3 FAH-1 H-2360
TELEwork
(CT:POH-214; 02-11-2019)
(Office of Origin: HR/ER/WLD)
3 FAH-1 H-2361 PROCEDURES TO REQUEST
TELEwork ARRANGEMENTS
3 FAH-1 H-2361.1 Telework Request
(CT:POH-141; 02-02-2010)
(State Only)
(Applies to Foreign Service and Civil Service Employees)
An employee interested in telework or identified as
occupying an eligible telework position should prepare a request for the
supervisor outlining an individual telework plan tailored to the employee's
job, and the needs of the office. It should include:
(1) Duties of the position which can be performed at
home;
(2) Materials and equipment which would be required to
perform those duties;
(3) Equipment which will be provided by the employee;
(4) The days which the employee would prefer to
telework;
(5) The location in the Washington, DC metropolitan
area where the employee will telework (see 3 FAH-1
Exhibit H-2361.1, Telecenters); and
(6) Any other information that would be useful to the
supervisor in making a decision.
3 FAH-1 H-2361.2 Telework
Agreement
(CT:POH-206; 06-29-2018)
(State Only)
(Applies to Foreign Service and Civil Service Employees)
If the supervisor concurs with the employees request, the
employee must submit the appropriate telework agreement:
(1) Domestically, employees must log onto HROnline,
select eTelework from the list of HR Applications and complete and submit their
telework agreement (see 3 FAH-1 Exhibit
H-2361.2(1), Washington, DC Metropolitan Area Telework Agreement). The
agreement will be electronically routed from the supervisor to the executive
director. During the approval process employees will be notified via email
with regard to the status of their agreement. Once an agreement has been
finalized a copy will be sent to the employees eOPF (Electronic Official
Personnel Folder); or
(2) For domestic employees who will be teleworking
overseas, see 3 FAH-1
Exhibit H-2361.2(2), Domestic Employee Teleworking Overseas (DETO) Core
Telework Agreement. These documents must be submitted and signed by the
employees U.S. supervisor and the posts management officer. Each mission has
the authority to designate the highest approving official required on the agreement,
including the chief of mission or designee.
3 FAH-1 H-2362 through h-2369
unassigned
3 FAH-1 Exhibit H-2361.1
Telecenters
(CT:POH-141; 02-02-2010)
(State Only)
(Applies to Foreign Service and Civil Service Employees)
|
TELECENTER NAME
|
ADDRESS
|
CITY
|
CONTACT INFO
|
|
MARYLAND
|
|
Bowie State University
|
14000 Jericho Park Road
|
Bowie
|
Joyce Larrick
(Tel) 301-860-4939
(Fax) 301-352-4513
|
|
Frederick Telework Center
|
7340 Executive Way, Suite M
|
Frederick
|
Tonita Hickey
(Tel) 301-698-2700
(Fax) 301-696-2848
|
|
Hagerstown Telework Center
|
14 North Potomac St Suite 200 a
|
Hagerstown
|
Michael Pelligrino
(Tel) 301-745-5600
(Fax) 301-766-2050
|
|
Prince Frederick Telework Center
|
205 Steeple Chase Drive #305
|
Prince Frederick
|
Jill Wathen
(Tel) 301-934-7628
(Fax) 301-934-7675
|
|
Waldorf in TeleWork Center
|
128 Smallwood Village Shopping Center
|
Waldorf
|
Jill Wathen
(info same as above)
|
|
Laurel Lakes Telework Center
|
13962 Baltimore Ave
|
Laurel
|
Jill Wathen
(info same as above)
|
|
TELECENTER NAME
|
ADDRESS
|
CITY
|
CONTACT INFO
|
|
VIRGINIA
|
|
Fairfax City Telework Center
|
4031 University Drive, 1st Floor
|
Fairfax
|
Darryl Dobberfuhl
(Tel) 703-367-3000
(Fax) 703-367-0126
|
|
Herndon Telework Center
|
150 Elden Street
|
Herndon
|
Darryl Dobberfuhl
(info same as above)
|
|
Manassas Telework Center
|
9500 Godwin Drive, Bldg 105
|
Manassas
|
Darryl Dobberfuhl
(info same as above)
|
|
Fredericksburg
|
4956 Southpoint Parkway
|
Fredericksburg
|
Keith Lesser
(Tel) 540-710-5002
(Fax) 540-710-5004
|
|
Stafford County Telework Center
|
24 Onville Road, Suite 201
|
Stafford
|
Keith Lesser
(info same as above)
|
|
Woodbridge Telework Center
|
13546 Minnieville Road
|
Woodbridge
|
Keith Lesser
(info same as above)
|
|
Net Tech Center
|
2281 Valley Avenue
|
Winchester
|
Linda Whitmer
(Tel) 540-450-2222
(Fax) 540-678-1939
|
|
WEST VIRGINIA
|
|
Jefferson County (Biz Tech)
|
150 Burr Boulevard
|
Kearneysville
|
Beverly Bolger
(Tel) 304-728-3051 ext 252
(Fax) 304-728-3068
|
3 FAH-1 Exhibit H-2361.2(1)
Washington, DC Metropolitan Area Telework Agreement
(CT:POH-206; 06-29-2018)
(State Only)
(Applies to Foreign Service and Civil Service Employees)
[To Be Used Only When Online Application Is Not Available]
