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Frequently Asked Questions Telework

Telework Coordinator

  • Agencies have their own policies and procedures that determine how its employees may apply for a telework arrangement.   In general, employees should be prepared to make a business-based proposal to telework, rather than base the request to telework on personal considerations. At the very least, in addition to describing logistics like location and frequency, you should be able to discuss how you will accomplish your work without adverse effect on your organization and/or co-workers. While an employee may request a telework arrangement in writing or verbally (depending on the agency’s policy), the Telework Enhancement Act of 2010 requires that a written telework agreement between the supervisor and employee be in place before he/she can begin to telework.  This agreement outlines the specifics of the telework arrangement (e.g., location of telework, expectations, etc.).  Also, you will be required to successfully complete an interactive telework training program before you will be allowed to telework. Note that the head of the agency has discretion to exempt employees from this training requirement if they have already been participating in telework.
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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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  • Teleworkers should be aware of:
    • Coping with interruptions and distractions — Often friends, neighbors and family members do not realize that a teleworker is working. Although an occasional, brief interruption may be welcome, teleworkers must learn to keep interruptions to a minimum.
    • Working long hours — Teleworkers need to be careful they do not slip into "workaholism." Some personality types have the tendency to work longer hours than usual when they are teleworking because they can focus so well on their work. Teleworkers should give careful consideration to the balance or integration of their work and personal lives to avoid burnout.
    • Exercising self-control — If teleworkers find themselves procrastinating, they should evaluate their work habits and make necessary changes to ensure productivity.
    • Designating space — A designated work area is recommended for teleworking. A separate work space may mean fewer distractions or interruptions and a higher level of discipline and organization.
    • Gaining support — A family's or supervisor's attitude may sometimes be detrimental to a telework arrangement. Teleworkers must work to gain the support and understanding of those around them.
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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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  • The answer will depend largely on the requirements of your individual agency, the agency telework policy, and your manager.  The telework agreement should specify what equipment and/or expenses will be covered by the agency, employee, or shared.  Many employees find the opportunity to telework is so worthwhile they will choose to use their own personal equipment when equipment is not available from their office.  Many agencies also have computers that people can take home.
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  • 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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  • Yes.   A manager’s decision to deny a request to telework should be based on sound business management principles and not for personal reasons.  As a general rule, a manager’s denial of a telework request should follow some basic principles:

    • Be in writing
    • Provide an explanation 
    • Be timely
    • Follow agency policies and procedures for denial/termination of telework requests
    • Include any appeals/grievance procedures available to the employee

     

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  • The answer depends.  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. Some agencies may impose additional eligibility standards around tenure that may limit when an employee is eligible to participate in telework.  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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  • Subject to the agency’s telework policy and operational needs of the organization, there is no restriction on how much flexibility may be allowed to teleworkers in this regard.  Since telework eliminates commute time, it may make sense for the teleworker to begin their work day earlier than they would otherwise.  However, the amount of flexibility will be determined by agency policy, collective bargaining agreements, and the business needs of the organization. 
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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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