Telework Policy
for
Member & Committee Offices
Committee on House
Administration
Chairman Bryan Steil
Ranking Member Joseph D. Morelle
ADOPTED February 16, 2024
All citations to the House Rules refer to the Rules of the House of Representatives
TABLE OF CONTENTS
General ........................................................................................................................................ 1
Definitions................................................................................................................................... 2
Telework ................................................................................................................................. 2
Routine Telework ................................................................................................................ 2
Situational Telework ........................................................................................................... 2
Unscheduled Telework ........................................................................................................ 2
Primary Duty Station .............................................................................................................. 2
Alternate Work Site ................................................................................................................. 3
Employment Status ..................................................................................................................... 3
Eligibility to Telework ................................................................................................................ 3
Termination/Suspension/Modification to a Telework Agreement .............................................. 5
Safety at the Alternate Work Site ................................................................................................ 6
Meetings ...................................................................................................................................... 6
Insurance and Taxes .................................................................................................................... 7
Care of Dependents ..................................................................................................................... 7
Equipment, Supplies and Work-Related Expenses ..................................................................... 7
Use of Franked Mail ............................................................................................................... 7
Supplies and Equipment ......................................................................................................... 8
Maintenance, Repair and Replacement ............................................................................... 8
Furniture .................................................................................................................................. 9
Confidentiality and Security ....................................................................................................... 9
Liability for Damages ................................................................................................................. 9
Telework Agreement Contents .................................................................................................. 10
Travel and Transportation Expenses ..........................................................................................11
Management of Telework Employees ........................................................................................11
Performance Management ................................................................................................ 12
Time and Attendance ........................................................................................................ 12
Training ............................................................................................................................. 12
APPENDIX A - SAMPLE TELEWORK AGREEMENT ........................................................ 13
APPENDIX B - SAMPLE SELF-CERTIFYING SAFETY CHECKLIST .............................. 18
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GENERAL
The Telework Policy sets forth the guidelines and rules for Member and Committee offices that
choose to establish their own Telework Program. As explained in more detail below, telework
consists of routine, situational, or unexpected telework at an alternate work site (e.g., employee’s
residence) pursuant to an agreement between the employing authority and the employee, where
the employee’s primary duty station remains the physical location of the employing office.
Whether to offer employees the option of telework is entirely at the discretion of each employing
authority, subject to the requirements of this Policy and as may be necessary or appropriate under
the Congressional Accountability Act (“CAA”). Nothing in this Policy creates any obligation for
Member and Committee offices to offer a telework option to employees. Teleworking is not a
right or guaranteed benefit.
Any Member or Committee that chooses to allow employees to telework must first establish a
Telework Program consistent with all applicable federal laws and regulations, House Rules and
Committee on House Administration regulations, including those set forth in this Policy.
Using the guidelines set forth in the “Eligibility to Telework” section below, each employing
authority who offers telework must determine which employees will be eligible to telework
based upon the operational needs of the office; grounded in a determination as to whether the
employee may perform the position’s duties and responsibilities at an alternate work site without
diminution of employee performance or the office’s operations; and ensuring that teleworking
employees continue to perform their duties in a satisfactory manner commensurate with their
compensation.
Once an employing authority has established a Program consistent with this Policy and has made
determinations as to which employees are eligible to participate and on what basis, but prior to
an employee beginning to telework, a Telework Agreement must be signed by the employing
authority. The Agreement must stipulate the terms of the employee’s teleworking arrangement
consistent with the requirements of this Policy, including specifying the alternate work site,
whether the employee is eligible for routine, situational or unscheduled telework and stating the
duties and responsibilities of both the employing authority and the employee. (Sample Telework
Program is included in the Model Employee Handbook and sample Telework Agreement are
included at the end of this Policy.)
In addition to the telework arrangements discussed in this Policy, there may be circumstances
when teleworking may be appropriate or, in some cases, required in individual cases under the
Americans with Disabilities Act (ADA), the Pregnant Workers Fairness Act (PWFA), and/or
other provisions of the CAA. The Office of House Employment Counsel (“OHEC”) is available
to assist employing authorities in evaluating such circumstances and their CAA legal obligations.
Although this Policy applies equally to teleworking in such circumstances, there may be some
situations where modifications or deviations from this Policy are appropriate under the CAA, for
example, as reasonable accommodations. OHEC can advise employing authorities regarding
such circumstances. However, nothing in this Policy is intended to indicate that teleworking is
required by the CAA in any particular circumstance.
