DoD has released advice to managers on telework, in particular noting the recently enacted law designed to encourage the program by in effect designating employees as eligible unless they fall under certain exceptions, a reversal of the traditional system in which a case had to be made that employees are eligible.
"Supervisors should allow maximum flexibility for employees to telework to the extent that mission accomplishment is not compromised. Although telework is encouraged, it is not a right and all employees are not eligible to telework nor are all DoD positions eligible for telework," it says. "Telework should be implemented strategically, taking into account mission requirements, office coverage, employee eligibility, and union recognition based upon the entire workgroup rather than granting or denying telework requests one by one on a first-come, first-served basis. Including employees in the process and asking them to help formulate possible solutions to issues that may arise can help to ensure employee accountability and the effective functioning of the entire workgroup."
The guidance covers topics including training and the requirements for telework agreements, and also says that agency management needs to make decisions on issues including:
How will the supervisor know the teleworking employee is on or off duty?
How will the supervisor know the work is being accomplished?
How will contact be maintained? How will the employee communicate with his/her supervisor, customers, and coworkers?
What type of government furnished equipment will be provided by the component? What equipment is the teleworker providing?
Who provides technical assistance in the event of equipment disruption?
What will the telework schedule be? How are schedule changes required by the supervisor or requested by the employee addressed?
What will the daily telework schedule be? Will the hours be the same as in the main office, or will they be different?
Does the telework office conform to safety standards?
How available will the teleworker be—is the telework intended to be seamless, so that phone, email, etc. are dealt with the same as in the office? Or is the employee teleworking to be away from such distractions to accomplish a specific project?
What is the expectation regarding the amount of notice given for reporting to the official worksite on an employee’s scheduled telework day, and how will such notice be provided?
How is a telework agreement terminated by management or an employee?
The guidance is here: http://www.cpms.osd.mil/telework/telework_managers.aspx
