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Frequently Asked Questions Telework

  • The Telework Enhancement Act is silent on the question of whether an employee is automatically entitled to substitute his/her telework day if it falls on a Federal holiday.  Ultimately the agency’s telework policy and telework agreement should provide the framework for the discussion that needs to take place between the manager and the employee about expectations, including whether the agency’s telework policy allows for a substitution of the telework day if it falls on a holiday.  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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  • Some supervisors express concern that when their employees are teleworking, they will not be able to monitor that employee's work effort.  But when approached correctly, supervisors discover they are better able to monitor the work by shifting the focus from how much work the employee looks like he/she is accomplishing to how much he/she actually is accomplishing.  By focusing on the work product instead of the work activity, many supervisors find they are better able to communicate clear expectations to their employees.  The resulting agreement on job expectations often leads to increases in employee productivity and job satisfaction.
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  • The provisions of the Telework Enhancement Act only pertain to Federal civilian employees as defined by 5 USC 2105.  However, there is no Federal statute or regulation that specifically prohibits Federal contractors from teleworking.  Generally, the decision to allow a contractor to telework would be made by the contractor’s supervisor and/or in conjunction with the contracting agency/office.
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  • Generally, decisions regarding what equipment will be provided for teleworkers are made by the agency and individual manager consistent with the agency’s telework policy and applicable collective bargaining agreements.  We encourage managers to familiarize themselves with these guidelines and also their agency’s policy on equipment.  Within those constraints, the challenge is often finding the right balance between budget, security and effectiveness.  Factors to consider include technology needs based on the work of the employee, agency security requirements, and budget constraints.   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 find more information in 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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  • There is no current prohibition in Federal law or regulation that says managers and supervisors cannot telework.  Managers and supervisors must be committed to using telework to the fullest extent possible within their organizations if Federal telework programs are to succeed.  Experience is the only way to enable managers and employees to work through any technology, equipment, communications, workflow, and associated issues that may inhibit the transparency of telework.  Also, individuals expected or anticipated to telework during an emergency situation, including managers and supervisors, should be encouraged to telework with some frequency under non-emergency situations.  Managers and supervisors should make it a point to regularly participate in telework in order to lead by example and be comfortable with the dynamics of managing in a telework environment.
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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. 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.  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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  • 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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  • 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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