An alternative workplace arrangement (AWA) is a work arrangement that combines non-traditional work practices, settings/locations, and/or technologies, to achieve workplace progress. AWAs are established to improve workplace factors such as:

• Individual, Organizational, Facility, And/Or Operating Cost Performance;
• Space Ttilization Efficiency, Effectiveness, And Flexibility;
• Quality Of Worklife;
• Disaster Preparedness And Recovery;
• Sustainable Development.

AWA implementation involves careful scrutiny of the issues related to the people, process, and place intersections that make up our workplaces. Typical AWAs include:

• telework
• hoteling
• desk sharing
• virtual offices
• telework centers
• hot desking
• other distributed workplace arrangements.

The OGP Office of Real Property Management is responsible for determining, developing, testing, evaluating, and promoting governmentwide policies and practices that advance the optimal use of AWAs. 40 U.S.C. § 587(c) (3) authorizes GSA to provide guidance, assistance, and oversight regarding planning, establishments and operation of AWAs.

Real estate savings comprise just one of the benefits of AWAs. There are numerous other benefits (see FAQ 1 above). For example, AWAs can facilitate optimizing workplace responsiveness to the work processes of its users. While telework is a key ingredient in the people+places+technology potential, it is not by itself. Work style "protocols" that value outcomes and outputs and any other AWAs that empower effective performance wherever and whenever are, likewise, key AWA factors that yield substantial benefits.

According to OPM's most recent (December 2007) report to Congress, "The Status of Telework in the Federal Government" during calendar year 2006, the number of Executive Branch employees who teleworked at least once a month was 110,592, which was 6.1% of the Executive Branch workforce.

Each federal agency is responsible for developing an approval process within the framework established by Public Law 106-346, section 359 and OPM's interpretation of the law. Generally, most telework requests are referred to the immediate supervisor for approval or disapproval and may be reviewed through the accepted management channels of the agency. Some agencies, however, have established working committees with review and approval authority regarding employee telework requests.

Agencies are strongly encouraged to involve unions and other stakeholders in the development of their telework programs. Teleworking affects conditions of employment and agencies must consult and negotiate with unions, as appropriate, regarding teleworking programs.

No. Subject to any applicable union agreement, management decides whether an employee can work off-site, depending on the nature of the position and the characteristics of the employee. In addition, management has the right to end an employee's use of the teleworking option if, for example, the employee's performance declines or if the arrangement no longer meets the organization's needs.

Generally, no, unless telework is a condition of employment or it is required to continue government operations in times of emergency. In these instances, an employee may be required to work at home, a telecenter, or an alternative workplace.

The opposite is more often the case, typically because the employee working at home or at an alternative worksite has fewer interruptions and distractions. Another reason the work usually does not suffer is that the teleworker has a great incentive to demonstrate the value of working at home or an alternative worksite.

Managers should measure a teleworker's performance by examining the work products and results of his/her efforts throughout the rating period. It is also helpful to use project schedules, key milestones, regular status reports, and team reviews.

Agency guidelines must be established to minimize adverse impact on other staff members before employees begin to work at alternative sites. The overall interests of the office must take precedence. A supervisor may require an employee to work at the main worksite on a day previously scheduled for an alternative worksite, if the needs of the office so require. Teleworking should not create an added burden on the 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 required to carry out the teleworker's responsibilities.

Provision of the needed equipment and who will provide it will vary by situation. Organizations are not generally required to provide equipment at home-based worksites. Although many agencies do provide the necessary equipment, each agency must establish its own policies on this matter.

No. While technology can be very helpful to most teleworkers, a simple telephone may suffice for many.

Generally, each federal agency will be responsible for the service and maintenance of all government owned equipment. Teleworkers using their privately-owned equipment are responsible for service and maintenance.

Yes, a federal employee may receive reimbursement for business-related long distance phone calls made on the employee's personal phone. GSA regulations (41 CFR 101.7) provide for reimbursement of telephone calls approved by the supervisor. The employee should submit a standard form 1164 through appropriate channels to receive the reimbursement. Agencies may also provide employees with government telephone credit cards.

The federal government is liable. The Military Personnel and Civilian Employees Claims Act, the Federal Tort Claims Act, and/or the Federal Employees Compensation Act (workers' compensation) covers government employees who sustain work related injuries and/or property damage at an alternative worksite.