However, agencies may require employees to telecommute if there is a business necessity for doing so. Conditions of Employment Policies and procedures that normally apply to the workplace remain the same. Telecommuting assignments do not change the conditions of employment or required compliance with policies. The total number of hours that employees are expected to work will not change, whether they are worked at the central or at the alternate work location. Agencies must ensure that procedures are in place to track the work hours of employees who telecommute and to document the hours worked by employees covered by the Fair Labor Standards Act.
Employees agree to apply themselves to their work during work hours.
Telecommuting is not intended to serve as a substitute for child or adult care. If children or adults in need of primary care are in the alternate work location during employees' work hours, some other individual must be present to provide the care. Supervision Supervisors may require telecommuters to report to a central workplace as needed for work-related meetings or other events or may meet with telecommuter in the alternate work location as needed to discuss work progress or other work related issues. Telecommuters must agree to follow agency-approved security procedures in order to ensure confidentiality and security of data. The agency may terminate the telecommuting agreement at its discretion, preferably with two weeks' notice.