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Telework FAQs

Employees

  • No.  Telework is not a universal employee benefit or an employee right.  Federal law requires agencies to establish telework programs but does not give individual employees a legal right to telework.
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  • Yes.   A manager’s decision to deny a request to telework should be based on sound business management principles and not for personal reasons.  As a general rule, a manager’s denial of a telework request should follow some basic principles:
    • Be in writing
    • Provide an explanation 
    • Be timely
    • Follow agency policies and procedures for denial/termination of telework requests
    • Include any appeals/grievance procedures available to the employee
     
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  • The answer depends.  Agency telework policies establish the basic guidelines for telework eligibility and the application process.  Within this framework, managers and supervisors generally have discretion to implement telework to fit the business needs of their organizations. Some agencies may impose additional eligibility standards around tenure that may limit when an employee is eligible to participate in telework.  For more information, please refer to your agency telework policy, contact your agency telework coordinator, or visit your agency HR Department.
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  • There is no current prohibition in Federal law or regulation that says an employee who engages in telework is not eligible to participate in an alternative work schedule.  Agency telework policies establish the basic guidelines for telework eligibility.  Within this framework, managers and supervisors generally have the discretion to implement telework to fit the business needs of the organization.  For more information, please refer to your agency telework policy, contact your agency telework coordinator,or visit your agency HR Department.
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  • Agency telework policies establish the basic guidelines for telework eligibility and the application process. Within this framework, managers and supervisors generally have discretion to implement telework to fit the business needs of their organizations. You can work with your telework coordinator to fully understand the relevant policies and procedures. If you are eligible by the terms of the policy and have followed proper procedures, your telework coordinator can help you write a business-based proposal to submit to your manager.
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  • Federal hiring authority and decisions are made at the individual agency level.  The Governmentwide office for the Federal telework program does not maintain information about Federal job opportunities or a listing of Federal positions that are eligible for telework.  As required by the Telework Enhancement Act, each Federal agency establishes its own telework program authorizing employees to telework, including determinations about eligibility.   For more information about Federal job opportunities please visit the USAJOBS website.
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  • Agencies should allow pre-decisional involvement to the fullest extent practicable as provided in Executive Order 13522 and satisfy collective bargaining obligations by working with labor when developing their telework policies and agreements.
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  • Yes.  Denials should be based on the requirements of the Telework Enhancement Act, individual agency telework policies, applicable collective bargaining agreements, and the business and operational needs of the organization.  Remember, telework is not an employee right or entitlement.  Although the intent of the Act is to promote the use of telework, agencies have the flexibility to determine participation based on the specific needs of the organization.  Decisions to deny a request to telework should be based on sound business management principles and not for personal reasons. Also, as a general rule, a manager’s denial of a telework request should follow some basic principles:
    • Be in writing
    • Provide an explanation
    • Be timely
    • Follow agency policies and procedures for denial/termination of telework requests
    • Include any appeals/grievance procedures available to the employee
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  • Yes, the Telework Enhancement Act requires every employee who participates in telework to have a written agreement, regardless of the type of telework.
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  • The answer will depend largely on the requirements of your individual agency, the agency telework policy, and your manager.  The telework agreement should specify what equipment and/or expenses will be covered by the agency, employee, or shared.  Many employees find the opportunity to telework is so worthwhile they will choose to use their own personal equipment when equipment is not available from their office.  Many agencies also have computers that people can take home.
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  • It is the employee's responsibility to maintain a clean, safe and productive home office environment.  Depending on the requirements of the agency telework policy, a manager may ask the employee to complete a safety checklist self-certifying the home office is free from hazards.  The checklist generally provides a description of the agreed upon alternative worksite or designated work area, a self-certifying assessment of its overall safety, and if signed, assumes compliance. Government employees causing or suffering work-related injuries and/or damages at the alternative worksite are covered by the Military Personnel and Civilian Employees Claims Act, the Federal Tort Claims Act, or the Federal Employees’ Compensation Act (workers’ compensation), as appropriate.  Managers should immediately investigate any reports of accidents or injuries on the job.
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  • For the most recent telework data, visit Telework.gov's Annual Reports to Congress page and view the latest report.
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  • In conjunction with the requirements of the agency telework policy, the manager normally decides when and how often a teleworker is away from the office. Most teleworkers are not away from the office more than one or two days a week. And again, communication does not stop when the employee is teleworking.  Instead, some of the face-to-face communication is replaced with the phone, email, videoconferencing and instant messaging.
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  • To obtain a copy of your agency telework policy, first go to your agency’s intranet.  If you are unsuccessful, please contact your agency telework coordinator or TMO or visit your agency HR Department.
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  • Yes, the Telework Enhancement Act requires every employee who participates in telework to have a written agreement, regardless of the type of telework.
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Total Count: 67, Number of Pages: 5, Page: 2