SLIDE 5
When Do Telecommuters Work?
Typically, one or more days a week
Schedule set by supervisor according to office needs and any union agreement.
KEY POINTS
The existing rules on hours of duty apply to telecommuting employees.
Telecommuting employees usually spend part of their workweek in the regular office to improve communication, minimize isolation, and use facilities not readily available offsite.
Managers determine work schedules -- including alternative work schedules as appropriate -- consistent with the needs of the office and any applicable collective bargaining agreement.
Regading situations that prevent significant numbers of employees in the Washington, DC, area from reporting for work on time or which require agencies to close all or part of their activities, an agency should excuse a telecommuting employee from work when the office closes for an emergency (e.g., a snow closing day). The latest guidance provided by OPM is as follows:
When "Federal agencies are CLOSED," employees not designated as "emergency employees" (including telecommuting employees at an alternative work site) are excused from duty without loss of pay or charge to leave. "Emergency employees" are expected to report for work on time.
These procedures apply to employees (including employees telecommuting from an alternative worksite) in all executive agencies located inside the Washington Capital Beltway. These procedures do not apply to employees of the U.S. Postal Service, the government of the District of Columbia, or private sector entities, including contractors. Facilities outside the Beltway may prefer to develop their own plans, since they are subject to different emergency and traffic conditions than those inside the Beltway. In unusual situations, however, the Office of Personnel Management (OPM) may issue guidelines affecting facilities outside the Beltway, as well.
FORMAT SUGGESTIONS
It is very important that a manager establishes and clearly communicates the work schedule to the employee who telecommutes. Ask the audience why they think this is so important. Some reasons are:
It is necessary for effectively coordinating assignments and ensuring staff coverage.
It is necessary for delineation of liability resulting from personal injury or loss of property. (Employees are covered for work-related injuries and/or damages occurring at alternative worksites -- just as they are at the regular office. A key factor in assessing liability is determining if the injury or loss occurred during duty hours.)
It is important to clients, co-workers, and telecommuting employees for conducting business -- no one wants to interrupt a telecommuter during non-duty hours and telecommuter doesn't want to be interrupted either.
It is important to communicate a telecommuter's duty hours to all staff, so that those in the regular office feel assured that the telecommuter is expected to work and not just getting time off.
Telecommuters should come to the office at regular intervals when possible. Ask the audience why they think this is a good practice. Some reasons are:
It facilitates the scheduling of meetings
It eases the receipt of mail and the delivery of work products.
It alleviates the isolation of working alone.
It helps telecommuters find out more about what is going on at the office -- all the things that don't get communicated over the telephone or email, or are more easily interpreted from body language.
It reminds supervisors that telecommuters are available for prime work assignments, promotions, and awards.
It shows staff that telecommuters are contributing to the office.
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Updated June 18, 2001