Types of Telework. The following types of telework are available at the Agency based on work-related needs:
Types of Telework. A. Regular and recurring Telework arrangements are approved work schedules allowing eligible employees to work at an approved alternative worksite at least one day per week (including from home). Organizations may not impose blanket or arbitrary restrictions on the number of days of telework. The number of days of Telework is based upon workload requirements, ability to maintain effective communications in the workplace, implement new work processes, and accomplish the mission of the Agency. When an employee submits a Telework request, he/she will meet with the supervisor to discuss these specifics. This discussion will assist the supervisor in recommending the number of days per week Telework should be authorized. Approving officials have the sole discretion to determine the number of days per week (from one to five) a Teleworker is approved to work. Approving officials will advise Teleworkers of the number of days per week they are authorized to Telework. If the number of approved days per week is less than that requested by the employee, the employer will advise the employee of the business/mission reason. Mere generic statements such as “mission requirements” are not sufficient reasons.
Types of Telework. This Article implements the Department of Defense Telework Policy for Fort Xxxxx. Current versions of the Department of Defense Telework Policy and Department of Defense Telework Guide must be followed when implementing a telework arrangement at Fort Xxxxx. DoD offers two types of telework arrangements; “regular and recurring” and “ad hoc”, based on the recognition that organizational and Employee needs may vary considerably, and should be considered on a case-by-case basis. The intent in offering two types of telework is to provide supervisors, managers, and Employees with maximum flexibility to establish an arrangement that is responsive to their particular situation.
Types of Telework. Employees on any work schedule, including part-time employees, phased retirement participants, and satellite workers, may be approved for telework subject to the provisions of this Article. The following telework schedules are available:
Types of Telework. There are two types of telework arrangements; “regular and recurring” and “ad hoc”, based on the recognition that organizational and Employee needs may vary considerably, and should be considered on a case-by-case basis. The intent in offering two types of telework is to provide supervisors, managers, and Employees with maximum flexibility to establish an arrangement that is responsive to their particular situation.
Types of Telework. The following telework schedules are available:
Types of Telework. Per the Telework Enhancement Act of 2010, there are two basic reporting metrics that the department and OPM require for telework. These are Core (includes Category I and II) and Ad Hoc (Category III) telework, explained as follows. • Category I Core/Regular (24 hours or more) are those employees who have a regular telework schedule (an agreement other than Ad Hoc) of 3 or more days per pay period. • Category II Core/Regular (1 hour to 23 hours) are those employees with a regular telework schedule (an agreement other than Ad Hoc) of less than 3 days per pay period. • Category III (Ad Hoc/Situational) are those who telework but are not on a regular telework schedule, i.e. categorized as Ad Hoc agreements in the Telework Management System (TMS). The current 34-PM describes the following types of telework agreements available in the TMS applications system: Long-Term (Regular) Telework: Long-term telework agreements can be for any period of time up to and including one year. Long-term teleworkers must report to their primary worksite at least one day per week. The agreement should be re-certified if the agreement is extended past twelve months or there is a permanent change made to the agreement. Ad Hoc/Situational Telework: The employee teleworks on an intermittent basis. The telework opportunity may be needed to focus on a special project, or other situations that make it beneficial for the employee and supervisor to agree on a situational telework opportunity. Unscheduled telework will be considered for situational, episodic, inclement weather and short term as well as emergency situation that involve national security, extended emergencies, medical reasons or other unique situations. In conjunction with Washington D.C. Area Dismissal and Closure Procedures, employees who wish to telework during an unscheduled leave/delayed arrival or Federal office closure may do so with the approval from their immediate supervisor when they have an existing approved telework agreement in place. If the employee is a Core teleworker, regardless of the number of hours, he or she will choose “Long-Term Telework” in the TMS application system. A Long-Term telework application can be a year or any length of time less than a year. If an employee is an Ad Hoc/Situational teleworker, he or she will select the TMS application choice “Ad Hoc”.
Types of Telework. Supervisors and managers may authorize the following types of telework based on their work- related needs: Regular/Routine Telework: Under this type of telework, employees may request approval to perform their duties at an AWL on a regular and recurring basis, on predetermined days each pay period. Regular telework will typically be on the same days each pay period. However, managers may authorize adjustments when requested, as long as the schedule provides for reporting to the office at least 2 days per pay period. As noted in Section 4, AWLs are typically located within the LCA. However, supervisors or managers can approve regular telework for employees outside the LCA if it will not hinder the employee’s ability to report to the official worksite at least two days per period. Supervisors and managers should use good judgment but should remember employees may be recalled to the official worksite with at least 48 hours’ notice based on mission needs. There are exceptions for approving AWLs outside the LCA. Please see the Section on situational telework for guidance.
Types of Telework
