I don’t think there can be any doubting the legitimacy of working from home while answering phones for a large established company that just wants to tap in to the more flexible, and usually cheaper, WAHM or retired market. A professional job without the overheads for the company or the travel costs for the telecommuter. The problems arise when the company isn’t in the FTSE or NASDAQ.

If ‘Bobs Gardening’ in Vegas wants an out-of-hours customer support agent he can put a post on a site like ours and reach the very people he needs. But is Bob evil? Will Bob take a months worth of your work and then decide to fire you without pay? Is Bob legitimate?

Here are a few litmus tests to use when asking are work at home jobs legitimate -

1. What kind of email is the job poster using? Is it a free gmail account or is it acompany.com? If it’s acompany.com check that the address has a website. If its a gmail or yahoo don’t fret, they may not want their company inbox jammed up, just send them an initial message or resume but after reaching the negotiation stage make sure you do so through their bona fide email address.

2. Once you’ve checked that their methods of communication are legit then check that the company itself is. You can go through government bodies to check credentials but this is usually overkill. Just google the company name and see if any red flags go up.

3. Get paid fast. The above suggestions are fine when working for people that have some sort of registered company, but what about those that need you most. The one-(wo)man-band that is juggling 10 different aspects of his/her business at once that desperately needs a flexible hand. They may only have a gmail account! The simplest test is to get paid early and often. If you’ve just started working for someone insist on getting paid weekly, or even daily, until you build that trust between each other. This way if Bob is evil you’ll only have lost a little time and cash.

So – are work at home jobs legitimate? Yes, but take a few initial steps to make sure your employer is the good sort, they’ll understand, and as the trust grows you’ll become their telecommuting right hand and there’s nothing like being indispensable.

hiremyparents.com – vetted & screened work at home jobs

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A weekly radio show on Toginet.com, Fridays at 6pm EST or available to download on iTunes, This Little Parent… takes a fresh and straight forward approach to helping moms and dads to realize that there is a better and more economical way. No other program dares to be as brutally honest about what to expect, yet inspires us to take the boldest risks of our lives. This is a truly realistic, no-nonsense, tell-it-like-it-is method that will have you laughing and crying, surviving while struggling, and hammering away at the hardships as you travel through one of the greatest journeys of your life. Get empowered by joining thousands of other parents who have also decided to take a leap of faith into a double career with longer hours and half the pay simply because of the love they have for their children.

Laugh along with This Little Parent each week…

…as you go through this “no-brainer” tutorial that will show you how to give up your corporate salary, and get started supplementing your family revenue offering the skills you’ve always had. This Little Parent… covers important issues such as how to work as a family unit to make your dreams become a reality (how to get your spouse on your side), how to discover untapped resources in your very own community, how to start a business for under $200, and everyone’s favorite: how to manage your time between building your business, providing for your family, and taking much needed time for yourself to recharge each day. You’ll learn how to survive on a fixed budget, work around additional expenses simply by getting creative, and enjoy a more simplified life with your family.

About OurMilkMoney.com

Founded in 2008, OurMilkMoney.com provides a valuable service for self-employed parents and consumers to easily connect through a simple on line search and is an affordable way for family run businesses to get adequate exposure for the products and services that they offer. The Our Milk Money Organization is dedicated to providing opportunities for parent entrepreneurs, and offers a community of support to parents looking to staying at home with their children while earning revenue for their family. For more information, visit http://www.ourmilkmoney.com.

About This Little Parent Stayed Home

Part of the new HerInsight Radio Group, offering inspirational voices from everyday life, This Little Parent Stayed Home takes a fresh and straight forward approach to helping moms and dads to realize that there is a better and more economical way by speaking to both parents in a way that encourages coming together as a family unit and using ones own resources to be able to adequately provide for the children in the best way possible for the family. The show airs each Friday, at 6pm-7pm EST and 3pm-4pm PST on Toginet.com, a Live Internet broadcast. The show is also available for download on itunes. For more information, visit http://www.thislittleparent.com

Related articles:

• New Survey On What Parents Fear Most (prweb.com)
• How NOT to Ruin a Child (psychologytoday.com)
• Thousands of widows hit by child benefit changes (telegraph.co.uk)

If you want something done right then do it yourself.

After prowling the net trying to find our members a source of income that was trustworthy, free and easy we came to the conclusion that it didn’t exist. With that put to bed we decided to add another service to hmp – SimpleCash – a completely in-house survey service that takes the money from big advertisers and gives it to you for completing their surveys, free trials etc.

