The present work examines the distinct forms of work-to-family conflict experienced by employees. Specifically, work-family conflict and emotional labor theories are integrated in order to propose and examine a new form of work-to-family conflict, emotion-based conflict. In addition, a comprehensive model of work-to-family conflict is proposed that includes two other forms of conflict identified in prior work, behavior- and strain-based conflict. This comprehensive model, referred to as the demands-labor-conflict model, includes the various demand- and labor-related antecedents of work-to-family conflict. In order to test this model, alumni and employees of a large Midwestern university were recruited to participate in a study which entailed two Web surveys that were completed in the workplace and two surveys that were mailed to participants homes (one of these surveys was completed by the focal employee and one was completed by their significant other). The results provide support for the emotion-based work-family conflict portion of the model as well as a number of the relationships proposed between labor and the well- and ill-being outcomes. In addition, the results suggest that work effort significantly impacts well-being and burnout, however, these relationships were in the opposite direction than originally proposed. The last section of this document discusses these findings in more detail.