Alternate work arrangements is a catch-all phrase that describes any working schedule that deviates from the 9-to-5, 40-hour-a-week pattern. More specifically, though, it encompasses four arrangements in particular. Here's a general description of these options.

Part-time, regular employment

As a part-time employee, you work fewer hours per pay period than full-time employees but are still considered part of the company's workforce and, therefore, entitled to most benefits. (Note that sometimes, benefits are reduced or paid on a prorated basis) Part-time employment can be structured in any number of ways, such as three 8-hour days per week, five mornings (or afternoons) per week, or whatever arrangement happens to work for both you and your employer.

While part-time work is hardly a new development, what's different today is that the arrangement is being sought by an increasing number of professionals and managers. A reduced workweek is an especially attractive option for business professionals pursuing advanced degrees or changing careers. It's a popular option, too, among senior-level managers who want to transition to retirement. One drawback to part-time work, of course, is the financial implication. With fewer hours, you earn fewer dollars. Another possible drawback is that as a part-time employee, you may not be available for high-profile projects that could be important to your career growth. You may be out of the office when key decisions, crises, or meeting occur, and your manager may need someone who can participate on a full-time basis. While you can't necessarily avoid this, you can work with your team members or co-workers to help stay in the loop with e-mail and voice-mail updates. And you need to give 100 percent of your energy and focus to the job when you are in the office to avoid any possible perception that you're less committed to your work than others are.

Job sharing

In job sharing, two part-time employees share the duties and responsibilities of a full-time job. The tasks and responsibilities are typically divided 50-50, but the division of labor can also be based on the preference or proficiencies of each partner. Job sharing is best suited for positions in which the tasks are clearly defined, and the pressures of the job are reasonably contained and predictable. The downside to job sharing is that finding the right job-sharing partner can be as tough as finding the perfect job. Possessing the skills and attributes that the position requires is not enough. The two of you also have to be able to communicate well, respect one another's judgment, share the same work ethic, and be willing to give one another the support you'll each need. (Fortunately, you don't have to root for the same football teams, but it helps!) Another possible challenge with job sharing is that you're no longer in full control of your own career accomplishments. Your ultimate success depends as much on your partner as it does on you.

Flextime

Flextime is one of the most widespread alternate work options. This arrangement is geared more to employees who normally work a fixed number of hours each day, as opposed to managers or salespeople whose schedules fluctuate according to the daily demands of their job. In a typical flextime situation, you work the same number of hours as in a standard work day, but your start and finish times may be earlier or later, depending on how you structure the arrangement.

Most companies set parameters on how early you can arrive and leave, and usually require that you're in the office during the core hours. You may also be asked to keep the same schedule as your teammates to facilitate communication. Flextime is popular with working parents because it reduces the need for after-school childcare. The practice is also widely encouraged by municipalities in areas that are plagues by heavy rush-hour traffic. The downside? None, really, other than the fact that you may not always be available for meetings or events that take place when you're not there.

A common variation of flextime is the so-called compressed work week. Instead of five eight-hour days, for example, you work four ten-hour days, resulting in one less day in the office per week.

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