The following personnel issues should be addressed when implementing a plan.

Official Duty Station. It is recommended that agencies designate the teleworker's main office as the official duty station for such purposes as special salary rates, locality pay adjustments, and travel. This is likely to be the simplest and most economical approach; however, agencies may make their own determinations.

Hours of Duty. The existing rules on hours of duty apply to telework employees. Management determines the employee's work schedule consistent with the requirements of the work group and provisions of applicable bargaining agreements. Agencies may approve alternative work schedules for telework employees.

Pay and Leave. Existing rules on pay and leave administration apply to telework employees. Special provisions on overtime pay and night pay for employees on alternative work schedules may make it easier for telework employees to work at the times they are most productive.

Overtime. The existing rules on overtime under title 5, United States Code, and the Fair Labor Standards Act (FLSA) apply to telework employees. Supervisors should make sure that telework employees work overtime only with advance approval.

Certification and Control of Time and Attendance. Supervisors must report time and attendance to ensure that telework employees are paid for work performed and that absences from scheduled tours of duty are accounted for. The General Accounting Office (GAO) requires agencies with employees working at remote sites to provide reasonable assurance that the employees are working when scheduled, for example, by determining the reasonableness of the work output for the time spent or by having the supervisor make occasional telephone calls or visits during the employee's scheduled work time. (See title 6 of GAO's Policy and Procedures Manual for the Guidance to Federal Agencies.)

Position Descriptions and Performance Standards. Telework will seldom require major changes in position descriptions but may affect factors such as supervisory controls or work environment. Performance standards for telework employees should be results-oriented and should describe the quantity and quality of expected work products and the method of evaluation. Generally, supervisors will use the same measures for telework employees and employees who perform similar tasks in the regular office.

Home Inspections. Agencies should make sure that the telework employee's worksite meets acceptable standards. One option is to have employees complete a self-certification safety inspection form. Onsite inspections, with adequate notice to the employee, are another option.

Workers' Compensation. Telework employees are covered by the Federal Employees Compensation Act (FECA) and may qualify for payment for on-the-job injury or occupational illness.

Group Dismissal. Regarding 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 can excuse a telecommuting employee from work when the office closes for an emergency (e.g., a snow closing day). However, agencies have the authority to designate employees who telework from an alternative work site as "emergency employees." The latest guidance provided by OPM is as follows:

• When "Federal agencies are CLOSED," "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.