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Frequently Asked Questions Telework

Employee

  • There is no current prohibition in Federal law or regulation that says an employee who engages in telework is not eligible to participate in an alternative work schedule.  Agency telework policies establish the basic guidelines for telework eligibility.  Within this framework, managers and supervisors generally have the discretion to implement telework to fit the business needs of the organization.  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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  • For the most recent telework data, visit Telework.gov's Annual Reports to Congress page and view the latest report.
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  • No.  Telework is not a universal employee benefit or an employee right.  Federal law requires agencies to establish telework programs but does not give individual employees a legal right to telework.
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  • 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.

    Government employees causing or suffering work-related injuries and/or damages at the alternative worksite are covered by the Military Personnel and Civilian Employees Claims Act, the Federal Tort Claims Act, or the Federal Employees’ Compensation Act (workers’ compensation), as appropriate.  Managers should immediately investigate any reports of accidents or injuries on the job.
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  • Yes. There does not appear to be any language in the Act that would lead us to revise our understanding that telework is a voluntary flexibility. In other words, an agency may not compel an employee to telework, even if the duties of the position make that employee "telework eligible." However, although entering into a telework arrangement is voluntary, once the employee is under such an arrangement, he/she may be required to telework outside of his/ her normal telework schedule in the case of a temporary emergency situation if that understanding has been clearly communicated by the agency to the teleworking employee in the written telework agreement.  Also, it is important to remember that the intent of the Act is to promote the use of telework and agencies should make every effort to encourage employees and managers accordingly.
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  • Each Federal agency sets up its own approval process, but generally the immediate supervisor must formally agree to a specific employee's request. Prior to beginning telework, the employee and manager must successfully complete an interactive telework training program and enter into a written agreement.  Contact your telework coordinator or Telework Managing Officer for details about your own agency’s process.
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  • The key difference between the telework relationship and the in-office relationship is your manager cannot see what you are doing when you are working at home.  It all comes down to trust.  You can take a number of simple steps to earn your manager’s trust by:
    • Doing your best work
    • Completing work assignments on time
    • Pitching in to help when needed (it is important to continue to be a team player even when teleworking)
    • Volunteering for projects
    • Working independently without the need for close supervision
    • Keeping your supervisor and co-workers informed about what you are working on and what you have accomplished
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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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  • Federal hiring authority and decisions are made at the individual agency level.  The Governmentwide office for the Federal telework program does not maintain information about Federal job opportunities or a listing of Federal positions that are eligible for telework.  As required by the Telework Enhancement Act, each Federal agency establishes its own telework program authorizing employees to telework, including determinations about eligibility.  

    For more information about Federal job opportunities please visit the USAJOBS website.
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  • No.  The language of the Telework Enhancement Act does not contain language that would lead us to revise our understanding that telework is a voluntary flexibility.  In other words, an agency may not compel an employee to telework even if the duties of the position make that employee “telework eligible.”  However, although entering into a telework arrangement is voluntary, once the employee is under such an arrangement, he/she may be required to telework outside of his/her normal work schedule in the case of a temporary emergency situation if that understanding has been clearly communicated by the agency to the teleworking employee in the written telework agreement.  Also, it is important to remember the intent of the Act is to promote the use of telework so agencies and managers should make every effort to encourage employees and managers to telework as appropriate.
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