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Telework FAQs

Managers

  • The Governmentwide Telework Office is not qualified to provide tax advice on the question of whether a telework arrangement qualifies for a Federal tax deduction.  For more specific information about the tax implications of telework, please consult with a qualified tax preparer.
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  • Yes, OPM offers a Governmentwide telework training program for employees on our website, www.telework.gov.  Additionally, individual agencies have the option of offering their own on-line or classroom based telework training tailored to their organizations.
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  • Yes. There does not appear to be any language in the Act that would lead us to revise our understanding that telework is a voluntary flexibility. In other words, an agency may not compel an employee to telework, even if the duties of the position make that employee "telework eligible." However, although entering into a telework arrangement is voluntary, once the employee is under such an arrangement, he/she may be required to telework outside of his/ her normal telework schedule in the case of a temporary emergency situation if that understanding has been clearly communicated by the agency to the teleworking employee in the written telework agreement.  Also, it is important to remember that the intent of the Act is to promote the use of telework and agencies should make every effort to encourage employees and managers accordingly.
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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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  • Each Federal agency sets up its own approval process, but generally the immediate supervisor must formally agree to a specific employee's request. Prior to beginning telework, the employee and manager must successfully complete an interactive telework training program and enter into a written agreement.  Contact your telework coordinator or Telework Managing Officer for details about your own agency’s process.
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  • Yes. For specific information about what expenses are reimbursable under your agency telework policy please refer to your agency telework policy, contact your agency telework coordinator, or visit your agency HR Department.   Also, the General Services Administration (GSA) provides guidelines for implementing and operating telework and other alternative workplace programs through the efficient and effective use of information technology and telecommunication.  Additionally, GSA provides basic recommendations for the equipment and support that an agency may provide teleworkers.  You can get more information at GSA 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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  • No.  The statute requires that each employee be appraised against his or her performance standard(s).  It does not allow for appraising an employee by "presuming" that an employee is meeting performance standards.  For the same reason, the process for appraising employees described by the regulations does not provide for any "assumed" levels of performance.
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  • Most agency telework policies and many collective bargaining agreements will include procedures for establishing telework agreements, obtaining equipment, and related matters.  Managers should familiarize themselves and their employees with their agency’s telework policy and applicable collective bargaining agreements to ensure compliance.
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  • 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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  • The ideal teleworker is self-motivated, well organized, a problem-solver, and someone who can work independently with minimal supervision. Successful teleworkers have a high degree of job skill and knowledge, and strong time management skills. Teleworkers like working at home or away from the office for at least part of the week and do not mind working alone. Teleworking is not ideal or desirable for every employee.
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  • No.  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.
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  • Not necessarily. The Act states the head of the agency may provide for an exemption from the training requirements "if the head of the agency determines that the training would be unnecessary because the employee is already teleworking under a work arrangement in effect before the date of enactment." The bottom line is that employees who have already been teleworking may be exempted from this training requirement; however, the decision to waive this training requirement must be made by the agency head and implemented in the manner that is normally done in your agency.
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  • No. An employee's "eligibility" for telework does not automatically confer the right or the obligation for an employee to "participate" in telework. Agencies have discretion to make their own eligibility and participation determinations for employees subject to operational needs while considering the specific requirements of the Act. The fact that an employee may be deemed "eligible" does not mean that the employee can be compelled to "participate" because telework is a voluntary workplace flexibility. In other words, an agency may not compel an employee to telework, even if the duties of the position make that employee "telework eligible." Keep in mind that although entering into a telework arrangement is voluntary, once the employee is under such an arrangement, he/she may be required to telework outside of his/her normal telework schedule in the case of a temporary emergency situation if that understanding has been clearly communicated by the agency to the teleworking employee in the written telework agreement.
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  • The telework agreement provides the framework for the discussion that needs to take place between the manager and the employee about expectations.  For all types of telework, this discussion is important to ensure that managers and employees understand one another’s expectations concerning maintaining communication with the office and what will be done to meet contingencies.  If the teleworker is needed, he/she may be asked to come into the office on a scheduled telework day. If the employee is required to come into the office, the telework agreement should outline  the expectation regarding the amount of notice (if any) should be given for reporting to the official worksite, and how  such notice will be provided.  For further information, please consult your agency telework policy.
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  • The certificate is accessed at the completion of the Employee Telework 101 Module 5 – Game. Simply go to the end of Module 5 and you will come to the dialog box that reads:  Certificate of Completion.  You should then be able to fill out your information and print the certificate.  If that does not work, another option is to try this link to print your certificate.
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Total Count: 63, Number of Pages: 5, Page: 3