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DEFINITIONS
Telework
Telework is a working arrangement, established by the employing authority and agreed upon by
the employee in a written Telework Agreement, whereby the employee fully and successfully
performs his or her duties while working at both an alternate work site and the employee’s
situational, or unscheduled.
Routine Telework
Routine telework is a working arrangement whereby the employee is approved to work at an
alternate worksite from his or her primary duty station on a regular and recurring basis, most
often on agreed-upon day(s), which is specified in a written Telework Agreement. Examples
include when an employee teleworks specific days each week (e.g., every Tuesday or Thursday),
on a rotating basis or set weekly or monthly schedule, when the House is in recess, and/or some
other similar recurring basis.
Situational Telework
Situational telework is a working arrangement whereby the employee is approved to work at an
alternate work site on a case-by-case basis as the need arises which is specified in a written
Telework Agreement. Examples include an employee with a short-term need for uninterrupted
time to complete work on a complex project and an employee recovering from illness or an
injury who is able to perform work but temporarily physically unable to report to their central
work site.
Unscheduled Telework
Unscheduled telework is a working arrangement whereby an employee may opt for unscheduled
telework at an alternate work site from his or her primary duty station when the office announces
operating status of “Open with Option for Unscheduled Telework,” as part of an office’s
Continuity of Operations Plan if the primary duty station is closed due to a natural or man-made
disaster or part of a larger Continuation of Government. In such circumstances, staff are able to
telework temporarily and for brief periods of time during such situations even absent a Telework
Agreement. However, the existence of an executed Telework Agreement is required when
employees telework on an extended and/or regular basis. Offices are encouraged to prepare for
such scenarios by instituting an office policy detailing if/when employees are eligible/required to
telework during an emergency and ensuring all staff have the necessary mobile equipment to do
so.
Primary Duty Station
Per the Members’ Congressional Handbook, the primary duty station for Member office
employees is either the employing Member’s district or Washington, D.C., which is determined
by the employee’s primary residence. District offices include mobile and satellite offices or a
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location where an employee holds regular office hours (e.g., public library, local, state, or federal
government building).
Per the Committees’ Congressional Handbook, the primary duty station for committee
employees is Washington, D.C.
The primary duty station for individuals who are employed by three or more employing
authorities must either be Washington, D.C., or the District of one of their employing authorities,
which is determined by the location of the employee’s primary residence. All employing
authorities must agree in writing to the designation of the shared employee’s primary duty station
to ensure they are aware of potential costs to their individual MRAs to cover travel expenses if
the shared employee’s primary duty station is not in Washington, D.C., or the Member’s district.
An employee’s primary duty station cannot be the employee’s residence or alternate work site.
Alternate Work Site
An alternate work site is a location approved by the employing office from which an employee
may telework through a Telework Program. The site is usually the employee’s residence but,
with the express agreement of the employing office, may be another appropriate location, so long
as appropriate confidentiality can be ensured. The alternate work site cannot be a political,
campaign, or commercial office. Telework Agreements should specify whether and under what
circumstances an employee may telework from a location other than the established alternate
work site.
EMPLOYMENT STATUS
Telework is an option of the employing office rather than an employee benefit, and it does not
change the terms and conditions of employment.
The teleworking employee remains at will and serves at the pleasure of the employing office.
Accordingly, regardless of the existence of a Telework Agreement, the employee has the right to
resign from the position at any time, and the employing office can terminate the employee with
or without cause, or with or without notice, at any time, except that the employing office cannot
terminate employment for reasons in violation of applicable federal law or Rules of the House of
Representatives.
ELIGIBILITY TO TELEWORK
Offices should include in their Telework Program the process and criteria used to decide which
employees are eligible to telework. Each employing authority is solely responsible for
determining which employees are eligible to participate in telework and under what
circumstances (i.e., routine, situational, or unscheduled).
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Although there is no “one size fits all” approach to making eligibility determinations, every
employing authority should take into consideration the following criteria when determining
eligibility for telework:
1. Operational Needs of the Office: The employee’s official duties and responsibilities must be
able to be performed at an alternate work site without diminishing the employee’s
performance or office operations in any way. This includes consideration of whether the
employee can be as responsive to managers, coworkers, colleagues, stakeholders, and
constituents from the alternate work site as when such services are provided from the primary
duty station.
