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226 FW
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Supersedes 226 FW 4, FWM 191, Date: Series: Personnel Part 226: Attendance and Leave |
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4.1 What is the purpose of this chapter? This chapter supplements the Department of the Interior’s Telework Policy, Personnel Bulletin Number 05-02, and provides guidance on the Service’s telework program.
4.2 What are the objectives of the Service’s telework program? The objectives of our telework program are to:
A. Improve quality of life for employees,
B. Enhance the recruitment and retention of employees,
C. Employ and accommodate individuals with disabilities, including employees who have temporary or continuing health conditions or who may otherwise have to retire on disability,
D. Reduce traffic congestion and preserve the environment,
E. Support Continuity of Operations plans, and
F. Reduce Federal operating costs associated with office space and transportation.
4.3 What is the Service’s telework policy? Our policy is to:
A. Use the Department’s Personnel Bulletin Number 05-02 as our primary guidance for the telework program, and
B. Provide eligible employees opportunities to work at alternative worksites when it is consistent with our mission and we can support it within our budget.
4.4 What are the authorities for this chapter?
A. Departmental Personnel Bulletin Number 05-02, February 18, 2005.
B. Department of Transportation Appropriations Act of 2001 (Public Law 106-346).
4.5 What is telework? Telework is:
A. An agreement between an employee and his/her supervisor that allows the employee to work at an alternative worksite (e.g., the employee’s home) on an established or intermittent schedule,
B. A management option rather than an employee entitlement,
C. Voluntary, and
D. Not a substitute for child care, elder care, or personal leave.
4.6 Who is responsible for implementing the telework program in the Service?
A. Assistant Directors; the Chief, Law Enforcement; Regional Directors, and the California/Nevada Operations Office (CNO) Manager:
(1) Implement the telework program according to the Department’s policy and this chapter, and
(2) Determine what level of management within their areas of responsibility, in addition to first-level supervisors, must approve or disapprove telework requests. These officials may choose to give the first-level supervisor approval authority without requiring additional approvals.
B. The Regional Human Resources Officers and Chief, Branch of Headquarters Human Resources Operations:
(1) Provide overall Departmental and Service policy guidance for the program, and
(2) Designate a Regional Telework Coordinator.
C. Telework Coordinators are located in the servicing human resources offices and:
(1) Provide advice and information about the telework program to employees, supervisors, and senior level officials;
(2) Ensure that teleworkers and their supervisors review and sign Telework Agreements; and
(3) Maintain files of agreements, checklists, and other telework-related documents for the teleworkers under their area of responsibility.
D. First-level Supervisors:
(1) Evaluate employee requests for telework participation in a fair and equitable manner, and according to office needs and qualification requirements.
(2) Approve or disapprove employees’ requests to telework.
(3) Review the Telework Agreement (FWS Form No. 3-2348) that describes the terms and conditions of the telework arrangement with the employee. Sign the agreement and ensure the employee signs the agreement.
(4) Coordinate with any other officials who must approve or disapprove the telework arrangement.
(5) Ensure that employees follow policies and procedures about:
(a) Safeguarding records;
(b) Accountability for Government property, records, and documents; and
(c) Work-related injury or illness.
(6) Ensure that teleworkers use only Government-furnished computer equipment and software meeting our technical standards. Discuss with the teleworker what Government-furnished equipment and employee-furnished equipment the teleworker will be using and document that information on the Telework Agreement.
(7) Reconsider an employee’s participation whenever:
(a) Performance falls below a “Fully Successful” performance level,
(b) Customer service is adversely affected,
(c) Leave restrictions become necessary, or
(d) Conduct issues arise.
E. Employees seeking telework arrangements must:
(1) Complete a Telework Agreement (FWS Form No. 3-2348), review it with their supervisor, sign it, and give it to the supervisor for approval.
(2) As part of completing the Telework Agreement (FWS Form No. 3-2348), assess their alternative worksite and complete the safety checklist.
(3) Follow established procedures for:
(a) Requesting leave;
(b) Obtaining approval for working overtime, compensatory time, or credit hours;
(c) Standards of conduct; and
(d) Accountability of Government property.
(4) Adhere to Service Information Technology Security and the Acceptable Use policy, including the use of Government-furnished equipment, software, e-mail, and connectivity to the Service network.
(5) Contract with and make payments to an Internet service provider for broadband-class connectivity, such as cable modem or DSL.
4.7 What is the process for employees to get approval to telework? First, the employee’s first-level supervisor must support an employee’s request to telework. If the supervisor supports the request:
A. Employee and supervisor must complete a Telework Agreement (FWS Form No. 3-2348) and obtain any other approvals as required (see section 4.6A for information on determining approval levels).
B. If all appropriate officials approve the request:
(1) The supervisor must send a copy of the Telework Agreement to the servicing human resources office Telework Coordinator, and
(2) The supervisor, employee, and Telework Coordinator each keep a copy of the signed Telework Agreement.
