Subchapter 4368
Telework Program
Section D - Time and Attendance

• Tours of Duty Guidelines 
• Scheduling Guidelines 
• Leave 
• Holidays
• Dismissals and Emergency Closings
• Accounting for Travel Time
• Documentation

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Tours of Duty Guidelines

All work at home or at a satellite office must be performed in accordance with agency policies on tours of duty. This includes, but is not limited to, adherence to guidelines on:

• Beginning and ending times of the workday,

• Core hours,

• Core-time deviations, and

• Meal breaks and times.

More information on tours of duty may be found in Human Resources Desk Guide Subchapter 4610, Tours of Duty.

Scheduling Guidelines

Employees may work at home or at a satellite office only:

• Within the limits of their documented work schedule (i.e. flexible work schedule, first-40-hour tour, standard tour, etc.);

• On days that have been prescheduled and approved by the supervisor. Employees may not change Telework days without prior approval of their supervisor; and
  For a maximum of 3 days per week for full-time employees, excluding Saturday and Sunday, or as determined by supervisor.

  Exceptions: Telework schedules for employees on first-40-hour tours of duty and employees with pre-approved overtime or night differential pay may include Saturdays and Sundays, but cannot exceed 3 days per week 

  If participation is due to a natural disaster or medical condition, the employee may participate up to 5 days per week, excluding Saturdays and Sundays. 

• On a pro-rated basis for part-time employees. Part-time employees must work at the official duty station for at least 1/3 of the scheduled workweek. For example, a part-time employee who works 3 days per week must work in the office at least 1 of those days.

  Scheduling of Telework days may vary from pay period to pay period. In some instances, supervisors may require employees to be available at their duty station on a day previously scheduled for work at home. Employees are responsible for ensuring their availability for meetings an other responsibilities, and as directed by their supervisors because work requirements take precedence over participation in the Telework program.

Leave

An employee must follow established policies and procedures for requesting and using leave while working at a Telework worksite. If an employee wishes to use sick or annual leave during scheduled work hours, he/she must obtain approval from the supervisor and document the hours on the time and attendance report. 

Holidays

An employee whose scheduled Telework day falls on a Federal holiday (or day designated a holiday by Federal Statute or Executive Order) may reschedule the Telework day to another day within the same period, with prior approval of the supervisor. Under some circumstances, due to changing priorities, deadlines, or work demands, it may not be possible to reschedule the Telework day.

Dismissals and Emergency Closings

If an early dismissal or emergency closure occurs at the Telework participants normal duty station, then he/she also should be granted excused absence for the remainder of his/her workday based on the employees regularly scheduled tour of duty. (Attachment to CPM-2000-15) dated February 26, 2001.

If a satellite office is affected by an emergency, the organization responsible for operating the satellite office has the authority and responsibility to close the office. Telework participants must notify their immediate supervisor of the dismissal.

If the emergency closing affects the alternate worksite for only a portion of the day, the supervisor may: 

• Require the Telework participant to report to the official duty station,

• Approve annual leave or leave without pay, or

• Authorize an excused absence.

More information on excused absence may be found in Human Resources Desk Guide Subchapter 4630, Absence and Leave. 

Accounting for Travel Time

The employee's workday may begin at the traditional worksite, the private residence (if working at home), or at a satellite office. Travel time to any of these locations once the workday has begun is considered official duty time for the purpose of time and attendance. 

Example: An employee who begins the workday at home, but is required to travel to the office for a mid-day meeting, is considered "on-the -clock" while traveling to the office. The return trip home is on the employee's own time and is considered "off-the-clock." 

Documentation

Work Schedule Form, MRP 19-R, (optional) may be used to document an employee's flexible schedule. A copy of the form is included with this Subchapter.

Supervisors are responsible for monitoring and verifying time and attendance reports.