#### **Personnel**

##### Management

> **Manual** Date: October 8, 2003
>
> Part 1 Personnel Systems & Procedures
>
> Chapter 12 Telecommuting Program
>
> Section

1.  What is the purpose of this directive?

2.  Does this directive cancel existing policy?

3.  What is the background concerning this directive?

4.  What are the pertinent references with regard to the telecommuting
    program?

5.  What are the key definitions used in this directive?

6.  What are the FHWA telecommuting policies?

7.  Who is responsible for the telecommuting program, and what are their
    responsibilities?

8.  What types of telecommuting are used in the FHWA?

9.  Who is eligible to telecommute?

10\. What specific requirements must be met in administering the
telecommuting program?

1.  **What is the purpose of this directive?** The purpose of this
    directive is to revise the Federal Highway Administration (FHWA)
    telecommuting policy to conform to Public Law (P.L.) 106-346, §359
    (Department of Transportation (DOT) and Related Agencies
    Appropriations Act for Fiscal Year 2001).

2.  **Does this directive cancel existing policy?** This directive has
    been revised to reflect changes in the controlling Department of
    Transportation telecommuting guidance. FHWA telecommuting policy is
    unchanged.

3.  **What is the background concerning this directive?** Telecommuting
    is increasingly viewed as a successful way in which private and
    public organizations can accomplish work, and possibly achieve
    savings in operating expenses such as office space costs. This
    method of work can have positive societal benefits, particularly in
    the areas of traffic mitigation and air quality improvements.
    Finally, telecommuting is an attractive option to employees who face
    difficult commuting conditions in getting to work. This directive
    restates the support of the FHWA for telecommuting and clarifies the
    Agency policies for this program.

4.  **What are the pertinent references with regard to the telecommuting
    program?**

a\. P.L. 106-346, §359 (DOT and Related Agencies Appropriations Act for
Fiscal Year 2001). (See <http://www.opm.gov/telework/twlaws.asp>).

b\. U.S. Department of Transportation Order DOT 1501.1, Subject:
Department of Transportation Telecommuting Policy, dated March 26,2003.
(See <http://dothr.ost.dot.gov/HRPolicy/DOT_ORDER_1501.1.pdf>).

5.  **What are the key definitions used in this directive?**

> a\. **Alternative worksite.** An officially approved worksite
> specifically designated as a place where an employee may work for the
> purpose of telecommuting. It is not the official duty station to which
> an employee is assigned. This worksite is within the general commuting
> area surrounding the official duty station.
>
> b\. **Center based telecommuting.** A form of telecommuting that is
> performed on a regular and recurring basis at an office or facility,
> that is usually closer to an employee's home than the regularly
> assigned office, for a portion of the workweek.
>
> c\. **Eligible employee.** A satisfactorily performing employee whose
> position has work that typically may be performed in a telecommuting
> status.
>
> d\. **Home-based telecommuting.** A form of telecommuting that is
> performed on a regular and recurring basis at the employee's residence
> for a portion of the workweek.
>
> e\. **Official Duty Station.** The geographical location to which the
> employee is officially assigned. The official duty station assignment
> controls the pay and travel entitlements of the employee.
>
> f\. **Task-based telecommuting.** A form of telecommuting that permits
> employees to perform work of limited duration at an alternative
> worksite other than the official duty station (usually at the
> employee's home) when the supervisor and employee agree that
> identified tasks can be performed away from the normal office setting.
>
> g\. **Telecommuting.** A work arrangement in which an eligible
> employee performs officially assigned duties at an alternative
> worksite. This generally includes the employee's home or a satellite
> facility owned or leased by a DOT Operating Administration, the
> General Services Administration (GSA), or by another public or private
> organization where work is performed. Telecommuting may be used on a
> regular and recurring basis, usually at least one day a week.
> Telecommuting also may be used on an intermittent basis when specific
> work assignments are available which would be accomplished
> satisfactorily while telecommuting for a limited period of time.
> Managers may determine appropriate telecommuting schedules for
> employees in their organizations in order to meet business related
> needs.

6\. **What are the FHWA telecommuting policies?** Consistent with P.L.
106-346, §359, and the DOT telecommuting policy, the FHWA is
establishing a telecommuting policy for the effective and efficient
conduct of Government and Agency business while allowing employees to
work at alternative worksites.

