General

Many employees will face challenges in transitioning to the post-reentry workplace, and agencies are encouraged to work with employees to address specific circumstances to assist them in returning to a post-reentry footing. For many employees, returning to the office on a regular basis will require a substantial transition in their day-to-day lives.

If necessary, agencies may direct employees to return to the official worksite consistent with Executive Branch policy regarding return to the workplace and agency COVID-19 workplace safety plans established pursuant to Executive Order 13991. If an employee fails to report for duty without an administratively acceptable reason for his or her absence, the employee could be considered absent without leave (AWOL) and may be subject to disciplinary action, up to and including removal from Federal service. Supervisors should consult with agency human resources office and agency legal counsel, as appropriate, to determine appropriate actions if this occurs. Agencies are strongly encouraged to consider all facts and circumstances in each case. Agencies should determine if other options are appropriate, such as allowing employees to continue telework, on a temporary basis, or request personal leave (e.g., annual leave, sick leave if applicable, or leave without pay).

Agencies should also encourage use of their Employee Assistance Program (EAP) as a resource for employees as well as supervisors and managers. EAP can provide guidance about stress management, dependent care referrals, and other topics that may help employees and supervisors address concerns related to returning to the official worksite. Supervisors are encouraged to consult with their human resources office to discuss any issues related to employees returning to the workplace.