Managers should avoid the distribution of work on the basis of “availability” in relation to physical presence. It is also important that managers avoid the trap of thinking that someone who is present and looks busy actually does more work than someone who is not there. Good performance management practices are essential for telecommuting to work efficiently and fairly. If the employee and the manager agree and the human resources department agrees, a draft telework contract is prepared and signed by all parties and a three-month trial period begins. Although not all jobs are compatible with telework, telework, if used properly, can be a powerful tool to attract and retain talent for employers, to be the cutting edge of their industries. Remote workers are covered by the work allowance for work-related injuries that occur during and off the job. If the telework desk is in the house, workers` compensation does not cover non-work-related injuries. Workers who work for more than 30 days have and a-state or a-out need specific compensation coverage for this location. For coverage information, contact the claim services. In addition, refusal or dismissal should include information on when the employee can reapply and, if so, what steps the employee should take to improve the employee`s chances of approval. Denials should be provided in time. Executives should also review the Agency`s collective agreements and telework policies to ensure they meet all applicable requirements.
For workers covered by a collective agreement, complaints are governed by the negotiated appeal procedure (unless the collective agreement expressly excludes them from that procedure, in which case the Agency`s appeal procedure is governed). For uns negotiated staff, the Agency`s current claims procedure would cover complaints about the refusal of a telework application. The law requires each executive agency to determine the merits of all its employees for telework. In general, agencies have, at their sole discretion, the eligibility criteria for telework for their employees, subject to the requirements of the law. These criteria should be detailed in the Agency`s policy. Individual leaders should assess, on the basis of these promotion guidelines and applicable collective agreements, who is entitled or not to participate in telework within their working group. You can find more information about your agency`s licensing requirements in your telework directive, telework coordinator or TMO. You can find your telecommuting coordinator by browsing OPM`s work-life contact base. The law requires every teleworker and his supervisor to enter into a written telework agreement for any type of telework, whether the employee is regularly teleworking or not. For example, a written telework agreement is required for an employee who works regularly once a week and for an employee who is only allowed to work once a year. The parameters of this agreement are most often defined in agency policy and/or collective agreement, but they should contain the following key elements: more general information is available in the GSA guidelines for alternative labour agreements.
For more information on your agency equipment policy for telecommuting, check out your telework policy, telework coordinator or TMO. You can find your telecommuting coordinator by browsing OPM`s work-life contact base. Managers and line managers should strive to use telework as much as possible if federal telework programs are to be successful. The success of an organization`s telework program depends on the regular and routine use of employees at all levels.