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Frequently Asked Questions Telework

  • 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, 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 key difference between the telework relationship and the in-office relationship is your manager cannot see what you are doing when you are working at home.  It all comes down to trust.  You can take a number of simple steps to earn your manager’s trust by:
    • Doing your best work
    • Completing work assignments on time
    • Pitching in to help when needed (it is important to continue to be a team player even when teleworking)
    • Volunteering for projects
    • Working independently without the need for close supervision
    • Keeping your supervisor and co-workers informed about what you are working on and what you have accomplished
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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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  • 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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  • 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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  • 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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  • 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 Telework Enhancement Act of 2010 (Act) requires that each Executive agency designate a Telework Managing Officer (TMO). Before the law was passed, most agencies fulfilled the day-to-day operational aspects of telework through a telework coordinator (with telework coordinators at the subagency level). The telework coordinator served as the key contact for policy and program questions. Many coordinators, however, had telework as a collateral responsibility without much authority or contact with senior leaders. The Act requires the TMO to assume these duties as the main agency official on telework matters. The TMO is a senior official of the agency, established within the office of the Chief Human Capital Officer (CHCO), or its equivalent, and who has direct access to the head of the agency. Note that he or she does not need to be the CHCO. The important thing is that the position be given direct access to the head of the agency. We believe it is the intent of this legislation that the TMO be a strategic thinker and planner who will help the agency incorporate telework in a way that makes good business sense. The TMO is responsible for policy development and implementation related to telework programs; serves as an advisor to agency leadership; and is the primary point of contact with OPM on telework matters. In addition to making telework an integral way of doing business in the agency, the TMO will be responsible for helping with the development of goals and metrics in order to evaluate the effectiveness of the program. In designating a TMO, agencies should look for the same leadership competencies and high standards they would consider in selecting for any leadership position.
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  • According to the law, among other responsibilities, the TMO "shall be devoted to policy development and implementation related to agency telework programs" and is to "serve as an advisor for agency leadership, including the Chief Human Capital Officer" and is to be "a resource for managers and employees." Since the intent of the Act is to encourage the maximum use of telework by Federal employees, given the duties described in the law, it would be appropriate for the TMO to advise agency management and leadership about the feasibility of denying telework participation to employees in an office. Of course, situations will vary and the TMO will need to take into account all of the facts that went into such a decision as well as potential opportunities for a synergistic approach to telework given the circumstances.
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