2. Employee’s Job Responsibilities: The position must generally be one which requires
minimum levels of supervision when the employee is performing work at an alternate work
site. For instance, an employee may have certain responsibilities that require direct
supervision, and which would not be amenable to telework. The employee may perform
other functions which require minimal supervision. In such a case, it may be appropriate to
allow the employee to telework only when performing duties that require minimal
supervision. If the employee is responsible for the direct supervision of other employees, the
employee must demonstrate an ability to effectively supervise others from an alternate work
site.
3. Employee’s Work Habits: The employee must have a demonstrated ability to work without
direct supervision, must be organized, disciplined, able to work independently, meet
deadlines and manage distractions. Employing authorities may want to consider performance
evaluations in assessing this standard. Additionally, to ensure continued compliance,
employing authorities are strongly encouraged to consider instituting regular check-ins
for teleworking employees (e.g., when they begin work for the day, end work for the
day, providing summaries of work performed while teleworking, etc.).
4. Employee Exempt Status Under the Fair Labor Standards Act (FLSA): When determining
employee eligibility for teleworking, employing authorities must be cognizant of the
potential difference in their ability to monitor hours worked when an employee performs
work at an alternate work site. The FLSA requires that all employees (unless exempt) be paid
overtime for hours worked over 40 in any workweek, and this requirement applies equally to
work performed at an alternate work site as to work performed physically in the office.
Employing offices must ensure that the hours worked by teleworking employees (unless
FLSA exempt) are carefully monitored to ensure that relevant overtime obligations are met.
One way to do this would be to require the employee to certify by email to their supervisor
daily their starting and ending time each day (and any breaks of 20 minutes or longer) and
identify any time outside of normal work hours when they perform work. OHEC can assist
employing authorities in determining which employees may be “exempt” from the FLSA’s
overtime requirements, and in determining whether time is concerned “work time” under the
FLSA. (Exemption status under the FLSA is different than essential/non-essential status
associated with furlough.)
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5. Specialized Needs: The employee’s need for specialized materials and/or equipment to
perform their duties from an alternate work site must not pose an undue hardship upon the
employing office.
6. Restricted Access Materials: Employees whose official duties require regular access to
classified materials or materials that the employing authority has designated as office-only
access are not eligible for telework.
7. Disciplinary Issues: Has the employee been disciplined for being tardy or for being absent
without permission? Has the employee recently been placed on a Performance Improvement
Plan that requires direct supervision and monitoring by a supervisor? These factors – applied
consistently – may be relevant considerations in determining whether an employee is eligible
for telework (or is eligible to continue teleworking). However, if an employing authority is
considering denying telework to an employee based solely on an unexcused absence(s),
please consult with OHEC first to evaluate any potential CAA liability issues.
Generally, except as may be required under the CAA, teleworking is not suitable for new
employees, employees who require close supervision, or employees who require regular in-
person interaction with co-workers, stakeholders, and constituents.
Paid interns are not eligible to telework unless due to a disaster (natural or man-made), pandemic
or another emergency. To be eligible, an office must institute its continuity of operations plan
requiring employees to telework.
TERMINATION/SUSPENSION/MODIFICATION TO A TELEWORK
AGREEMENT
Offices may terminate, suspend, or modify the teleworking program for any reason, at any time.
Offices may modify, suspend, or terminate an individual Telework Agreement at any time.
It is strongly recommended that an individual Telework Agreement be terminated if:
The employee has been disciplined for being absent without permission more than once in a
12-month period. If an employing authority is considering terminating a telework
arrangement for this reason, please consult with OHEC first to assess whether there may be
any extenuating circumstances under the CAA which may excuse the absence.
The employee has been disciplined for improper use of official equipment and/or resources.
If the employee’s performance and/or office operations diminishes during telework.
If an employee does not comply with the terms of the Telework Agreement.
Terminations or modifications should be made in writing and in a timely manner.
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SAFETY AT THE ALTERNATE WORK SITE
Offices may require employees to complete a safety checklist (see Addendum 2) self-certifying
the alternate work site is free from hazards. The primary responsibility for the personal safety of
the employee when working at a location other than the primary duty station, remains with each
individual employee. The alternate work site must comply with applicable health and safety
regulations. If the alternate work site is a private home, the teleworking employee is responsible
for ensuring that the home complies with health and safety requirements.