> a\. **FHWA supports telecommuting.** The FHWA encourages the use of
> telecommuting where it is consistent with specific mission and
> operating requirements. Telecommuting is consistent with the DOT and
> FHWA mission, because it relates directly to the goals of reducing
> traffic congestion and mobile source emissions. This program may also
> serve as a recruitment and retention tool to obtain the services of
> employees with skills, which are necessary for success in achieving
> the Agency's mission and program goals. Telecommuting would permit the
> employment of individuals who otherwise could not work a conventional
> schedule or full-time at a given FHWA office location.

b\. **Management controls.** The FHWA management is responsible for
ensuring that the telecommuting program does not adversely impact the
organization's mission, office operations, work productivity,
customer/public service requirements, or threaten the security of FHWA
data, information or equipment. Accordingly, not every position will be
deemed eligible for participation. Telecommuting should be considered as
one method of performing work, and not an employee entitlement.

> c\. **Eligibility determinations for telecommuting.** The FHWA has not
> identified any specific group of employees (e.g., engineers,
> supervisors, human resource specialists, etc.) who will be excluded
> from participating in the FHWA telecommuting program. Supervisors and
> managers will determine individual eligibility for telecommuting based
> upon the position and employee criteria in paragraph 9 below. All
> employees who are determined to be eligible will be offered the
> opportunity to telecommute at least one day a week in accordance with
> the intent of P.L. 106-346, §359. Employees who do not fully meet the
> criteria, or have other circumstances that would preclude
> telecommuting at least one day a week, may be offered alternate
> options for telecommuting. These options include telecommuting one day
> a pay period or task-based telecommuting.
>
> d\. **Voluntary employee participation.** Employee participation in
> the telecommuting program is strictly voluntary.
>
> e\. **Management and employee cooperation.** Managers, supervisors,
> and employees are expected to work together to ensure that the
> telecommuting program will meet the mission and business related
> requirements of the FHWA while considering the wishes of the employee
> to telecommute.
>
> f\. **Employee responsibility -- telecommuting work environment.** It
> is the responsibility of the telecommuting employee to ensure that a
> safe and productive work environment, which is free from distractions,
> is maintained at the alternative worksite. While in an official duty
> status at the alternative worksite, an employee is expected to pay
> full-time attention to official duties, and to not engage in personal
> activities such as home repairs, dependent care, or any other
> non-business related activities. Engagement in such activities will
> serve as grounds for termination of the telecommuting arrangement, or
> result in other appropriate Agency action.
>
> g\. **Reasonable accommodation.** Employees with disabilities may be
> offered the opportunity to telecommute on the same basis as any other
> employee.
>
> h\. **Budget and equipment issues.** The FHWA faces budget constraints
> in supporting many employee oriented programs, including
> telecommuting. Managers and employees are encouraged to find and use
> creative "low cost" solutions to support telecommuting activities. For
> example, where a telecommuting employee needs computer equipment, an
> organization could loan an excess computer to the telecommuter, or the
> individual could use personal equipment. If it were determined that a
> telecommuter needed to be immediately in communication with the
> office, the employee or the organization should ensure that such
> arrangements are provided. Managers are encouraged to carefully
> consider long term cost implications in reaching decisions about what
> support (such as digital subscriber line services) will be provided to
> telecommuters. Determining that a position would be suitable for
> telecommuting does not obligate the FHWA to purchase equipment
> specifically for telecommuting. All such arrangements must be handled
> within the organization's general operating expenses allocation.

7\. **Who is responsible for the telecommuting program, and what are
their responsibilities?**

> a\. **Telecommuting Program Administration.** Associate
> Administrators, the Chief Counsel, Directors of Field Services,
> Resource Center Managers, Division Administrators, and Federal Lands
> Highway Division Engineers are responsible for implementing and
> administering the telecommuting program within their organizational
> units. These officials are encouraged to develop telecommuting plans,
> which are in conformance with the policies in this PMM Chapter,
> tailored to the mission requirements of the organizations that they
> manage, and at a minimum, cover the specific requirements of paragraph
> 10 below.
>
> b\. **Supervisors' Responsibilities.** Supervisors (or if so
> designated, Team Leaders) are responsible for making determinations
> about which specific positions are suitable for telecommuting, for
> making decisions on employee requests to telecommute, and the
> day-to-day administration of the FHWA telecommuting program in their
> organizations. Supervisors will document their business related
> reasons for disapproval of individual telecommuting requests,
> consistent with the criteria in paragraph 9, and provide these reasons
> to the employee making the request. In addition, after consultation
> with employees, supervisors will assess the adequacy of any
> telecommuting arrangement and take action to continue or terminate it.
>
> c\. **Telecommuting Program Technical Support.** The Director, Office
> of Human Resources, is responsible for providing technical assistance
> to officials who are implementing and administering the telecommuting
> program.