Its easy to use, although not very pretty at the moment, and gives anyone with a bit of free time the chance to earn. We’ve also opened this service up to non-members, after completing a survey, as the resources are not limited and so everyone can earn some extra bucks.

Full details here

Think about what the term ‘balance’ means to you.  Are you picturing a pair of scales with equal amounts in each dish?  The definition of balance in Dictionary.com is ‘a state of equilibrium or equipoise’.  Is this what you’re trying to achieve in your life?

The fact of the matter is that life is never equally doled out in these measures.  Sometimes, work can take up all your time and then you have days upon days with the kids during school holidays.  No wonder people are always stressed and feeling guilty that they’re not putting enough time into various areas of their life – and let’s not even get started on exercise, visiting relatives and all the other little things that take up our time.

So, what’s the answer?  Well, firstly, I think it’s to address the very term.  Why not call it work/life compro-balance?  Simply by changing the term, it changes expectations and beliefs about what is possible to achieve.  The ‘compro’ in this case represents compromise ‘a settlement of differences by mutual concessions’ by Dictionary.com definitions.

The use of this new term reflects the achievement of ‘balance’ in life much more truthfully as in the pursuit of this state, there will always be concessions made.  There is simply not enough time in the day to achieve everything we want to and whereas use of the old term seemed to indicate this was possible, the new allows people to understand it isn’t always.

Think about the term work-life compro-balance, does the use of this term relieve the pressure of trying to be all things to all people?  Allow you the opportunity to forgive yourself if you don’t get everything done in the day?

The second step of the process is to use the term to re-evaluate what you’re trying to achieve.  List the areas of your life that need to be attended to, for example, sleep, children, husband, work, friends, business, housework, exercise, including things that you might like to do but have never been able to before.

Then, think of your life as a 100% whole, acknowledging that the time we have is finite and we can’t create any more out of thin air.  Divide this whole into those things you are required to do (they will need to be factored in first), followed by those you want to do.  It’s up to you how you do this but a weekly or monthly representation would be more effective as some things are only done once a week or month.

By looking at your results you will be able to see a representation of your time and how much you truly have for exercise or coffee with friends.  When you have this understanding, you can not only start trying to reallocate percentages by, for example, hiring a cleaner to allow time for exercise but you will also have an understanding of why you aren’t able to fit certain things in your life, thus reducing guilt and the feeling of pressure.

The resulting feeling of understanding and the knowledge that you are in control of all aspects of your life – that is true balance.

Alli Price runs Motivating Mum, a website and events business offering support and advice for mums in business, or those starting up.  www.motivatingmum.co.uk

 

More Work/Life Balance Articles…

What is Work/life Balance? | Sally Lever

on the planet Earth, man had always assumed that he was more intelligent than dolphins because he had achieved so much – the wheel, New York, wars and so.

Work/Life Balance… or Blend? | davefleet.com

The more you are passionate about the work you do, the more that work BECOMES life.

Work Life Balance – What’s it Worth to You? | BALANCE ACT

When considering your work life balance, take some time to ask what it’s worth to you. Your answer may hold the key to what to do next.

Related articles…

• New York-Based A Better Balance Honored by National Employee Rights Firm Outten & Golden (prweb.com)
• Best laid plans are the worst (workitmom.com)

However, despite the benefits, telecommuting ranks high on the list of data protection threats for organizations, particularly if there is no formal policy in place. The most common missteps include using unsecured networks, sharing company laptops or equipment with family members and friends, and failing to update software and install security patches, among others.

Below, I’ve included some important advice that every institution should know about telecommuting from ID theft expert Brian Lapidus, chief operating officer of Kroll’s Fraud Solutions, who has unique frontline experience helping today’s businesses safeguard against and respond to data breaches

