More than 58 percent of all women working in the U.S. labor force, many of them sole supports of their families, and 67 percent of women with children under age 18 are working. Therefore, more flexible work options are being made to allow a balance of work and family. Increasingly available options include work at home, compressed workweeks, resources for elder and child care, job sharing, part-time employment, telecommuting, and flextime. Making use of flexible work arrangements, however, may have negative effects on one's career, such as limited work responsibilities, ineligibility for promotions, no salary increases, lack of prorated benefits, and lack of visibility. Benefits include the chance to keep current in one's occupation, continued identification with the work force, and the opportunity to meet personal and family commitments. Flexible staffing, which may temporarily reduce hours or workers, is more beneficial to employers than to employees. Flexible work schedules take the following forms: flexitours, variable days, variable weeks, maxiflex, flex year, summer hours flextime, compressed workweeks, and a gliding schedule of starting times. Benefits of flexible work arrangements to employers include retention and attraction of quality employees, higher productivity, improved morale, and the capacity to respond to operating requirements with staffing flux. (This report includes a list of 13 references and an annotated list of 9 additional resources.) (KC)