Canadian business is changing. Competition is stiffer, markets are shifting. The workforce is also changing. Flexibility in when, where, and how work gets done is key to attracting the employees organizations need to gain a competitive edge. Many companies, organizations, and unions are recognizing the interdependence of work life and family life. Union Gas is one organization that has responded to shifting patterns of work life and home life. In 1990, the company put together a task force of employees and asked them to look at emerging workplace issues. A number of key issues were identified: an aging workforce; a shortage of skilled entry-level workers; greater labor force diversity; and employees' changing lives and lifestyles. For many Union Gas employees, the number one workplace issue is balancing work life and home life. Accordingly, the company decided to look more closely at its response to paid work and family issues. This document describes Union Gas' experience and policies to encourage other employers to identify employee needs and take steps toward creating more family-supportive workplaces. Chapters are: (1) Support for Family Care; (2) Retiree Support; (3) Flexible Work Arrangements; (4) Family Leaves; (5) Relocation Assistance; (6) Health and Wellness Promotion; (7) Conclusion; and (8) The Policies. (JBJ)