The employing office may deny an employee the opportunity to telework or may rescind a
Telework Agreement based on the existence or suspected existence of unsafe working conditions
or hazardous materials in or at the alternate work site. The employing office may also have the
alternate work site inspected for compliance with health and safety requirements. Inspections
will be by appointment only. Offices should contact OHEC before engaging in on-site
inspections.
Teleworking employees should follow basic safety precautions, including but not limited to:
• avoiding obstructions in the workplace;
• maintaining a clean workplace;
• eliminating trip-and-fall hazards;
• ensuring proper lighting, ventilation, and furniture; and
• taking fire safety precautions (e.g., smoke detectors).
If an employee incurs a work-related injury while teleworking, workers' compensation law and
rules may apply. A teleworking employee must notify their employing office immediately and
complete all necessary and/or employing office requested documents regarding the injury.
In the event of a job-related incident or accident during teleworking working hours, the
employee must immediately report the incident to the employee's supervisor. The employee must
allow agents of the employing office to investigate and/or inspect the alternate work site in the
event of injury, theft, loss, or alleged tort liability related to the teleworking arrangement.
MEETINGS
Employees may not conduct official in-person meetings at their residence. Official in-person
meetings should be scheduled at the employee’s primary duty station or in a public place.
Meetings via Zoom, Teams or other House-approved platforms may be conducted from the
alternate work site. However, employees must ensure that the environment for all such meetings
is professional. Additionally, employees must always remember that House Rules and the CAA
apply while teleworking. Accordingly, employees who are teleworking are required to maintain
compliance with their office’s Anti-Harassment and Anti-Discrimination Policy and to report
any violations of that policy.
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INSURANCE AND TAXES
Employees are advised to consult with their insurance agent and a tax consultant for information
regarding home work sites. Individual tax implications, auto and homeowner’s insurance, and
incidental residential utility costs are the responsibility of the employee.
CARE OF DEPENDENTS
Care of dependents should not interfere with a teleworking employee’s ability to perform official
duties.
Telework can facilitate an employee’s ability to manage both work and dependent care.
However, it is important to remember that telework is not meant to be a substitute for dependent
care. Employees may not telework with the intent of or for the sole purpose of meeting their
dependent care responsibilities while performing official duties. While performing official
duties, employees are expected to arrange for dependent care just as they would if they were
working at the primary duty station.
An eligible employee who is needed to care for a family member due to the family member’s
serious health condition and is taking intermittent leave under the Family and Medical Leave Act
(“FMLA”) may be able to do so while teleworking if appropriate under the circumstances;
however, the employee must ensure that they segregate and report time during the workday spent
caring for a family member under the FMLA from work time. This is both to ensure that the
employee receives the full benefit of the FMLA (and that the employing authority is aware when
the employee is utilizing FMLA so as not to request work during such time), and to ensure that
the office is able to accurately track work time and FMLA time.
An FMLA-eligible employee who is unable to telework due to his or her serious health condition
should not telework during periods of incapacity when they are utilizing FMLA. For employees
on intermittent FMLA leave for their own serious health condition, it is important that they
segregate and report time during the workday when they are not working and using FMLA leave,
and the time when they are working and are not using FMLA leave, for the reasons discussed
above.
EQUIPMENT, SUPPLIES AND WORK-RELATED EXPENSES
Only specifically authorized teleworking expenses are reimbursable. If the employing authority
has authorized the employee to conduct work at a fee-based teleworking center, charges related
to use of such centers are reimbursable, consistent with the Members’ Congressional Handbook
and Committees’ Congressional Handbook regulations.
Use of Franked Mail
The employing authority must account for any mail sent under the Frank from an alternate work
site on a Certification of Franked Mail form . Each teleworking employee must complete this
form on a monthly basis and forward it to the primary duty station on the last business day of the
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month. The completed form must be filed with the Office of Postal Operations by the second
business day of the following month. The completed certification must bear the employing
authority's original signature certifying its accuracy. In the case of a Member office, the
information on the form should be incorporated into the consolidated certification covering all of
the Member’s district offices and/or alternate work sites.
Supplies and Equipment
The employing office may provide ordinary and necessary office supplies for employees to use
at their alternate work site.
Employees may only use official computer equipment and software to conduct official business
when teleworking. The office retains ownership and control of any and all software, equipment,
data or documents taken and/or placed in an alternate work site. All employees are required to
return all such equipment and documents (including returning or deleting copies, as the case may
be) promptly upon request from their employing authority. Only mobile House equipment (e.g.,
desktop or laptop computers, desktop printers, monitors, etc.) may be transferred to the alternate
work site.
