An employee who is interested in participating in the Telework program must first review the list of telework conditions to determine if conditions are conducive to participation. Once the employee has completed the telework self-assessment and has concluded that telework is a viable option, the employee should request a meeting with his/her supervisor to review the self-assessment.
The opportunity to telework is a management option; teleworking is not a universal employee benefit. Supervisors will determine those candidates who are best-suited to telework, have a viable telework job and the appropriate home environment for successful teleworking.
Supervisors must consider the employee’s request to telework in relation to the employee’s job duties and the needs of the office. If an employee spends much of his/her time researching, analyzing and writing, these are job-specific tasks suited to teleworking. However, if an employee’s primary responsibilities requires him/her to have daily contact with colleagues, clients or the public, telework in not a viable option.
If the supervisor determines that the employee is a good candidate and telework is a viable option, the employee and supervisor must complete training requirements and create a telework agreement. The template for the telework agreement is located within the Telework Planning Guide & Agreement (revised in 2019).
Telework agreements must be renewed annually.