8\. **What types of telecommuting are used in the FHWA?** The following
types of telecommuting are available for use by FHWA employees.

> a\. **Center-based telecommuting.** This type of telecommuting is
> performed in a telecommuting center. These centers are sponsored by
> the GSA in partnership with local Governments, universities or private
> sector companies. These centers provide a professional work
> environment, including the use of computers, local telephone calls,
> copying facilities, and limited supplies. Other services may be
> provided. Official long distance calls are the responsibility of the
> FHWA. On-site technical assistance is usually available. Most centers
> require payment of fees for use by FHWA employees. The FHWA will pay
> the fees for use by its employees. Most of these centers are located
> in the greater Washington, DC metropolitan area. These centers
> accommodate employees who participate in telecommuting on a regular
> and pre-arranged schedule.
>
> b\. **Home-based telecommuting.** This type of telecommuting is
> performed at an employee's home on a regular and recurring basis. It
> usually is pre-scheduled, and is used at least 1 day a week, once a
> pay period, or on some other regular and recurring basis. The employee
> is expected to provide a work space which is conducive to safe and
> effective accomplishment of assigned work and is free from
> distractions. The FHWA may provide necessary supplies, loaned
> equipment and computer software, as well as pay the cost of official
> long distance telephone calls.
>
> c\. **Task-based telecommuting.** This type of telecommuting can be
> performed at any alternative worksite; however, it is usually
> performed at an employee's home. The major difference between
> task-based and home-based telecommuting is that the former is
> performed when occasional work assignments are available which could
> be performed when in a telecommuting status. Task-based telecommuting
> may be used on a part-day basis when an employee has a personal
> obligation to fulfill while in a leave status and the employee could
> work the remainder of the day. There is no minimum or maximum number
> of times when this type of telecommuting may be used in a given period
> of time. The use of task-based telecommuting will be determined by the
> supervisor in consultation with the employee, and will be consistent
> with program and business needs. Each instance of task-based
> telecommuting may not exceed 45 consecutive hours or 5 consecutive
> workdays in duration, whichever is less.

9\. **Who is eligible to telecommute?** All categories of employees are
eligible to telecommute. Specific determinations of who may telecommute
will be based upon the following position and employee eligibility
criteria. The following is not a finite list of criteria. Positions
should be carefully analyzed to ensure that they are not excluded from
coverage.

> a\. **Position eligibility criteria.** Positions meeting the following
> criteria are appropriate for telecommuting:

(1) Work activities are portable;

\(2\) Data, Local Area/Wide Area Networks, and other systems security
requirements, including sensitivity and Privacy Act concerns, are
adequately addressed;

\(3\) Necessary material and information can readily be moved to and
from the Federal office;

\(4\) Periodically working on site allows sufficient access to necessary
specialized equipment;

> \(5\) Technology for off-site work is available, if needed;

\(6\) Close supervision or daily input from sources accessible only on
site is not required;

> \(7\) Contact with employees and customers can be performed
> electronically or by telephone without adversely affecting customer
> service or productivity;

(8) Budget constraints do not prevent FHWA support for the telecommuter
    occupying the position; and

> \(9\) Other position characteristics that management determines to be
> appropriate.
>
> b\. **Employee eligibility criteria.** In addition to meeting the
> position criteria described above, employees must:
>
> \(1\) Maintain a performance rating of at least "Meets or Exceeds
> Requirements" (i.e., "fully successful," or the equivalent), with no
> documented need to improve performance;

\(2\) Meet Federal Government and Agency standards of conduct; and

> \(3\) Comply with the terms of the FHWA telecommuting policy and
> agreement.
>
> c\. **Limitations.** While some positions may not appear to be
> eligible, certain job assignments or functions assigned to such
> positions may well be performed while telecommuting on a limited
> basis. There will be situations where individuals who telecommute will
> be asked to temporarily terminate the arrangement in order to meet
> specific unit requirements or otherwise cancel telecommuting day(s) in
> order to meet official obligations such as office meetings. In
> addition, supervisory judgment should be used in determining whether
> it is appropriate for an employee to telecommute while he/she is
> working under an alternative work schedule arrangement.