The following agreement must be used by employees of the
U.S. Department of State in establishing the necessary assignments,
requirements, procedures, and signatures for telework. The supervisor and the
employee should each keep a copy of the agreement for reference. In addition,
a copy should be sent to the appropriate bureau telework coordinator.
Employee
______________________________________________is approved for
CORE telework or SITUATIONAL telework by the
Department of State, Bureau or Mission:
____________________________________________________________.
1. Voluntary Participation
Employee recognizes that the telework arrangement is not an
employee benefit but an additional method the Department of State may approve
to accomplish work. Employee voluntarily agrees to work at the agency-approved
alternate work site indicated below and to follow all applicable policies and
procedures.
2. Salary and Benefits
Agency agrees that a telework arrangement is not a basis for
changing the employee's salary or benefits based on the Civil Service grade or
Foreign Service rank of the position. However, salary, allowances, and travel
entitlements may be adjusted based on the official worksite consistent with 5
CFR 531.605.
NOTE: All pay, leave, and travel entitlement are based on
the official worksite of employee as long as he or she regularly commutes to
that office at least once a week. The official worksite may change if the
employee does not regularly commute into the main or reporting office, except
in certain temporary situations.
Privacy Act Statement
[Solicitation of this information is authorized by
President Clintons Memorandum of July 11, 1994 and June 21, 1996 which
directed agencies to establish, encourage, support, and expand opportunities to
telework consistent with their responsibilities.
The primary use of this information is by management to
approve and document your telework arrangements. Additional disclosures of the
information may be: To the Department of Labor when processing a claim for
compensation regarding a job-connected injury or illness; to a Federal agency
when conducting an investigation for security reasons; to a Federal, State, or
local law enforcement agency when it becomes aware of a violation or possible
violation of civil or criminal law; or to the Office of Personnel Management
when information is required for evaluation of the telework program.
This information will also be used for monitoring the
Federal agencies compliance with the Presidents Memorandum. It will not be
used to make any personnel decisions about individuals. Your furnishing the
information is voluntary, but failure to do so may result in disapproval of this
request.]
3. Duty Station and Alternate Work Site
The Department of State and employee agree that the
employee's official worksite is:
_______________________________________________________.
Employee's approved alternate worksite is:
_______________________________________________________.
[street, city, and State]
4. Official Duties
Unless otherwise instructed, employee agrees to perform
official duties only at the regular office or approved alternate work site.
Employee agrees not to conduct personal business during
normal working hours at the alternate work site, for example, caring for
dependents or making home repairs.
Management reserves the option to inspect alternate work
sites during normal working hours with prior notice of at least 24 hours.
5. Work Schedule and Hours of Duty
Consistent with the bureaus or mission's policies on a
flexible or alternative work schedules, agency and employee agree upon the
following telework schedule:
Day(s) working at the alternate work site:
Week 1 (first week of each pay period)
Monday: From _____ to _____
Tuesday: From _____ to _____
Wednesday: From _____ to _____
Thursday: From _____ to _____
Friday: From _____ to _____
Week 2 (second week of each pay period)
Monday: From _____ to _____
Tuesday: From _____ to _____
Wednesday: From _____ to _____
Thursday: From _____ to _____
Friday: From _____ to _____
6. Time and Attendance
Supervisor agrees to ensure the telework employee's
timekeeper has a copy of the employee's work schedule. The supervisor agrees
to certify biweekly the time and attendance for hours worked at the regular
office and the alternate work site which are consistent with the bureau's or
mission's policy.
