A flexible work schedule can get mom or dad to Little League games, even if it means taking along their laptop, or just out of the office on time to pick up the kids from day care. A flexible schedule also is a good gig for those taking college classes or caring for an elderly parent.

Numerous studies have shown that flexible schedules not only improve employee morale, but also productivity.

But only about 28 percent of full-time and salaried employees in this country had flexible work schedules, according to a 2004 report from the Bureau of Labor Statistics.

Some companies see the value of flextime for their employees.

McMinn HR, a human resource consulting and training firm in Gilbert, Ariz., has 10 employees, but only one actually comes to the office. The rest work part-time, from home, or are independent contractors.

The company recently received an award from the U.S. Department of Labor for its flexible work practices.

"If I get somebody's output, their productivity and the benefit of their thinking, why does it matter to me if I see them?" owner Ginny McMinn said.

McMinn offers advice on asking the boss for a flexible schedule:

• Be good at your job. Flextime is a benefit some employers are willing to offer to good employees, not for slackers. "This is not for people who are ineffective, who would like a longer leash so they can get distracted into whatever drama is in their lives," she said.

• Itemize expected results. Go over expectations with your boss, pledge to meet them and create a way to measure productivity.

• Anticipate reasons the boss may say no. Before you present the proposal, figure out possible concerns and address them. The biggest objection typically is, "If I let one person do it, everyone else will want to, too." Studies show this just doesn't happen. Not everyone wants to work at home or can afford to work part-time.

• Make it a business proposition, not a personal one. "It ain't all about you," McMinn said. Show your boss how the schedule will benefit the company while also serving your personal needs. Talk about improved productivity, less stress and time lost to commuting.

• Start small. Ask for some flexibility, say, during swim season, so you can make it to your kid's meets. If you can prove that it works for both you and your employer, the boss may be open to even more flexibility.

• Suggest a trial. Try it for 30 days and then evaluate whether or not it's working. It is easier for the boss to approve a temporary arrangement than give up control indefinitely, McMinn said.

HERE ARE SOME OPTIONS TO ACHIEVE FLEXTIME

• Condensed workweek. Forty hours in four 10-hour days.

• Telecommuting. Work from home full-time or a few days a week.

• Vacation by the hour. Spurts of time allow mom to get to school events and doctor's appointments without missing a full day of work.

• Alternative work schedule. Same number of hours in the office, though not the traditional 9-to-5.

• Part-time. Some companies honor this schedule for high achievers because it's more cost-effective than losing them altogether.

• Job sharing. Two employees share a workload, alternating days.