C. If the request is not approved, the first-level supervisor must explain why to the employee. Employees do not have appeal rights for teleworking.
4.8 What are the different types of telework schedules? A telework schedule may include core telework or situational telework.
A. Core telework is an approved work schedule where an employee works at an alternative worksite on a routine or regular basis for one or more days per week.
B. Situational telework is an approved work schedule where an employee works at an alternative worksite on an occasional or intermittent basis.
4.9 What are the job characteristics most appropriate to teleworking? The jobs most suitable for teleworking have work activities that are portable and can be performed effectively at the alternative worksite, including jobs that have some of the following characteristics:
A. Writing, reviewing, or editing proposals or reports;
B. Data analysis and computer-oriented tasks such as programming, data entry, and word processing;
C. Telephone-intensive tasks and information research; and
D. Tasks that are easily quantifiable, primarily project-oriented, have clearly defined performance measures, and do not require proprietary data.
4.10 What positions are eligible for teleworking?
A. Positions eligible for teleworking include duties that:
(1) Employees can perform effectively away from the official duty station without adverse effect on customer service delivery, and
(2) Are conducive to supervisory oversight at the alternative worksite.
B. Employees making decisions about telework arrangements should not exclude positions categorically from eligibility on the basis of occupation, series, grade, or supervisory status.
4.11 What does the Service provide to the teleworker?
A. Supervisors are required to provide teleworkers with a Government computer (e.g., laptop) but may provide employees with other computer equipment (e.g., printer, copier, scanner, facsimile), telecommunications, and associated technical support that is deemed necessary for mission accomplishment.
B. Supervisors determine an employee’s needs by considering factors such as the teleworker’s job requirements, frequency of telework, budget, and other work-related parameters.
C. An inventory of equipment (what we are providing and what the employee is supplying) should be included as part of the Telework Agreement.
4.12 What basic principles and guidelines should all employees and supervisors understand before considering telework arrangements? Table 4-1 summarizes the principles and guidelines for teleworkers. For a complete list, see the Telework Agreement (FWS Form No. 3-2348). |
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Table 4-1: Teleworking Principles and Guidelines |
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A. Summary of Principles |
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(1) Teleworking is not an employee entitlement. It is a management option. (2) Supervisors determine if a position is appropriate for teleworking. (3) Participation is voluntary. We may not require an employee to telework except in emergencies. (4) For bargaining unit employees, labor relations obligations must be fulfilled first. (5) A written Telework Agreement is required. (6) Supervisors certify time and attendance for teleworkers. (7) Teleworking must not adversely affect the organization’s mission and functions, and supervisors may terminate or revise teleworking agreements any time this occurs. (8) If an employee fails to meet his/her obligations in a Telework Agreement, the supervisor may suspend or revoke teleworking privileges and may propose disciplinary action. |
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B. Summary of Guidelines |
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(1) A teleworker’s official duty station is the location of the regular worksite for the employee’s position (i.e., the place where the employee would normally work absent a telework agreement), as long as the employee is scheduled to report physically at least once a week on a regular and recurring basis to that regular worksite. (2) A teleworker’s official duty station is the telework site (i.e., home, telework center, or other alternative worksite) if the employee is not scheduled to report at least once a week to the official duty station. (3) A teleworker’s location-based pay entitlements (such as locality payments and special rate supplements) do not change as long as the employee works at his or her official duty station at least one day a week. (4) An employee’s official duty station must be documented on the employee’s Notification of Personnel Action (SF-50). (5) Employees agree to:
(a) Refrain from conducting personal business during duty hours. (b) Follow established office procedures for getting approval of leave, overtime, etc. and for personal use of office equipment. (c) Protect and secure Government-owned equipment and use only Government computers for official purposes. (d) Avoid removing classified, proprietary, or sensitive material from the official duty station. (e) Permit Service representatives to access the alternative worksite during working hours. (f) Complete all work according to the Telework Agreement.
(6) If working from home, employees must designate one area for official work to limit the Government’s liability to that area. (7) Employees are bound by all conflict of interest regulations while working at the alternative worksite. (8) The Government is not responsible for operating costs associated with an employee using his or her home as an alternative worksite (such as home maintenance, insurance, or utilities). (9) Telework agreements need to be updated as circumstances change (e.g., if the telework schedule changes). The supervisor and teleworker should work together to periodically evaluate the telework arrangement, make changes to the agreement as necessary, and re-sign the document. |
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4.13 Who can terminate a Telework Agreement? The employee or the first-level supervisor may terminate a Telework Agreement at any time. Employees do not have appeal rights when supervisors terminate telework arrangements. The supervisor must notify the Telework Coordinator when a telework situation ends.
4.14 What happens when a Telework Agreement is terminated?
A. The employee must return all Government files, records, reference materials, and Government-furnished equipment to the official duty station.
B. The employee resumes working at the official duty station.
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