A. The OPM annual telework survey asks agencies to identify the numbers of employees "offered the opportunity to telework." Congressman Frank Wolf (R, VA) has stated, "Simply put, agencies must specifically identify positions which would be appropriate for teleworking one day each week and offer those employees the option of participating in such an arrangement."^* This means that supervisors should extend the option of teleworking to all employees they determine are eligible, using the established agency criteria. The burden should not be on the employee to locate agency telework policies and approach the supervisor with a request. Instead, supervisors might discuss agency telework policy at a staff meeting and invite staff members to discuss the telework opportunity, one-on-one, or the agency might notify employees periodically by email or other means.

A. They can be found at www.telework.gov, a comprehensive telework information site operated jointly by OPM and the General Services Administration (GSA).

A. We are currently in the process of developing an on-line telework training module for supervisors and employees, and this training will be available to everyone free of charge.

A. Each Federal agency sets up its own approval process, but generally the immediate supervisor must agree to a specific employee's request.

A. Agencies are strongly encouraged to develop their telework programs in partnership with their unions and other stakeholders. Telework affects conditions of employment and agencies must consult and negotiate with unions, as appropriate, regarding telework programs.

A. Employees are not entitled to telework, and cannot be forced to telework. Subject to any applicable union agreement, management decides whether the employee can work off-site, depending on the nature of the position and the characteristics of the employee. Management has the right to end an employee's use of the telework option if, for example, the employee's performance declines or if the arrangement no longer meets the organization's needs. Management may create positions that are to be filled solely by people not working in an office site, such as an investigator.

A. Employees who telework from home or from an alternative workplace are an invaluable resource during a time of emergency. Therefore, agencies may wish to modify their current policies concerning emergency situations to require telework employees to continue to work at their alternative worksites when the agency is closed. Teleworkers can be required to work during emergency closures even if that day is not a regular telework day or a day with specific approval for situational/episodic telework. If an agency chooses to require an employee to telework during emergency closures either on his or her regular telework day, or on any day when the agency is closed by an emergency, the agency should include this requirement as part of the employee’s written telework agreement. On a case-by-case basis, an agency may excuse a telework employee from duty during an emergency if the emergency adversely affects the telework site, if the teleworker is unable to access the alternative telework site (telework center), if the teleworker faces a personal hardship (e.g. child care issues, the inability of telework center teleworkers to get to the centers, etc.) that prevent him or her from working successfully, or if the teleworker's duties are such that he or she cannot continue to work without contact with the regular worksite. Agency management officials are reminded that they should consult with their employees’ unions before implementing new, or revised, telework policies.

A. Telework can provide valuable assistance with dependent care. Time saved commuting to work can be spent with family members. For example, a parent may need fewer hours of after school care for a school age child, or an adult child may have time to take an aging parent to the doctor. However, dependent care arrangements will not typically change completely because of telework, since employees should not generally be engaged in care giving activities while working. For example, children previously in a child care center during the work day should remain in the center. However, a teen-ager or elderly dependent might be at home while the employee teleworks if those dependents are independently pursuing their own activities.

A. The opposite is more often the case, partly because the employee working at home has fewer interruptions and distractions, and partly because the individual has a strong incentive to demonstrate the value of working at home.

A. Managers can measure what the employee produces by examining the product or results of the employee's efforts. It is also helpful to use project schedules, key milestones, regular status reports, and team reviews. Supervisors may call employees who are working at home.

A. Yes. In fact, telework schedules should be sufficiently flexible to permit periodic work schedule adjustments. Initial teleworking schedules may require trial and error adjustments to determine the optimal schedule that meets the needs of the employee and the organization.

A. Certain guidelines must be established to minimize any adverse impact on other staff members before employees begin to work at alternative worksites. The overall interests of the office must take precedence over working at alternative sites. A supervisor may require an employee to work at the main worksite on a day scheduled for an alternative worksite if the needs of the office so require. Telework should not put a burden on staff remaining in the office. An equitable distribution of workload should be maintained, and methods should be instituted to ensure that main office employees are not saddled with a teleworker's responsibilities.

A. The needed equipment and who will provide it will vary by situation. Many Federal agencies provide equipment (e.g., laptops, second phone lines, etc.) at home-based worksites. Each agency must establish its own policies on the provision and installation of equipment.

A. While technology can be very helpful to most teleworkers, a telephone may suffice for many.

A. Generally, the Government will be responsible for the service and maintenance of Government-owned equipment. Teleworkers who use their own equipment are responsible for its service and maintenance.

A. Work-at-home arrangements may increase an employee's home utility costs. Balanced against these increases are potential savings to the employee resulting from reduced commuting, childcare (during the period the employee would otherwise be commuting to and from work), meals, and clothing expenses. Potential costs and savings to the employee and the Government cannot be viewed in isolation from each other. An agency may not use appropriated funds to pay for items of personal expenses unless there is specific statutory authority.

A. An employee may be reimbursed for business-related long distance phone calls made on his or her personal phone. GSA regulations (41 CFR 101.7) provide for reimbursement on SF 1164 for telephone calls approved by the supervisor. Agencies may also provide employees with Government telephone credit cards.

A. Government employees suffering work-related injuries and/or damages at the alternative worksite are covered under the Military Personnel and Civilian Employees Claims Act, the Federal Tort Claims Act, or the Federal Employees' Compensation Act (workers' compensation).