Employee agrees to follow established office procedures for
requesting and obtaining approval of leave.
7. Overtime
A supervisor may approve overtime if needed. The existing
rules governing overtime in Title 5 U.S.C. and the Fair Labor Standards Act
apply to telework arrangements. Because the supervisor is responsible for
regulating and controlling the use of overtime, the supervisor must approve all
overtime in advance and be satisfied that more than eight hours in a day were
worked.
8. Equipment/Supplies
Equipment and supplies will generally not be provided to the
employee. However, a bureau or post has the option to loan available equipment
(e.g., computer, software, or fax) to the employee. If any available U.S.
Government-owned equipment is issued to the telework employee, the employee
agrees to install, service, and maintain any U.S. Government-owned equipment
used.
Hardware/software requirements include: A Pentium PC or
Apple equivalent, an Internet connection, the ability to browse the worldwide
Web (using current versions of generally available browsers such as IE,
Netscape or Mozilla). Department approved anti-virus software must be
installed and kept current.
9. Security
Employees who telework will not work or have access to
classified information at the alternate work site and will comply with current
standards for remote operations from domestic residence, as published in 12 FAH-10 H-172,
Remote Processing.
10. Liability
The employee understands that the U.S. Government will not
be responsible for damages to an employee's personal or real property while the
employee is working at the approved alternate work site, except to the extent
the U.S. Government is responsible under applicable law.
11. Work Area
The employee agrees to complete Form DS-1963, Home Safety
Checklist for Teleworkers (3 FAH-1
H-2361.2(2)), certifying conformance with safety standards at the alternate
site. A signed Form DS-1963 must accompany this agreement.
12. Alternate Work Site Costs
The employee understands that the U.S. Government will not
be responsible for any operating costs that are associated with the employee
using his or her home as an alternate work site, for example, home maintenance,
insurance, or utilities. Work-related long-distance (domestic and
international) phone calls will be reimbursed by the agency in accordance with
applicable law, regulations, and policies.
13. Injury Compensation
Employee understands he or she is covered under the Federal
Employee's Compensation Act if injured in the course of actually performing
official duties at the regular office or the alternate work site. The employee
agrees to notify the supervisor immediately of any accident or injury that
occurs at the alternate work site and to complete any required forms. The
supervisor agrees to investigate such a report immediately.
14. Work Assignments/Performance
Employee agrees to complete all assigned work according to
procedures mutually agreed upon by the employee and the supervisor and
according to guidelines and standards in the employee performance plan. The
employee agrees to provide regular reports if required by the supervisor to
help judge performance. The employee understands that a decline in performance
may be grounds for canceling the alternate work site arrangement.
15. Records Management
Employee agrees to protect U.S. Government or agency records
from unauthorized disclosure or damage and will comply with requirements of the
Privacy Act of 1974, 5 U.S.C. 552a. Sensitive But Unclassified (SBU)
information will be handled in accordance with 12 FAM 540.
16. Standards of Conduct
Employee agrees he or she is bound by agency standards of
conduct while working at the alternate work site.
Nothing in this agreement precludes the agency from taking
any appropriate disciplinary or adverse action against an employee who fails to
comply with the provisions of this agreement or regulations contained in 3 FAM 2360.
17. Cancellation
Supervisors and employees have the right to cancel the
telework arrangement with prior notice of at least 10 work days.
Employee's Signature and Date:
________________________________________________________
Supervisor's Signature and Date:
________________________________________________________
Executive Office Signature and Date:
________________________________________________________
3 FAH-1 Exhibit H-2361.2(2)
Domestic Employee Teleworking Overseas (DETO) Core Telework Agreement
(CT:POH-206; 06-29-2018)
(State Only)
(Applies to Foreign Service and Civil Service Employees)
Between the Department of State,
the Bureau of ___________________________________________,
the Bureau of ___________________________________________, and Employee
____________________________ for Core Telework.
The supervisor and the employee should each keep a copy of
the agreement for reference. In addition, a copy should be sent to the Bureau
of Human Resources, Office of Employee Relations, Employee Programs (HR/ER/EP),
and the bureau telework coordinator of the home bureau.
