"I was expected to be on call via cell phone at all times and automatically consider my flex schedule null and void in case of any meetings, no matter how spur of the moment the planning," she said.
But she said she was warned by her boss and human resources that if any colleagues protested her new working arrangements, deemed them "unfair" or questioned Clark's work ethic, they could be revoked.
"And of course, that happened. Another woman I worked with found my schedule discriminatory against her, since she was neither married nor a parent. And that was that," she said. "My boss called me into his office one day, told me I couldn't be supermom and that I would have to choose: him and the team or my son."
Clark's asking -- and for a while getting -- a flex-time arrangement was not that typical. According to the American Psychological Association's survey, only 37 percent of women reported regularly using employee benefits designed to help them meet demands outside the office, compared with almost half of men (46 percent) and only 38 percent of women said they regularly used flexible work arrangements, compared with 42 percent of men
"I remember being absolutely flabbergasted, but at that moment, the choice was easy," Clark said.
Clark chose her son and began working from home as a freelance writer and social media strategist.
"I've been fortunate to have success in my endeavors, but I know it doesn't work out as well for many other mothers in my position," she said.