• Establish a baseline by assessing all current telecommuting activities. Even if no employees are formally authorized to work remotely, chances are it happens anyway – think sick children, inclement weather and other unexpected events. The technology afforded to most office workers allows them to do a substantial amount of work from a remote location. Many employees take advantage of this fact to ‘work from home’ during an emergency or to ‘catch up at home’ when work starts to pile up. Regardless of the reason, the threat of data breach is very real, and must be assessed.
• Develop a comprehensive telecommuting security policy. A clear and concise security policy that establishes the roles and requirements of employees is absolutely essential to ensuring a successful telecommuting program. The policy should specifically outline security measures and procedures for handling sensitive data, including storage and disposal. While the focus will undoubtedly be on cyber security, organizations should make sure to address the proper handling of paper files. Consider providing employees with shredders or secure storage containers to meet this requirement.
• Make decisions on equipment usage. An organization’s policy on equipment usage is an important component to an organization’s telecommuting security policy (see #2). Organizations should decide up front whether telecommuting employees will use personal computers or company-issued equipment, as this will be a major factor in what cyber security measures can and cannot be implemented. Providing equipment gives the company more control over security issues, but employees must be provided with explicit instructions for the care and usage of the devices (i.e., never leave laptops unattended in public, never download and install programs without company approval). Even if the organization allows employees to use their own PCs, certain minimum security measures must be in place, such as firewalls, anti-virus and spyware programs, and encryption software.
• Provide adequate technical support and training. Before sending employees home with sensitive company information whether via laptop or hardcopy file, they should be trained on the requirements set forth in the organizations telecommuting security policy. In the case of laptop and network use, ensure that employees fully understand how to access data securely. Remote workers should be trained periodically in techniques to spot suspicious activity, including signs that a computer has been infected with malware. Access to technical support is also an important factor without support, an employee might be tempted to do whatever it takes to get the system up and running when something goes wrong, including disabling security features.
• Conduct periodic audits. Even if the company’s IT department has remote management capability, it’s important to verify firsthand that all equipment is in good condition and working properly. Have employees bring in equipment periodically for a checkup, and review logs to determine what information has been accessed.
• Don’t assume that restricting access to applications and systems is a fix for the program. Productivity will be negatively impacted if remote workers don’t have access to the tools and information necessary to perform. Don’t let the cons outweigh the pros. Face the problem head on with a comprehensive security policy and sound cyber security measures and organizations will be free to reap the rewards that telecommuting can provide.

In a very dark room, where we keep our web programmers, a new website is being built to promote the ‘Supporting Parents In Business’ campaign as a standalone project.

Using various methods of guilt and hot-flushes we have managed to secure the support of many large firms from both sides of the Atlantic. Part of the deal being that they have to promote flexible work and post their flex jobs on hmp. In return they get a socially responsible pat on the back and the chance to put their logo on the site.

We’re trying to make a ‘SPIB’ badge a must have for business, a way to show that they are a considerate employer and adhere to the principle of flexible working. And we need your help.

We need to show employers that flexible work is no longer a nice extra in todays workplace but something that is integral to the choices a parent makes when choosing a company. As an employee or a customer.

To this end we want you to tell business what flexible work means to you. Take 5 minutes to put your thoughts in order and then sit in front of a webcam and talk.

Introduce yourself, explain your family situation and then give us just a few seconds of how a flexible job would mean all the difference to you and your family.

We’re taking the gloves off. Government and business have danced around the subject for years and concessions have been slow in coming. We have the numbers now, and they’re growing daily. We want your voices to be heard on the subject to apply pressure, to make it a social embarrassment not to offer flexible work, to be a business pariah to both employees and consumers.

You get the idea.

Your videos will be shown on the new SPIB website to give it a human face, real people with real views; to bring flexible work out of the confines of the HR policy review and legislative meetings and show the groundswell of support that flexible work has behind it.

We need to push this now. And keep pushing. I hope you’ll help.

Record a short video of why flexible work is important to you and send the file to spibsite@hiremyparents.com – this is just step 1, we will be calling on you again.

Below are a few tips to keep that flexibility a reality and your new lifestyle on an even keel:

• Always meet deadlines
• Always be the one to answer the phone during work hours
• Reply to emails asap
• Treat your telecommuting job as if you were at the office
• Lay down the rules to your family and friends about your work hours

Stick to these simple rules as though gospel and your boss won’t have any regrets in letting you work from home and you can keep all the benefits working.

Related Benefits Working From Home Articles …

Four Benefits of Working from Home

More and more people are choosing to work from home. Not only is this a fantastic way to be your own boss and to control your own destiny, but you will find numerous benefits to working from home. Many people work from home – moms work …

Related articles …

• Flextime: A Win-Win Green Solution? (treehugger.com)

Step 1: Review Organizational Policy
See if your organization has written policies on compressed workweeks or flextime. If so, read them. If there are no policies, recommend that the organization set up a cross-functional task force to develop them.

Step 2: Consider the Costs and Benefits
Can compressed workweeks and flextime help your department and organization improve results? Look for opportunities that will help you better serve your internal and external customers.

Step 3: Move from Idea to Plan
If you think compressed workweeks and/or flextime schedules make sense for your unit, you will need to figure out work schedules, appropriate models, participation, supervision and communication. You will find the points to cover as part of the Implementation Checklist.

