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Certain location-based pay entitlements (such as locality payments, special rate supplements, and nonforeign area cost-of-living allowances) are based on the location of the employee's official worksite associated with the employee's position of record. The official worksite generally is the location where the employee regularly performs his or her duties. If the employee's work involves recurring travel or the employee's work location varies on a recurring basis, the official worksite is the location where the work activities of the employee's position of record are based, as determined by the employing agency, subject to the requirement that the official worksite must be in a locality pay area in which the employee regularly performs work. An agency must document an employee's official worksite on the employee's Notification of Personnel Action (Standard Form 50 or equivalent). (See "Duty Station" blocks 38 and 39 of the Standard Form 50 showing the city/county and state in which the official worksite is located.)
An employee's work location may change on a temporary basis. Such a change may or may not affect the employee's official worksite, as explained in the following paragraphs:
An agency must determine and designate the official worksite for an employee covered by a telework agreement on a case-by-case basis using the following criteria:
In certain temporary situations, an agency may designate the location of the regular worksite as the official worksite of an employee who teleworks on a regular basis at an alternative worksite, even though the employee is not able to report at least twice each biweekly pay period on a regular and recurring basis to the regular worksite. The intent of this exception is to address certain situations where the employee is retaining a residence in the commuting area for the regular worksite but is temporarily unable to report to the regular worksite for reasons beyond the employee's control. The fact that an employee may receive lesser pay or benefits if the official worksite is changed to the telework location is not a basis or justification for using this temporary exception. A key consideration is the need to preserve equity between the telework employee and non-telework employees who are working in the same area as the telework location. Also, the temporary exception should generally be used only in cases where (1) the employee is expected to stop teleworking and return to work at the regular worksite in the near future, or (2) the employee is expected to continue teleworking but will be able to report to the regular worksite at least twice each biweekly pay period on a regular and recurring basis in the near future. Examples of appropriate temporary situations include:
An exception is not appropriate in all time-limited situations. For example, assuming there are no additional circumstances such as those described above that would make an exception appropriate, an agency should designate the employee's telework site as the official worksite in situations such as the following:
The location of an employee's official worksite may affect other benefits. Information on an employee's travel, transportation, and relocation benefits and entitlements based on his or her "official duty station" (as defined by the General Services Administration (GSA)) may be obtained from at GSA's website. Information on an employee's entitlements to overseas allowances and benefits may be obtained from the Department of State's website.
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