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 Utilization 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 2008) report to Congress, "The Status of Telework in the Federal Government" during calendar year 2007, the number of Executive Branch employees who teleworked at least once a month was 94,643, which was 7.6% 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.

The answer depends on the eligibility status of the employee and the agency interpretation of the law. Specifically, PL 106-346, Sec 359 states, in part, "Each executive agency shall establish a policy under which eligible employees of the agency may particpate in telecommuting to the maximum extend possible without diminishing performance." Some interpretations of this latter provision are that eligible employees have the right to telework to the maximum extent possible without diminished performance. Other interpretations are that, 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 either case, employees ineligible to telework clearly have no right to telework. Finally, management has the right to end an employee's use of the teleworking option if, for example, the employee's performance declines.

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 telework center, or an approved workplace.

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.

Telework programs that are implemented with appropriate policies, practices, and guidelines do not impact the main office in any adverse manner. 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.

Equipment needed at the alternative worksite and who will provide it depends primarily on the nature of the work, the type of alternative worksite, and the agency policy. While agencies generally are not required to provide equipment at alternative worksites, some agencies provide all the needed equipment, others share the responsibility with the employees, and others do not provide any of the necessary equipment. Each agency establishes 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.