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An official website of the United States Government.

Frequently Asked Questions Telework

  • Yes.  There is no Governmentwide restriction on teleworkers following alternative work schedules. However, individual agency policies may restrict the combination of telework and other flexibilities, so managers and employees should discuss this issue with their telework coordinator or Telework Managing Officer.
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  • Effective performance management is the same whether or not an employee teleworks. Managers should measure employee performance by results, not physical presence. Go to www.opm.gov/perform for guidelines on good performance management techniques.
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  •  Yes.  In fact, best practices in telework support this.  Managers and supervisors are encouraged to promote a positive telework culture in their agencies by modeling participation in the telework program.  As with any position, whether or not telework is feasible – and what kind of telework (how frequent, how regular, etc.) is most appropriate – is dependent on the business needs of the organization.  See your agency telework policy for details and any restrictions.
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  • For the most recent telework data, visit the Annual Reports to Congress page and view the latest report.
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  • 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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  • Equipment and who will provide it will vary by situation. Many Federal agencies provide equipment (e.g., laptops, second phone lines, etc.) at home-based worksites. Each agency must establish its own policies on the provision and installation of equipment. GSA's FMR bulletins provide some additional guidance for equipping home-based offices.  
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  • No. Subject to agency telework policies, procedures, and any applicable collective bargaining agreements, management decides whether or not an employee may be permitted to telework.  A decision will depend on several factors such as whether or not the duties of the position are suitable for telework, or limitations based on certain types of disciplinary action as defined in the Telework Enhancement Act of 2010.   In addition, management has the right to review and end an employee's telework arrangement if it is no longer viable for business-based reasons, for example, if the employee's performance declines or fails to comply with the terms of the written agreement between the agency manager and the teleworking employee.
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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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  • Government employees who suffer work-related injuries and/or damages at the alternative worksite are covered under the Military Personnel and Civilian Employees Claims Act, the Federal Tort Claims Act, or the Federal Employees' Compensation Act (workers' compensation).
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  • Individual agencies may have a structured appeals process for telework applications.  Speak with your agency telework coordinator, Telework Managing Officer, or with employee relations staff in Human Resources for details.
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