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Frequently Asked Questions Telework

  • Yes. OPM provides web-based employee training modules, in accordance with the requirements of the Telework Enhancement Act of 2010.   Agencies may offer additional training or require additional training. Check with your agency telework coordinator or Telework Managing Officer to find out about any training your agency may offer.
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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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  • Subject to the limitations specifically described in the Act, the agency eligibility requirements and any applicable collective bargaining agreements, the law applies to all Federal Executive agency employees, regardless of geographic location.  In the definitions section of the Act (Sec. 6501), the law refers to 5 USC 2105 for the meaning of the term "employee." If your agency is considered to be an Executive agency and if all of your employees fall within the definition in 5 USC 2105, the law applies, regardless of the location of any given employee's permanent duty station.
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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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  • The Telework Enhancement Act defines telework or teleworking as a work flexibility arrangement under which an employee performs the duties and responsibilities of such employee's position, and other authorized activities, from an approved worksite other than the location from which the employee would otherwise work.  In practice, telework is a work arrangement that allows an employee to perform work, during any part of regular, paid hours, at an approved alternative worksite (e.g. home or telework center).
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  • The answer depends on the specific language and requirements of the agency telework policy.  The Telework Enhancement Act requires each Federal agency to incorporate telework into its Continuity of Operations Plans (COOP).  To meet the objectives of the Act, many agencies have adopted policies that expand the usage of telework to allow a greater number of their telework-ready employees to be productive during Government closures in response to severe weather, special events and other emergency situations.  Consequently, if the agency telework policy requires telework-ready employees to work during agency closures and that requirement is clearly communicated by the agency to the employee in the written telework agreement, then the employee would be required to work.  The bottom line is employees should follow the guidelines as outlined in their agency telework policy.  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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  • 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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  • 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.  For more information, go to the 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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