10\. **What specific requirements must be met in administering the
telecommuting program?** The following requirements must be met, or
included in any local plan that is developed to supplement this
guidance.

> a\. **Customer service.** Customer service is an important element in
> the accomplishment of the FHWA mission. Requirements for, and methods
> to maintain customer service by telecommuting employees should be
> explicitly considered in the development of any local plans.
>
> b\. **Position designations.** Determinations regarding specific
> positions, which will either be covered by, or excluded from,
> telecommuting will be made in accordance with the position and
> employee eligibility criteria in paragraph 9, above.
>
> c\. **Telecommuting agreements.** Employees and supervisors must
> complete the appropriate forms, indicated below, prior to beginning
> any form of telecommuting. This will document both parties'
> understanding and agreement to the terms and conditions of the
> telecommuting arrangement.

+------------------+---------------+------------------+----------------+
| Forms Needed for | Type of       |                  |                |
| the Type of      | Telecommuting |                  |                |
| Telecommuting    |               |                  |                |
+------------------+---------------+------------------+----------------+
|                  | Center-based  | Home-based       | Task-based     |
|                  |               | Telecommuting    | Telecommuting  |
|                  | Telecommuting |                  |                |
+------------------+---------------+------------------+----------------+
| Telecommuting    | X             | X                | X              |
| Agreement        |               |                  |                |
|                  |               |                  |                |
| (Home, Center,   |               |                  |                |
| or Task-Based)   |               |                  |                |
+------------------+---------------+------------------+----------------+
| Task-Based       |               |                  | X              |
| Telecommuting    |               |                  |                |
| Specific         |               |                  |                |
| Assignment       |               |                  |                |
| Documentation    |               |                  |                |
+------------------+---------------+------------------+----------------+
| Sup              | X             | X                | X              |
| ervisor-Employee |               |                  |                |
| Telecommuting    |               |                  |                |
| Check-out List   |               |                  |                |
+------------------+---------------+------------------+----------------+

> If a telecommuting arrangement has an adverse impact on FHWA program
> or mission accomplishments, or the participating employee no longer
> meets eligibility criteria, the supervisor shall take appropriate
> action to terminate or modify the agreement.
>
> d\. **Training.** Employees and supervisors should: (1) participate in
> a telecommuting orientation; (2) refer to the more detailed
> information posted on the FHWA StaffNet; or (3) participate in some
> other similar activity to ensure an understanding of telecommuting
> requirements and practices. This should be completed prior to allowing
> an employee to telecommute. The purpose is to familiarize both the
> supervisor and employee with elements of the FHWA telecommuting
> program including specific issues such as strategies for effective
> telecommuting, managing for results, effective communications, work
> plans, and the program requirements.
>
> e\. **Conduct.** Employees are expected to adhere to Federal
> Government and FHWA standards of conduct while in a telecommuting
> status.
>
> f\. **Performance.** Supervisors and employees must discuss
> performance expectations and have a clear understanding of work
> objectives, desired results, evaluation criteria, and measurement
> tools to assess the work that is accomplished. The performance
> elements and standards of telecommuters will not be modified as a
> result of participating in the telecommuting program. Telecommuting
> employees are expected to perform at least at the same level as
> similarly situated non-telecommuting employees. The supervisor and
> employee should regularly review and discuss actual versus expected
> performance.
>
> g\. **Dispute Resolution.** Supervisors and employees are strongly
> encouraged to informally resolve differences and disputes which may
> arise in connection with telecommuting issues. However, if such
> efforts fail, any dispute will be resolved by use of the Agency
> grievance process.
>
> h\. **Reporting.** At a minimum, the FHWA will be required to report
> quarterly on the use of telecommuting. Upon receiving such requests,
> units within the Agency will be requested to provide needed
> information that will be used to provide a consolidated report on the
> use of telecommuting in the FHWA.

FEDERAL HIGHWAY ADMINISTRATION

TELECOMMUTING AGREEMENT

BETWEEN FHWA AND EMPLOYEE

(Organization) \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
(Employee)\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

Type of Telecommuting Agreement: Center-based \_\_\_ Home-based \_\_\_

Task-based\_\_\_ (Complete the Task-Based Telecommuting Specific
Assignment Documentation as required.)

