There are seven categories of support for work-life effectiveness that address the most important intersections between the worker, his or her family, the community and the workplace:

• Creating Workplace Flexibility
  • A variety of flexible work options that enable greater control over when, where and how work gets done.
• The Creative Use of Paid and Unpaid Time Off
  • Personal time away from work to spend with family, friends and self. Governmental regulations vary dramatically by country in terms of how much time an employee can or must take, and whether for not that time is paid by the employer.
• Supporting Health and Wellness
  • Health and wellness initiatives focus on reducing absenteeism and improving productivity by supporting healthy lifestyle choices for employees and their families.
• Community Involvement
  • The way organizations get involved with the external and internal community through monetary donations, volunteer programs and partnerships.
• Caring for Dependents
  • There are many issues related to caregiving for dependents of all ages. Most organizations offer some type of support for parenting and elder care.
• Financial Support
  • In the area of financial support, work-life is primarily concerned with gaining approval for, and helping implement, voluntary financial benefits as well as providing resources and referrals that assist employees with managing their financial responsibilities.
• Culture Change Initiatives
  • Organizational culture consists of the collective attitudes and behaviors of individuals within the organization. Changing cultures is challengingbecause it involves changing these attitudes and behaviors through altering the beliefs and values that are behind them.
    

Below are some examples of work-life effectiveness programs