Some are always quick to point out, forest rangers can\u2019t telework, waitresses can\u2019t telework, police officers, factory workers, Wal-Mart clerks and so on. No cure-all, telework is just a perk for the professional elite, namely, journalists filing stories from cozy home offices.Nonsense. If a job can be done at home, eventually it will be \u2014 or in India, of course. Today, you drive to the DMV and hand the window clerk a filled-out registration form and a paper check, and she inputs it into the computer system. Because many of these front-end transactions are moving online, it\u2019s just a matter of time before organizations realize the competitive advantage to handling the back-end transactions in home offices.But there\u2019s something else going on here, too. Whether employees benefit from it directly or not, telework is accelerating workplace change. It\u2019s driving organizations and employees to think hard about how they work and why, what they can expect - even demand - and how they compete.\u00a0That\u2019s where workplace flexibility comes in. If we can\u2019t improve your work\/life balance with telework, we can at least give you more flexibility when it comes to time off.\u00a0Hourly wage earners are protected by the Fair Labor Standards Act (FLSA), which sets the minimum wage and mandates after 40 hours they\u2019re paid time and a half. Every two years, a bill called the Family Flexibility Act is introduced in Congress. The bill stipulates that hourly wage earners can bank overtime hours and use them as compensatory time if the request is reasonable for the employer. Sounds reasonable enough.But businesses won\u2019t back the bill, arguing such changes need to be made by amending the FLSA. Unions refuse, fearful changes to the FLSA would result in (more) employee abuse.\u00a0 This stalemate\u2019s been going on for 10 years.\u00a0\u201cA union whose job is to protect its constituency doesn\u2019t want another provision in the law that bad companies can exploit,\u201d says Chai Feldblum, director of a new project called Workplace Flexibility 2010.Plenty of wage earners\u2019 jobs are telework or flex-time appropriate, but because the jobs are paid hourly and unionized, there\u2019s no way to introduce new modes of work. But if both sides can\u2019t even agree on how to provide comp time, don\u2019t hold your breath for telework, job sharing, compressed work weeks and the like.\u201cThere\u2019s a paucity of ideas in Washington right now. It\u2019s like Washington is on a diet with regard to creative ideas about workplace flexibility,\u201d says Feldblum, a Georgetown University law professor and chief architect of the Americans with Disabilities Act.With a renewable $750,000 grant from the Alfred P. Sloan Foundation, Workplace 2010 aims to break the comp-time stalemate between businesses and unions, to help bring workplace flexibility into pretty rigid environments.Feldblum and her group know it won\u2019t be easy \u2014 hence the \u201c2010.\u201d She stresses that the group isn\u2019t proposing any ideas of its own, and will remain neutral and bi-partisan. Its first goal is to become \u201cthe center for objective and honest information it both gathers and disseminates.\u201dOnce its credibility is established, the group will attempt to convene conversations among adversaries in an effort to create new alliances, bring new people into the game, like the PTA, social workers, the police and fire associations. From those discussions, the group will try and nurture new and consensus ideas that these new alliances can bring to Congress.\u201cIt\u2019s a slow and deliberate process,\u201d Feldblum says.