Duty Station and Alternative Worksite

> Employee\'s official duty station is:
>
> \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
>
> (City, State)
>
> Approved alternative worksite is:
>
> \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
>
> (Street Address, City, State)

Work Schedule and Tour of Duty

> \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
>
> \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
>
> (For center or home-based telecommuting, specify days, hours, and
> location (i.e., official duty station or alternative worksite) when
> the employee will be working at the official duty station or the
> alternative worksite.)
>
> Unless the Agency and employee agree otherwise, the number of hours
> the employee is scheduled to work will remain the same.
>
> For task-based telecommuting, work will be performed at the
> alternative worksite only for specifically assigned hours and days.
> Such individual assignments will be documented in written or
> electronic (e-mail) form by the employee and supervisor in each
> instance. A copy will be provided to the timekeeper.

(Employee's Signature and Date)
­­­­­­­­­­\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

(Supervisor's Signature and Date)
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

TELECOMMUTING AGREEMENT PROVISIONS

Voluntary Participation

> Employee voluntarily agrees to work at the approved alternative
> worksite indicated above, and agrees to follow all applicable policies
> and procedures. Employee recognizes that telecommuting is a method the
> Agency may use to accomplish work. This agreement will remain in force
> until modified or terminated by either party.

Salary and Benefits

> Working at an alternative worksite is not a basis for changing the
> employee's salary or benefits. All pay, leave and travel entitlements
> are based on the official duty station.

Official Duties

> For the purposes of telecommuting, the employee will perform official
> duties only at the official duty station or alternative worksite.
> Employee agrees not to conduct personal business while in official
> duty status at the alternative worksite, for example, making home
> repairs or caring for dependents.

Time and Attendance

> Employee's timekeeper will have a copy of the employee's schedule. The
> supervisor will certify bi-weekly the time and attendance for hours
> worked at the official duty station and the alternative worksite.

Note: Agency may require employee to complete a self certification form.

Leave

> Employee will follow established office procedures for requesting and
> obtaining approval of leave.

Overtime

> Employee agrees to work compensable overtime only when requested and
> approved by the supervisor in advance. Working and claiming
> compensable overtime without such approval may result in termination
> of the telecommuting agreement and/or other appropriate action.

Equipment/Supplies

> Employee will protect any Government-owned equipment and will use the
> equipment only for official purposes. The Agency will service and
> maintain Government-owned equipment only at the official duty station.
> The employee is responsible for transporting equipment to the official
> duty station for servicing, inventory, or upon request. The employee
> will install, service, and maintain any personal equipment used. The
> Agency may provide the employee with necessary office supplies, and
> may also provide a telephone credit card or otherwise reimburse the
> employee for business-related long distance telephone calls.

Liability

> The Government will not be liable for damages to an employee's
> personal or real property while the employee is working at the
> approved alternative worksite except to the extent the Government is
> held liable by the Federal Tort Claims Act or the Military Personnel
> and Civilian Employees Claims Act.

Home Work Area

> The employee will provide a safe work area that is adequate for
> performance of official duties. The work area shall be free of
> distractions.

Home Alternative Worksite Costs

> The Government will not be responsible for any operating costs that
> are associated with the employee using his or her home as an
> alternative worksite, for example, home maintenance, insurance, or
> utilities. However, the employee does not relinquish any entitlement
> to reimbursement for authorized expenses incurred while conducting
> business for the Government, as provided for by statue and
> implementing regulations.

Center Worksite Costs

> The Government will be responsible for any operating costs that are
> associated with the employee using a telecommuting center as an
> alternative worksite. However, the employee does not relinquish any
> entitlement to reimbursement for authorized expenses incurred while
> conducting business for the Government, as provided for by statute and
> implementing regulations.

Injury Compensation

> Employee is covered under Federal Employee's Compensation Act if
> injured while actually performing official duties at the official duty
> station or the alternative worksite. The employee agrees to notify the
> supervisor immediately of any accident or injury that occurs at the
> alternative worksite. The supervisor will investigate such a report
> immediately.

Work Assignments

> For center or home-based telecommuting, employee will 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's performance plan.
>
> For task-based telecommuting, work assignments to be performed at the
> alternative duty station will be individually documented in writing or
> electronically (e-mail) by the supervisor and confirmed by the
> employee, specifying the benefit to FHWA, that they will be performed
> at the alternative worksite (or another agreed site with specified
> address and telephone number), the hours of work performance, and the
> work products to be available for review at the conclusion of work.
> Assignments made and accepted electronically will have the force of
> signed written documents. The employee will 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\'s performance plan. The supervisor must be able to contact
> the employee at the alternative worksite specified during the hours of
> work performance. To be approved, work assignments cannot exceed 5
> consecutive work days or 45 consecutive work hours, whichever is less.
> The supervisor should retain copies of task based telecommuting
> specific work assignment documentation for 1 year.