Employees must follow House Information Resources (HIR) information security precautions
and network computer configuration guidelines when teleworking. For any questions related to
HIR’s cybersecurity policies, please contact HIR’s Information Assurance team via email at
Teleworking employees shall comply with all House policies and employing office guidelines
for uses of computer hardware and software, including:
• Users must only use House accounts and House information systems to conduct official
business.
• Users must only use official House email accounts to conduct official business.
• Users will only use, transit, process, or store House information while connected to the
local House network or to the House virtual private network (VPN).
Offices must maintain an inventory of the office equipment and software issued to the
teleworking employee for use at the alternate work site. All office equipment and software used
at the alternate work site must be noted in the Telework Agreement. The teleworking employee
must notify the office immediately if any official equipment is lost, damaged or stolen. The
office is responsible for immediately notifying the Chief Administrative Officer. Members are
liable for any equipment that is damaged, lost or stolen. Members may seek relief from liability
so long as the equipment was not lost, damaged or stolen due to the employee’s negligence.
Maintenance, Repair and Replacement
All repairs to official equipment must be conducted at the primary duty station and the
teleworking employee is responsible for bringing any equipment to the primary duty station for
repair. Vendors, contractors, and employees of the Officers of the House may not be sent to the
alternate work site.
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If at any time an employee is unable to conduct their official duties due to a malfunction/problem
with his/her official equipment or with connectivity to the House network, the employee may be
asked to report to the primary duty station until the equipment is repaired and/or connectivity
issues are resolved. Employees who are unable to effectively perform their regular duties as a
result of such malfunctions or problems and who are unable to report to the primary duty station
and therefore are unable to work, should generally be charged annual leave for the time they are
unable to work.
Repair and/or replacement costs for privately owned furniture used at the alternate work site are
the responsibility of the employee.
Furniture
Per the Members’ Congressional Handbook and Committees’ Congressional Handbook, the
MRA and committee funds may be used to procure or reimburse the cost of items such as desks
(standing or traditional), office chairs and desk lamps necessary for employees who telework.
Offices are required to maintain an inventory of items used in telework locations. Offices must
receive prior approval before purchasing any single item exceeding $250.00.
CONFIDENTIALITY AND SECURITY
Products, documents, and records used and/or developed while teleworking shall remain the
property of the employing office and are subject to House and employing office policies
regarding confidentiality and records retention requirements.
An employee served with a subpoena for employing office or House documents or files located
at the alternate work site remains bound by House Rule VIII, and should contact the Office of
General Counsel, (202) 225-9700, for guidance.
Restricted-access materials shall not be taken out of the central work site or accessed through the
computer at the alternative work site unless approved in advance and in writing by the
supervisor.
All records and official communications remain the property of the employing office and must
be maintained on the employee’s official equipment and saved per the employing office’s
records management procedures. All official equipment, documents and communications should
be kept secure and confidential. Teleworking employees are responsible for ensuring that proper
security measures are in place to ensure information is not accessed by anyone other than the
teleworking employee.
LIABILITY FOR DAMAGES
Pursuant to law, the House of Representatives will not be liable for damages to a teleworking
employee's personal or real property during the course of performance of official duties or while
using House equipment in the employee's alternate work site unless there is liability under the
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Federal Tort Claims Act or a claim made under the Military Personnel and Civilian Claims Act is
deemed reimbursable.
TELEWORK AGREEMENT CONTENTS
Consistent with all applicable Federal laws and regulations, House Rules and Committee on
House Administration regulations, offices must include the following in all Telework
Agreements:
1. Address of the Alternate Work Site: Agreements should also stipulate whether and under
what circumstances an employee may telework from a location other than the approved
alternate work site including the process which the employee must follow to obtain approval
to work at another location.
2. Type of telework: Specify if the agreement is for routine, situational, or unscheduled
telework and provides details accordingly. For example:
a. For routine telework, which day(s) per week the employee will be teleworking, the
general hours of work each day, and any periods when such hours are modified (e.g.,
during recess).
b. For situational telework, details on maximum number of days an employee is eligible to
telework during each period of situational telework.
c. For unscheduled telework, details on when employees are expected/eligible to telework
during a man-made or natural disaster and/or when the office has instituted its COG or
COOP plans.