1. Voluntary Participation
The employee recognizes that the telework arrangement is not
an employee benefit but an additional method the agency may approve to
accomplish work. The employee voluntarily agrees to work at the
agency-approved alternate work site indicated below and to follow all
applicable policies and procedures.
2. Salary and Benefits
The agency agrees that a telework arrangement is not a basis
for changing the employee's salary or benefits based on the Civil Service grade
of the position or Foreign Service rank. However, salary, allowances, and
travel entitlements may be adjusted based on the official worksite consistent
with 5 CFR 531.605.
The employee is not authorized to to receive
overseas/foreign allowances in his or her own right. The sponsoring FSO
continues to be eligible for such allowances based on family size. The
employee is eligible to receive danger pay (home bureau-funded) and post
hardship differential (centrally funded), if applicable.
Privacy Act Statement
[Solicitation of this information is authorized by
President Clintons Memorandum of July 11, 1994 and June 21, 1996 which
directed agencies to establish, encourage, support, and expand opportunities to
telework consistent with their responsibilities.
The primary use of this information is by management to
approve and document your telework arrangements. Additional disclosures of the
information may be: To the Department of Labor when processing a claim for
compensation regarding a job connected injury or illness; to a Federal agency
when conducting an investigation for security reasons; to a Federal, State, or
local law enforcement agency when it becomes aware of a violation or possible
violation of civil or criminal law; or to the Office of Personnel Management
when information is required for evaluation of the telework program. This
information will also be used for monitoring the Federal agencies compliance
with the Presidents Memorandum. It will not be used to make any personnel
decisions about individuals. Your furnishing the information is voluntary, but
failure to do so may result in disapproval of this request.]
3. Duty Station and Alternate Work Site
Agency and employee agree that the employee's assigned
position is located at:
_________________________________________________________.
Employees approved official duty station/alternate worksite
(embassy/post/residential address) is:
____________________________________________________________.
4. Official Duties
Unless otherwise instructed, employee agrees to perform
official duties only at the regular office or agency approved alternate work
site.
The employee agrees not to conduct personal business during
normal working hours at the alternate work site, for example, caring for
dependents or making home repairs.
Management reserves the option to inspect alternate work
sites during normal working hours with prior notice of at least 24 hours.
Position duties include (these can either be placed within
the agreement or as a separate attachment):
5. Work Schedule and Hours of Duty
Consistent with the bureaus policies on a flexible or
alternative work schedules, agency and employee agree upon the following
telework schedule:
Employee will receive U.S. holidays and is not entitled to
local holidays of the location abroad. The employee is not entitled to premium
pay or compensatory time when working on a local holiday. If the alternate
worksite is the embassy and it is closed due to a local holiday, the employee
must work from another worksite approved by the supervisor (e.g., the
employees home) or use annual leave or previously earned compensatory time.
Day(s) working at the alternate work site:
Week 1 (first week of each pay period)
Monday: From _____ to _____
Tuesday: From _____ to _____
Wednesday: From _____ to _____
Thursday: From _____ to _____
Friday: From _____ to _____
Week 2 (second week of each pay period)
Monday: From _____ to _____
Tuesday: From _____ to _____
Wednesday: From _____ to _____
Thursday: From _____ to _____
Friday: From _____ to _____
6. Time and Attendance
The supervisor agrees to ensure the telework employee's
timekeeper has a copy of the employee's work schedule. The supervisor agrees
to certify biweekly the time and attendance for hours worked at the alternate
work site consistent with the ____________________________ bureau's policies.
The employee agrees to follow established office procedures
for requesting and obtaining approval of leave.
7. Overtime
A supervisor may approve overtime if needed. The existing
rules governing overtime in Title 5 U.S.C. and the Fair Labor Standards Act
apply to telework arrangements. Because the supervisor is responsible for
regulating and controlling the use of overtime, the supervisor must approve all
overtime in advance and must be satisfied that more than 8 hours in a day were
worked.
8. Administrative Support/Travel/Equipment
__________________________ will be enrolled in the OpenNet
Everywhere (ONE) program and will continue ______________________to use the FOB
from IRM that has been configured for access to ______________________ unclassified
e-mail and directories.