Step 4: Move from Plan to Action
Now is the time to present your plan to staff, receive feedback and request employee proposals. Remember to include in your discussion non-participating employees who might be affected by these changes. Contact HR for guidance on tracking and reporting vacation, holidays, sick leave and personal days off. Also consult HR about documentation that may be required by law.

Step 5: Initiate a trial period
For the first few months, test the way your new schedules are working. To assure that compressed workweeks and flextime are successful, monitor the arrangements during the trail period, making adjustments as necessary.

Step 6: Evaluate and Improve
At the end of the trial period, evaluate the program in terms of your original objective for implementation. You may be measuring costs and benefits, customer satisfaction, employee effectiveness and/or impact on non-participating employees. Keep evaluating and fine-tuning.

These steps are based upon the recommendations at commuterchallenge.org

Related Flexible Work Policy Articles …

Family-Friendly Work Policies Take a Hit – Motherlode Blog …

Will the trend toward flexible working arrangements survive in the recession?

HR Daily Advisor – Practical Human Resource Tips, News & Advice …

Is a Flexible Work Policy Part of a Wellness Program? Most experts agree that reducing stress is an important part of wellness, but they don’t have much advice for how to accomplish it. Flexible work schedules will go a long way to …

Flexible Workpaces: Productive and Popular

We’ve recently discussed how, with the potentially rebounding economy, workers are going to expect more from their employees in 2010. Implementing a flexible work environment (or improving your company’s current telecommuting policy) is …

 

A survey of more than 2,700 hiring managers and human resources (HR) professionals has shown that flexible work arrangements is no.4 on their list of priorities in 2010.  As ever with one of these surveys you have to wonder how much of it is a nod to a company’s public relations but it does seem, from the list below, that business is getting a bit leaner and more focused post recession with a trimming of perks and a view to hiring freelancers.

The following is a list of the top methods that employers will use to preserve the health and growth of their businesses:

1. Replace Under-Performing Employees: Taking advantage of the large number of talented jobseekers currently looking for work, more than one-in-three (37 percent) employers plan to replace under-performing employees in 2010.

2. Use Social Media: Almost four-in-ten employers (37 percent) plan to emphasize social media in 2010, and one-in-five will add social media responsibilities to current employees.

3. Rehire Laid-off Workers: Among companies with lay-offs in 2009, almost one-third (32 percent) of those employers plan to bring back workers in 2010.

4. Provide Flexible Work Arrangements: More than one-in-three (35 percent) employers plan to provide more flexible work arrangements in 2010, including: alternate schedules (73 percent); telecommuting (41 percent); and compressed workweeks (32 percent).

5. Trim Perks and Benefits: Perks and benefits will be cut by 37 percent of employers in 2010, including: bonuses; medical coverage; and suspended 401k matching.

6. Rehire Retirees & Postpone Retirement: Over one-in-four employers (27 percent) will consider retaining workers approaching retirement in 2010, while nearly one-in-three (30 percent) have workers expressing interest in postponing retirement.

7. Hire Freelance & Contract Workers: Three-in-ten employers anticipate hiring freelancers or contractors in 2010.

8. Add Green Jobs: More than one-in-ten (11 percent) of employers plan to add “green jobs” in 2010 to improve conservation and sustainability.

9. Recruit Bilingual Workers: Nearly four-in-ten employers (39 percent) will hire bilingual candidates in 2010 and half will hire the bilingual candidate of two otherwise equally qualified candidates.

10. Reduce Business Travel: Over one-in-four employers (43 percent) plan to have less business travel in 2010 than in 2009.

 

Related Flexible Work Arrangements Articles…

Resources for Research on Work-Life Balance & Flexible-Work …

Another leader in the field of work-life balance is the Sloan Work and Family Institute. Here, you’ll find a treasure trove of detailed information about flexible work arrangements, including an extensive compilation of Workplace …

How to Attract, Keep and Motivate Today’s Workforce

Provide flexible work arrangements for working parents and older workers. Hold managers responsible for retention in their departments. Start measuring the cost of turnover. Focus on the key jobs that have the greatest impact on …

 

Interview with Mark Lang: TELUS Flexible Work Styles program

 

Related articles …

• Employers see uptick in hiring in 2010 (msnbc.msn.com)
• Increase in Hiring Expected in New Year, Reveals CareerBuilder.ca’s Annual Job Forecast (newswire.ca)
• My 3 Words for this year (thehumanracehorses.com)