3. Term of the agreement: Consider a one-year renewable agreement, or even a six-month
agreement in telework situations that may need to be revised more frequently.
4. Equipment and other expenses: Determine and specify equipment, supplies and other
expenses that will be covered by the office.
5. Expectations: Specify frequency and modes of communication (e.g., email, Teams, text, call)
between the telework employee and the employee’s supervisor and/or co-workers. Offices
are strongly urged to include other expectations such as employee VPN into the House
network each day, be available by phone and email throughout the workday, regular check-
ins when beginning and ending work for the day, providing summaries of work performed
while teleworking, daily reporting of hours worked for FLSA non-exempt employees, etc.
6. Termination/modification: Explain that the agreement can be terminated or modified and
outline the conditions for termination/modification.
Offices are encouraged to include the following content in individual employee Telework
Agreements based on successful practices:
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7. Safety: Employees should complete a self-certification safety checklist.
8. Requirements: Outline any additional requirements (e.g., technology).
9. Expectations for telework during an office closure: Describe weather and safety leave
regulations, which state employees who voluntarily participate in a telework program and
have an established Telework Agreement in place are generally expected to telework during
an office closure due to weather conditions or other operating status emergency.
10. Information security: provide a summary of data security procedures in the agreement.
See Appendix A, Sample Teleworking Agreement.
TRAVEL AND TRANSPORTATION EXPENSES
To and From the Primary Duty Station
Per the Members’ Congressional Handbook and Committees’ Congressional Handbook,
transportation expenses incurred by an employee while commuting between their primary
residence and primary duty station are not reimbursable. In addition, an employee who is
authorized to telework may not be reimbursed for transportation expenses between his or her
alternate work site, if the alternate work site is somewhere other than the employee’s primary
residence, and primary duty station.
To and From the Alternate Work Site
Employees who telework may be reimbursed for local transportation costs (i.e., mileage,
rideshare) incurred while conducting official business near their alternate work site and primary
residence.
Employees who telework may be reimbursed for expenses incurred while conducting official
travel applicable with the Members’ Congressional Handbook and Committees’ Congressional
Handbook regulations.
MANAGEMENT OF TELEWORK EMPLOYEES
It is important that offices effectively manage teleworkers to ensure that telework does not
diminish the employee’s performance or office operations. Managers should:
Set clear expectations as to requirements for teleworkers to VPN into the House network and
to be available by phone and/or email while teleworking.
Set clear expectations regarding communications between employees and supervisors;
employees and co-workers; employees and other offices (e.g., whether the communication
will be via telephone, email, or other technologies, and how often the communication should
take place).
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Take appropriate action to deny or revoke telework for employees who have been disciplined
for misconduct.
Deny telework for employees handling secure materials inappropriate for telework or whose
work requires on-site activity.
Effectively manage teleworkers to maintain compliance with their Telework Agreement.
Treat teleworkers the same as the office treats non-teleworkers for purposes of
performance reviews, training, work requirements, etc.
Performance Management
Managers must be deliberate about how and when they communicate with employees when they
are teleworking. They also must understand how to measure and account for performance
against established performance standards for the position while building connections with
employees when they cannot see them.
Managers should be trained on fair and equitable performance management for hybrid teams,
including raising awareness among supervisors that evaluation of an employee’s performance
should be based on factors such as accountability for results or quality of the work.
Time and Attendance
A telework policy should establish clear roles and responsibilities as well as effective lines of
communication for accurate tracking of time and attendance. Managers and supervisors are
required to obtain reasonable assurance that employees who telework are working when
scheduled and that time and attendance information accurately reflects time worked as well as
absences requested and approved.
Training
Offices are encouraged to have managers take training on how to effectively manage employees
who telework.
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APPENDIX A - SAMPLE TELEWORK AGREEMENT
The Telework Agreement form below is a basic template that can be tailored to match the
employing authority’s specific needs and circumstances. Generally, a Telework Agreement
would include things like:
listing the employing office’s policies on telework and a signature indicating understanding
and agreement to abide by those policies;
listing the telework schedule technology used to facilitate the telework; and
any other policy, provision or aspect of the agreement that the organization, the manager or
the employee feels should be put in writing.
Telework Agreement
This document represents the agreement for the telework arrangement between
_______________ (Employing Office) and __________________ (Employee). This document is
not an employment contract and does not alter the “at will” employment status of the employee.
