I'm not a fan of policies and I avoid them as much as legally possible - there are areas where they have to be, ie. drug and alcohol. The reason for this bias is that everytime a company sets a policy, they are required to follow it to the letter. Its the old "for every rule there is an exception". Once you start making exceptions to policies you may as well toss them out the window.
Employee Handbooks are legal documents in that when you have an issue the first question legal counsel will ask is "did he/she have a copy of the policy in the handbook and does the company have proof that he/she recieved it (a signed acknowledgement of reciept and understanding)."
So, with that in mind, what I'd do is a simple statement on the company's support of work/life balance - being family friendly - honoring the contribution that each individual brings to the overall mission - that sort of thing. Then, where policy is necessary, be family friendly.
**** I want to cover: pregnancy, family leave, bringing one's child to work, and the issues surrounding having young children and taking them to school, illness, etc. ******
Your FMLA policy (if you are covered a policy is required) should cover pregnancy and family leave. If you are not required to extend FMLA to your employees, your time-off policies (also something that should be policy) could still mirror it. Your sick time policies could provide that ee's can use their sick pay to care for themselves or the illness/dr visits of an immediate relative - again mirroring the FMLA.
I personally wouldn't set policy wrt bringing children to work for the simple reason that you could never address all the potential issues and you need to allow room to treat each situation individually. We welcome children in our office but in the past few years we've had to ask 2 employees to stop bringing their kids for vastly idfferent reasons. If we would have had a policy in place we would have had to go against it, nullifying it for all, and risk putting ourselves in a precarious legal situation.
I'd also not make any policy with regard to flex scheduling for taking kids to school and such. Again, you can never predict what situations may come up. i'd simply make it a practice to work with employees on these issues. In some regard you must do for one what you do for another, but by not setting anything in writing you give yourself some flexibility to address individual situations.
Hope that helps.
We work closely with a local employer organization which provides legal guidance on issues like this. I highly recommend, if such a thing exists, that you contact them! If you aren't sure what to look for, feel free to PM me - I can contact ours and they can direct me to an org in your area.
and another note - I am NOT a lawyer so my adivce is only that of someone who works in the field and is constantly learning. Each company is different and any handbook/ poicy/statement should *always* have legal review prior to being presented to employees.