Securing a Telecommuting Agreement with Your Employer

Mothers with small children returning to full-time work is an old story, but the logistics of pulling it off remain an ever-present problem. Just how do you balance the demands of small children with the very real expectations from bosses at work?

But before you get to that point, how do you let a would-be employer know as you apply that while you have talents to contribute to their operation you also need an accommodation to see that your children's needs are met?

I have been a stay-at-home mom since October 2007, but the current economic crisis (and a worried husband) requires that I return to work.

My field is marketing communications. Thankfully, I've maintained an active freelance business and have a good network of contacts that I can turn to help me with my job search. But my next employer will have to be family-friendly (not just on paper, but for real). I say this because I've experienced companies that say they're flexible and allow telecommuting, but once you're there, that's not necessarily the case or it's available to only certain personnel.

With three kids under the age of six, a flexible work schedule and the ability to telecommute are must haves. How do I best communicate that in the interview process?

Patricia Mathews, who owns Workplace Solutions, a St. Louis human resources consulting firm, says this mother's note forms the basis for a good telecommute pitch to a future employer. "Her life requires that she has the ability to work at home," Mathews says.

But the timing of her request is important, too.

"At the beginning of the interview she ought to win them over with her skills and competencies," Mathews says. "And then if you really want this job and there's some rapport, you can raise" the issue of telecommuting.

"I'd be very clear that this is important to you," she says. "You ought to present it as a win-win for you and the employer. It's a matter of thinking how you can creatively market yourself. You could also use it as a negotiating chip, perhaps giving up some benefits or pay" in order to secure an agreement to telecommute.

If the company says it allows telecommuting, Mathews says, this woman ought to ask to see the written policy and make sure that it includes the position she is applying for since some companies allow only salaried workers or employees in certain types of work to telecommute. If there is no written policy even though the company says it allows telecommuting, then Mathews says she ought to ask to speak to a worker or two at the company who are telecommuting to see how it is working out for them and their careers.

And finally, if the company makes a job offer, Mathews suggests that this woman ought to ask for mention of the allowance to telecommute in the written offer in case it later becomes an issue.

Kenneth Bredemeier has six years of experience writing about the workplace. On the Job, a column addressing real worker questions about office relationships, corporate policies and workplace law, is written exclusively for washingtonpost.com.

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