AFGE Urges Congress to Fully Fund Government
December 05, 2022
To keep our government running efficiently, AFGE is urging Congress to pass a full-year funding that includes AFGE members’ priorities.
Read More
OPM Issues New Guidance, Encourages More Telework, Remote Work
August 02, 2021
Categories:
The Insider, Coronavirus
The Office of Personnel Management (OPM) has recently issued new guidance on telework as agencies are preparing to safely return federal workers to the physical worksites. The new guidelines serve as additional guidance to the memo issued in June.
“Agencies can, where appropriate, deploy personnel policies such as telework and remote work effectively and efficiently as strategic management tools for attracting, retaining, and engaging talent to advance agency missions, including in the context of changes in workplaces nationwide as a result of the pandemic and in response to long-term workforce trends,” said OPM Director Kiran Ahuja.
“As agencies consider personnel policies and associated flexibilities in their post-reentry work environments, informed by consultation with agency leadership, supervisors, employees, and employee representatives, we strongly encourage agency travel and human resources offices to collaborate when establishing telework and remote work policies that may affect location-based pay entitlements and travel benefits.”
Here are 10 takeaways from the new guidelines:
- In light of the changes that happened due to the pandemic, OPM expects many more employees will be eligible for telework.
- Agencies should determine who is eligible for telework based on job functions, not managers’ preference.
- Employees with similar work functions should be treated similarly.
- There’s a difference between “telework” and “remote work.” Telework refers to an arrangement where employees report to the worksite and alternate worksite (like at home) on a regular basis. Remote work doesn’t require employees to report to the worksite at all.
- Treat remote work as a tool to recruit and retain employees. There are also other benefits such as the ability to acquire new knowledge for hard-to-find skillsets; help cut costs, and help employees balance their work/life.
- Telework should not be an exception but a routine way of doing business using the experiences learned during the pandemic.
- In light of its experience during the pandemic, an agency that doesn’t allow telework for employees with young children or someone who needs care at home should reevaluate that policy and allow more flexibilities regarding work hours.
- Require teleworkers and supervisors to complete appropriate training about telework and how to evaluate performance.
- Consider restructuring jobs so that all employees could be eligible for at least occasional telework.
- Have consistent telework policies at all locations if possible.
Recent AFGE News:
AFGE EEOC Council Resolves FLRA Complaint with Agency Over Failure to Bargain Reentry to Physical Worksites
December 05, 2022
On Nov. 22, the agency and Council 216 signed off on a comprehensive memorandum of understanding that ensures office safety, increases workplace flexibilities, sets terms for safely providing in-person services to the public, and settles the FLRA complaint.
Read More
Half of Federal Energy Regulatory Commission Employees Are Ready to Quit for Jobs with More Telework Opportunities
December 05, 2022
Federal Energy Regulatory Commission employees are calling on the agency to expand its telework and remote work program with half ready to leave the agency tomorrow for a job that offers more telework and remote work opportunities.
Read More
