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Training & Resources

Telework FAQs

  • Although the Telework Enhancement Act requires every Executive agency to establish and implement a policy to authorize employees to telework, it is important to remember that eligibility criterion is established at the agency level based on mission and operational needs. Also, even though eligibility is established at the agency level subject to the requirements of the Act and collective bargaining agreements, the final decision is still subject to manager approval. So to obtain that approval to telework you may want to follow the following steps:
    • Familiarize yourself with your agency’s telework policies and procedures.
    • Schedule a meeting with your manager to show you are serious about teleworking.  
    • Make the request.  Remember an employee may request a telework arrangement either verbally or in writing.  However, by submitting a written application along with a written proposal can serve as a guide and an organizational tool for your discussion with your manager.
    Think like a manager, in particular, your manager:
    • Focus on the nuts and bolts of your telework arrangement, such as how things will be done or how communication will occur.
    • In some cases it may be better to explain how it will benefit the agency/organization more than how it will benefit you.
    • Focus on telework’s positive effects on your work responsibilities.
    • Be flexible about your proposed telework arrangement.
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  • OPM provides a list of agency telework coordinators.  If you are still unsuccessful or you are trying to find your TMO, please contact your agency HR Department.
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  • No.  Both a performance rating and a rating of record involve the evaluation of an employee's performance against all the elements and standards in the performance plan.  At any time during the appraisal period, a manager can make the determination that an employee's performance is unacceptable on one or more critical elements.  This determination is sufficient to begin the process that could lead to a performance-based action if the employee's performance fails to improve to an acceptable level.
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  • For information about your agency’s telework policy you should first start with your agency telework coordinator.  If you are still unsuccessful, please contact your agency HR Department.
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  • Sometimes there may be instances in which both the employee and manager have made a good faith effort to make a telework arrangement work without success.  Both the teleworker and the supervisor should understand that if telework does not work out for an individual, it does not in any way reflect on that individual's ability to perform his/her job.  Your telework agreement should include a clause stating either the manager or the employee may terminate the telework agreement for operational or performance issues.  For more information about your agency’s policy for terminating telework agreements, please consult your agency telework policy or agency telework coordinator.
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  • Each individual agency has its own policies and procedures that determine how its employees may apply for a telework arrangement.   In general, most employees submit their telework application to their immediate supervisor.  For additional information, please refer to your agency telework policy, contact your agency telework coordinator, or visit your agency HR Department.
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  • The answer depends upon the intended use of the checklist.  If the checklist is used solely for program purposes, such as acquainting the teleworker with workplace safety, then the agency may require employees to sign such a checklist to participate in telework.  However, if the checklist is intended to have legal standing for safety and/or liability purposes, then the answer is no. For more information, please refer to GSA's Guidelines for Alternative Workplace Arrangements.  For more information about your agency equipment policy for telework, please consult your agency telework policy or telework coordinator.
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  • It depends on the provisions the agency chooses to use in taking the performance-based action. If the agency uses the appraisal provisions, an opportunity period must be provided. If the agency uses the adverse action provisions, there is no specific requirement for an opportunity period.
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Total Count: 68, Number of Pages: 5, Page: 5