Official Worksite and Alternative Worksite. The agency worksite is the official worksite for employees who have a WFA to telework (regular/recurring or situational/ad-hoc). Telework agreements require that the employee is scheduled to report to the agency worksite at least twice per pay period, and as such the agency worksite is generally the location of an employees duty station as documented at item 39 on the employee’s Standard Form (SF) 50. With reasonable notice to the employee, management has the right to change the workdays at the agency worksite or alternative worksite. Exceptions to the twice each biweekly pay period requirements may be made during emergencies (including a pandemic) and for short-term situations (e.g., special projects, medical accommodation). The official worksite for an employee with a WFA to work remote is the employee’s home address. Supervisors and Employees should follow Division-specific policies for all pay, leave, and travel entitlements. Remote employees who have an approved alternative worksite/ official worksite within 50 miles of the agency worksite may not be eligible for travel reimbursement when commuting to and from the agency worksite. Additionally, If the employee is required to be in a travel status for 12 hours or longer, the employee may be entitled to Per Diem. Refer to the HHS Travel Policy for specific guidance.
Official Worksite and Alternative Worksite. The agency worksite is the official worksite for employees who have a WFA to telework (regular/recurring or situational/ad-hoc). Telework agreements require that the employee is scheduled to report to the agency worksite at least twice per pay period, and as such the agency worksite is generally the location of an employees duty station as documented at item 39 on the employee’s Standard Form (SF) 50. With reasonable notice to the employee, management has the right to change the workdays at the agency worksite or alternative worksite. Exceptions to the twice each biweekly pay period requirements 5 CFR 531.605(d) may be made during emergencies (including a pandemic) and for short-term situations (e.g., special projects, medical accommodation). The official worksite for an employee with a WFA to work remote is the employee’s alternative work site, 5 CFR 531.605—Determining an employee’s official worksite. Supervisors and Employees should follow Division-specific policies for all pay, leave, and travel entitlements. Remote employees who have an approved alternative worksite/official worksite within 50 miles or requirements identified in the local CBA of the agency worksite may be eligible for travel reimbursement when commuting to and from the agency worksite. Additionally, If the employee is required to be in a travel status for 12 hours or longer, the employee may be entitled to Per Diem. Refer to the HHS Travel Policy for specific guidance.
Official Worksite and Alternative Worksite. For employees covered by a WFA, the agency must determine the employee’s official worksite on a case-by case basis pursuant to the criteria under 5 CFR 531.605(d). The Official Worksite must be documented on an employee's Notification of Personnel Action (Standard Form 50 or equivalent) and determines the employee’s special salary rates, locality pay adjustments, and travel. The agency worksite is the official worksite for employees who have a WFA to telework (regular/recurring or situational/ad-hoc). Telework agreements (as opposed to remote work agreements) require that the employee is scheduled to report to the agency worksite at least twice per pay period, and as such the agency worksite is generally the location of the teleworking employee’s duty station as documented at item 39 on the employee’s Standard Form (SF) 50. As noted in 5 CFR 531.605(d)(4), exceptions to the twice each biweekly pay period requirements may be made during emergencies (including a pandemic) and for short-term situations (e.g., special projects, medical accommodation). The official worksite for an employee with a WFA to work remote is the employee’s alternative worksite. Supervisors and Employees should follow Division-specific policies for all pay, leave, and travel entitlements. With reasonable notice to the employee, management has the right to change the workdays at the agency worksite or alternative worksite. Remote employees who have an approved alternative worksite/ official worksite within 50 miles of the agency worksite may not be eligible for travel reimbursement when commuting to and from the agency worksite. Additionally, If the employee is required to be in a travel status for 12 hours or longer, the employee may be entitled to Per Diem. Refer to the HHS Travel Policy for specific guidance.