This Telework Agreement incorporates by reference the duties and responsibilities of both the
Employing Office and the Employee described in the Office’s Telework Policy.
NOTE: Teleworking is not “being on call” but working a full day in the same fashion as when in
the primary duty station (i.e., readily available by phone and email). Staff may not be in a
telework status while in transit (i.e., driving, on a flight, etc.).
Voluntary Participation
Employee voluntarily agrees to work at the approved alternate worksite indicated below and to
follow all applicable policies and procedures. Employee recognizes that the telework
arrangement is not an employee benefit and can be modified or withdrawn at any time in the sole
discretion of the Employing Office.
Cancellation of Agreement
Employee understands that the Employing Office may cancel the telework arrangement and
instruct the employee to resume working at the primary duty station at any time, in its sole
discretion. In the event that the employment relationship is terminated, all items that are the
property of the Employing Office/House of Representatives are to be returned promptly to the
Employing Office.
Official Duty Station
The Employee’s primary duty station is the employer’s office located at ________________. The
Employees alternate work site is ___________.
Work Schedule
Employee understands that the Employing Office has the discretion to determine or change the
telework schedule. Work schedule will follow established office procedures for setting,
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requesting and approval of available work schedule options. Identified work schedule ensures
supervisor, coworkers, customers, etc., can interact with telework employee during the identified
work schedule timeframes.
Time and Attendance. The employee will follow established office procedures for requesting
and obtaining approval of leave. The supervisor must certify time and attendance for hours
worked at the alternate work site. Employing Office and Employee agree that the Employee’s
official hours will be: _________________
Official Duties. The employee may not conduct personal, campaign or political business while in
official duty status at the alternate worksite.
Type of Telework
___ Routine (Telework on a regular and recurring basis.)
[Specify days or dates employee will be regularly teleworking.)
___ Situational (Telework on a case-by-case basis as the need arises.)
[Specify situations in which telework will be allowed as well as processes and procedures
for determining when situational telework may be requested and how it will be
approved.]
_____ Unscheduled (Telework when central work site is closed due to weather or as part of the
office’s Continuity of Operations or Continuity of Government Plan.
Term of the Agreement
[In this section, the Employing office can specify the length of the telework agreement (i.e., one-
year renewable agreement, for the current Congress, on a trial basis).]
Assignments and Communication
[In this section, the Employing Office should provide specifics regarding work assignments,
agreements on checking voice mail and email, daily check-ins, contacting the supervisor,
recording of hours worked, providing status reports on a daily or weekly basis regarding work
performed, etc.]
Employees are expected to come into the office as needed or requested even if the employee
would otherwise be scheduled to telework. The Employing Office may in its sole discretion,
work with employees to strike the right balance to include, when possible, providing alternative
days/times to replace changes to regular telework schedules. Supervisors should also be flexible
when possible, in situations where employees need modifications for unexpected or urgent
personal matters.
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Equipment
Official work can only be conducted on official equipment issued to the employee from the
employing office. The employee has been provided the following equipment by the office to be
used at the alternate work site (specify make and model of equipment and provide either Asset #
or S/N, if applicable):
Item
Asset #
S/N
Laptop/Desktop:
Docking Station:
Monitor:
Printer:
Keyboard and Mouse
Other Item 1:
Other Item 2:
Other Item 3:
Other Item 4:
Furniture
Official funds may only be used to purchase items such as desks (standing or traditional), office
chairs and desk lamps necessary for telework at a cost not to exceed $250 per item. The office
_____ will ____ will not pay for furniture to be used at the alternate work site. If purchased the
office will maintain an inventory of all furniture purchased. Employee agrees to return all
furniture items purchased with official funds back to the office upon termination of the telework
agreement or employment.
Travel Expenses
Employee will not be reimbursed for any expenses incurred to travel between the employee’s
primary residence or alternate work site to or from the employee’s primary duty station
consistent with the Members’ Congressional Handbook and Committees’ Congressional
Handbook regulations.
Employee may be reimbursed for local transportation (e.g., mileage, rideshare) expenses
incurred when conducting official business between their alternate work site and another location
of official business within the Member’s District or Washington, D.C. area, applicable with the
Members’ Congressional Handbook and Committees’ Congressional Handbook regulations.
