the tools they need to begin to address the harsh realities that life can bring, including the “Bully Factor”. Our kiddos may find it helpful if we can define a bully and help them to identify bullying behavior when and if they should encounter one. As raised in Stop Bullying me…and my Planet part one, teaching children action steps to address what to do if they are being bullied will help to empower them when faced with a frightening situation.

Defining a bully for your child may be the first useful step. Bullying amongst kids usually takes the form of repeated intimidating behaviors, usually using domineering physical or psychological tactics. Here are a few indicators to look for to help your child understand if they are being bullied. For younger kids, bullying may take the form of:

• Grabbing, pushing, shoving
• Teasing, name calling, taunting
• Taking things without permission
• Starting rumors
• Being excluded or left out
• Other blatant mean and hurtful intimidating behaviors

When discussing actions steps for handling a bully with your child, stress that generally, bullying is behavior that is repeated over and over again (not just a “one time incident”). Here are some empowering options for you and your child to discuss as you begin to “take on the bullies”:

• Don’t “take the bait”- bullies seek out sensitive children.
• Stay near friends and adults
• Be assertive and tell the bully to stop.
• Embrace differences. Bullies attack anything “different.” Celebrate who you are!
• Work on expressing your emotions without fear.
• Tell your parents and teachers about the bully!

If your child is being bullied I would like to hear your concerns and strategies for facing “the Bully Factor.”

-June Grushka-Rosen M.Ed. is a mommy of two, psychotherapist, and the owner of ExtraordinarYou, a life coaching and educational services business. To contact: June@URextraordinary.com