Performance

> In order to work at an alternative worksite, employee's most recent
> performance rating must be at least "Meets or Exceeds Requirements"
> (i.e., "fully successful"). The supervisor may require regular
> progress reports from the employee to assist in judging performance. A
> decline in performance may be grounds for canceling the alternative
> worksite arrangement.

Disclosure

> Employee will protect Government/Agency records from unauthorized
> disclosure or damage and will comply with requirements of the Privacy
> Act of 1974, 5 USC 552a.

Standards of Conduct

> Agency standards of conduct continue to apply to employees working at
> alternative worksites.

Cancellation

> After appropriate notice to the supervisor, the employee may resume
> working his or her regular schedule at the official duty station.
> After appropriate notice to the employee, the agency may instruct the
> employee to resume working his or her regular schedule at the official
> duty station for such reasons as the employee's performance declines,
> or if telecommuting fails to benefit organizational needs. The Agency
> must follow any applicable administrative or negotiated procedures.

Other Action

> 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.

FEDERAL HIGHWAY ADMINISTRATION

Task Based Telecommuting

Specific Assignment Documentation

(May be sent and confirmed via electronic mail)

All provisions of the Task Based Telecommuting agreement between us
dated \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_ are incorporated by
reference.

Assignment (describe briefly):
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

Dates, hours, when work is to be performed:
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

Total work time (cannot exceed 5 consecutive work days or 45 consecutive
hours, whichever is less):
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

Location (complete only if different than in Agreement):

> Address:
> \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

Telephone:
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

Benefit to the FHWA of performance of this assignment at alternative
location indicated: (describe briefly):

\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

Anticipated work products (written, electronic or other tangible work
products which will be available for supervisor\'s review):

\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

Supervisor\'s signature and date

\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
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Employee\'s signature and date

(Employee, supervisor and timekeeper should each keep a copy of this
document; supervisor should keep the "original\" for 1 year.)

FEDERAL HIGHWAY ADMINISTRATION

SUPERVISOR-EMPLOYEE TELECOMMUTING

CHECK-OUT LIST

The following checklist is designed to ensure that the telecommuting
employee is properly oriented to the policies and procedures of the FHWA
telecommuting program. Questions 4, 5, 6 and 7 may not be applicable to
the telecommuting employee. If this is the case, state "non-applicable"
or "n/a". The employee and supervisor should jointly complete this
checklist, and retain it as part of the record of the telecommuting
agreement.

NAME OF TELECOMMUTING EMPLOYEE:

\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

NAME OF IMMEDIATE SUPERVISOR:

\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

DATE COMPLETED

1\. Employee has read the FHWA guidelines

outlining policies and procedures of the

telecommuting program. \_\_\_\_\_\_\_\_\_\_\_\_\_

2\. Employee has been provided with a schedule of

official duty hours. \_\_\_\_\_\_\_\_\_\_\_\_\_

3\. Employee has been issued ( ) has not been

issued ( ) equipment. \_\_\_\_\_\_\_\_\_\_\_\_\_

4\. Equipment issued by the agency is documented.
\_\_\_\_\_\_\_\_\_\_\_\_\_

CHECK AS APPLICABLE YES NO

Computer \_\_\_ \_\_\_

Modem \_\_\_ \_\_\_

Fax machine \_\_\_ \_\_\_

Telephone \_\_\_ \_\_\_

Desk \_\_\_ \_\_\_

Chair \_\_\_ \_\_\_

Telephone calling card \_\_\_ \_\_\_

Other \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_ \_\_\_ \_\_\_

5\. Policies and procedures for care of equipment

issued by the agency have been explained and

are clearly understood. \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

6\. Policies and procedures covering classified,

secure, and Privacy Act data have been discussed,

and are clearly understood. \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

7\. Requirements for a safe home office space

and/or area which is free from distractions have

been discussed. \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

8\. Performance and employee/office communications

expectations have been discussed and are clearly

understood. \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

9\. Employee understands that the supervisor may

terminate employee participation in telecommuting

at any time, in accordance with established

administrative procedures and any union negotiated

agreements. \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

10.Employee and supervisor have participated in

an FHWA telecommuting orientation or other

equivalent familiarization activity. \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

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Supervisor\'s signature Employee\'s signature