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U. S. Office of Personnel ManagementTelework |
Answers to Frequently Asked Questions
Question - What approach should agencies take in determining which positions are appropriate for Telework?
Answer - Agencies should take a proactive approach that seeks to extend Telework to the widest range of employees possible. Agencies should begin with a presumption that all positions are appropriate for Telework.
Question - What approach should managers/supervisors take in determining whether a position is suitable for Telework?
Answer - Managers/supervisors should take a positive analytical approach by focusing their attention on the nature of the work and job characteristics in determining whether a position is suitable for telework. In many cases, 100 percent of a position will not lend itself to telework. However, the focus on discrete job tasks works to identify those tasks that can be performed away from the main office.
Question - Who is responsible for approving an employee's request to Telework?
Answer - Each Federal agency sets up its own approval process, but generally the immediate supervisor must agree to a specific employee's request.
Question - What role do unions play?
Answer - Agencies are strongly encouraged to develop their Telework programs in partnership with their unions and other stakeholders. Telework affects conditions of employment and agencies must consult and negotiate with unions, as appropriate, regarding Telework programs.
Question - Does an employee have a right to Telework? Could an employee be forced to work at home?
Answer - No, to both questions. Subject to any applicable union agreement, management decides whether the employee can work off-site, depending on the nature of the position and the characteristics of the employee. Management has the right to end an employee's use of the Telework option if, for example, the employee's performance declines or if the arrangement no longer meets the organization's needs.
Question - Can Telework help an employee with child or other dependent care needs?
Answer - Telework can provide valuable assistance with dependent care. Time saved commuting to work can be spent with family members. For example, a parent may need less after school care for a school age child, or an adult child may have time to take an aging parent to the doctor. However, employees should not be caring for children when they are working at home.
Question - Won't the employee's work suffer without direct, onsite supervision?
Answer - The opposite is more often the case, partly because the employee working at home has fewer interruptions and distractions and partly because the individual has a strong incentive to demonstrate the value of working at home.
Question - How can the supervisor monitor work performance when the employee is not physically present?
Answer - Managers can measure what the employee produces by examining the product or results of the employee's efforts. It is also helpful to use project schedules, key milestones, regular status reports, and team reviews. Supervisors may call employees who are working at home.
Question - Can teleworkers follow an alternative work schedule?
Answer - Yes. In fact, Telework work schedules should be sufficiently flexible to permit periodic work schedule adjustments. Initial Telework schedules may require trial and error adjustments to determine the optimal schedule to meet the needs of the employee and the organization.
Question - What about the impact on the office when some employees are working at an alternative worksite?
Answer - Certain guidelines must be established to minimize adverse impact on other staff members before employees begin to work at alternative worksites. The overall interests of the office must take precedence over working at alternative sites. A supervisor may require an employee to work at the main worksite on a day scheduled for an alternative worksite if the needs of the office so require. Telework should not put a burden on staff remaining in the office. An equitable distribution of work load should be maintained, and methods should be instituted to ensure that main office employees are not saddled with the Teleworker's responsibilities.
Question - What equipment will the employee need at the home based worksite and who will provide it?
Answer - The needed equipment and who will provide it will vary by situation. Generally speaking, organizations are not required to provide equipment at home based worksites. Each agency must establish its own policies on the provision and installation of equipment.
Question - Do all teleworkers work with high-tech equipment?
Answer - No. While technology can be very helpful to most teleworkers, a simple telephone may suffice for many.
Question - Who is responsible for maintaining and servicing Government or privately owned equipment used at the alternative worksite?
Answer - Generally, the Government will be responsible for the service and maintenance of Government-owned equipment. teleworkers using their own equipment are responsible for its service and maintenance.
Question - Who pays for any increase in home utility expenses incurred by employees as a result of Telework?
Answer - Work-at-home arrangements may increase an employee's home utility costs. Balanced against these increases are potential savings to the employee resulting from reduced commuting, child care (during the period the employee would otherwise be commuting to and from work), meals, and clothing expenses. Potential cost and savings to the employee and the Government cannot be viewed in isolation from each other. An agency may not use appropriated funds to pay for items of personal expenses unless there is specific statutory authority.
Question - Are business phone calls made from the home reimbursable?
Answer - An employee may be reimbursed for business related long distance phone calls over the employee's personal phone. GSA regulations (41 CFR 101.7) provide for reimbursement on SF 1164 for telephone calls approved by the supervisor. Agencies may also provide employees with Government telephone credit cards.
Question - Who is liable for work related injuries and/or damages at the alternative worksite?
Answer - The Federal Government. Government employees suffering from 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).