Other support: For other ICASS services and workload counts
unrelated to this telework agreement, post will provide
___________________________ the same level of administrative support as
provided to spouses of direct-hire American officers. This includes CLO
services, APO, accreditation, and health unit access.
9. Security/Medical
Employees who telework will not work on or have access to
classified information at the alternate work site and will comply with current
standards for remote operations from domestic residence, as published in 12 FAH-10 H-172,
Remote Processing.
______________________________ will make available the
alternate work site for inspection by post regional security officer to ensure
proper handling of official documents.
______________________________ will obtain a medical
clearance for the overseas location of ________________________________________
from the Office of Medical Services. Copies of the clearance will be provided
to Embassy __________________________________________ and (bureau)
__________________________________________.
10. Liability
The employee understands that the U.S. Government will not
be responsible for damages to an employee's personal or real property while the
employee is working at the approved alternate work site, except to the extent
the U.S. Government is responsible under applicable law.
11. Work Area
The employee agrees to complete Form DS-1963, Home Safety
Checklist for Teleworkers certifying conformance with safety standards at the
alternate site.
12. Alternate Work Site Costs
The employee understands that the U.S Government will not be
responsible for any operating costs that are associated with the employee using
his or her home as an alternate work site; for example, home maintenance,
insurance, or utilities. Work-related long-distance (domestic and
international) phone calls will be reimbursed by the agency in accordance with
applicable law, regulations, and policies.
13. Injury Compensation
The employee understands that the U.S. Department of Labors
Office of Workers Compensation Programs (OWCP) provides coverage for all
Federal civilian employees for on-the-job injury, illness, and death. The
employee agrees to notify the supervisor immediately of any accident or injury
that occurs at the alternate work site and to complete any required forms. The
supervisor agrees to investigate such a report immediately.
14. Work Assignments/Performance
The employee agrees to complete all assigned work according
to procedures mutually agreed upon by the employee and the supervisor and
according to guidelines and standards in the employee performance plan. The
employee agrees to provide regular reports if required by the supervisor to
help judge performance. The employee understands that a decline in performance
may be grounds for canceling the alternate work site arrangement.
15. Records Management
The employee agrees to protect U.S. Government records from
unauthorized disclosure or damage and will comply with requirements of the
Privacy Act of 1974, 5 U.S.C. 552a. Sensitive But Unclassified (SBU)
information will be handled in accordance with 12 FAM 540.
16. Standards of Conduct
The employee agrees to be bound by agency standards of
conduct while working at the alternate work site.
Nothing in this agreement precludes the agency from taking
any appropriate disciplinary or adverse action against an employee who fails to
comply with the provisions of this agreement or regulations contained in 3 FAM 2360.
17. Chief of Mission Authority
As a U.S. Government executive branch employee while
teleworking abroad, the employee is subject to chief-of-mission (COM)
authority, although the employee will not be included in posts staffing
pattern or considered part of posts regular staffing compliment. The COM has
absolute authority over who is assigned to, or resident at, post and must be
notified and agree to the DETOs employment arrangements prior to the DETOs
arrival at post.
Normally the DETO shall not report on or play any role in
policy or administrative issues pertaining to the country or region in which
the host bureau or teleworking post is located, but if it is the case that the
DETO position does play a role in policy or administrative issues pertaining to
the host bureau or teleworking post of country or region, then that will have
to be addressed under National Security Decision Directive (NSDD-38)
procedures.
18. Cancellation
This telework arrangement terminates automatically upon
completion of the employee spouses tour of duty in
_________________________________. In addition, the employee or home office
may cancel or adjust the telework arrangement based on the needs of the office
at any time with prior notification of at least two pay periods.
This telework arrangement will be reviewed by the employees
supervisor on a semi-annual basis to ensure that it meets the needs of the
office and the employee.
Employee's Signature and Date:
__________________________________.
Supervisor's Signature and Date:
_________________________________.
Home Bureau Executive Office Approval and Date:
____________________
_________________________________________, Executive
Director
Host Bureau Executive Office Approval and Date:
_____________________
_________________________________________, Executive
Director
Post Management Officer Approval and Date:
_____________________________________________________________
Post Chief of Mission Approval and Date:
_____________________________________________________________
Director of Career Development and Assignments (HR/CDA) and
Date Foreign Service Employees Only:
_____________________________________________________________