For employees who telework more than 50 miles outside the Washington, D.C. area, office
should include the following language: [Employee may be reimbursed for official travel between
their alternate work site and an official location so long as travel expenses do not exceed the cost
of the direct route between the primary duty station and the official location. Employee must
submit a Combined Travel Form and will be reimbursed either the cost of the direct route or
actual travel expenses, whichever is less.
Weather and Safety
Employee must be prepared to perform work when an office may be closed due to weather or
other circumstances.
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Employee Checklist
. The employee understands and/or agrees to the following:
1. Has read the Telework Policy stating the policies and procedures of
the program and agrees to comply with them.
2. Has been issued equipment and understands their responsibility to
ensure appropriate use of the equipment.
3. Has read the policies and procedures covering classified secure,
confidential and/or private information, understands and agrees to
comply with them.
4. Alternate worksite is an adequate and safe office space.
5. Is required to and will comply with all Rules of the U.S. House of
Representatives and the Office’s Employee Handbook
6. Performance expectations have been discussed and are clearly
understood.
7. Office may terminate employee participation at any time for any
reason in Office’s sole discretion.
8. Failure to comply with the Telework Policy may subject him/her to
termination.
The employee agrees that he/she has read and understands the Telework Policy and this
Agreement and agrees to abide by the provisions.
_____________________________________________ ____________________
Employee’s Signature Title
Supervisor Checklist
Supervisors must use this checklist to ensure that telework requirements are met and that covered
employees understand the policies and procedures of the telework program. A Telework
Agreement is not final until the checklist is complete. After an item is completed, list the date on
the line next to it.
Checklist Item
Date
Completed
1. Telework guidelines have been explained to the employee and signed by
supervisor and employee (attached).
2. The provisions governing premium pay have been explained to the employee
including that he/she must receive the supervisor’s approval in advance of
working overtime.
3. Performance expectations have been discussed with the employee.
Performance Standards are in place and have been signed.
4. Policies and procedures covering classified, secure and privacy data including
PII have been explained to the employee.
5. The provisions governing changes to the terms and conditions of the Telework
Agreement have been explained to the employee, including that they must
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receive the supervisor’s approval in advance of any changes to the location of
the alternate work site. Failure to obtain management approval may result in
termination of the Telework Agreement.
6. The employee has been given and signed the Safety Checklist, which
identifies safety and adequacy issues that employees should consider when
working from home (attached).
_____________________________________________ ____________________
Supervisor’s Signature Date (mm/dd/yyyy)
_____________________________________________ ____________________
Staff Director/Chief of Staff Signature Date (mm/dd/yyyy)
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APPENDIX B - SAMPLE SELF-CERTIFYING SAFETY
CHECKLIST
Depending on the requirements of the employing authority, the telework policy may require the
employee to complete a safety checklist self-certifying the home office (or other work
environment) is free from hazards. If this is a requirement, the intent of the safety checklist must
only be for program purposes, such as acquainting the employee with workplace safety.
Safety Checklist for Alternate Work Site
Participating employees may use the following checklist to assist them in a survey of the overall
safety and adequacy of their telework site. The following are only recommendations, and do not
encompass every situation that may be encountered. Employees are encouraged to obtain
professional assistance with issues concerning appropriate electrical service and circuit capacity
for residential worksites.
□ Practice a fire evacuation plan for use in the event of an emergency.
□ Check your smoke detectors regularly and replace batteries once a year.
□ Always have a working fire extinguisher conveniently located in your home, and check the
charge regularly.
□ Computers can be heavy. Always place them on sturdy, level, well maintained furniture.
□ Use a sturdy chair that provides good support and can be adjusted.
□ Choose office chairs that provide good supporting backrests and allow adjustments to fit you
comfortably.
□ Locate your computer to eliminate noticeable glare from windows and lighting. Place
computer monitor at height that is comfortable and does not require neck or back strain.
Locate computer keyboards at heights that do not require wrist strain or place the keyboard
on an adjustable surface.
□ Install sufficient lighting in locations that reduce glare at the work surface.
□ Arrange file cabinets so that open drawers do not block aisles.
□ Be sure to leave aisle space where possible to reduce tripping hazards.
□ Always make sure electrical equipment is connected to grounded outlets.
□ Avoid fire hazards by never overloading electrical circuits.
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□ Inspect and repair carpeting with frayed edges or loose seams. Avoid using throw rugs that
can cause tripping hazards in your work space.
□ Locate computers, phones and other electrical equipment in a manner that keeps power cords
out of walkways.
□ Always power down computers after the workday is over and always turn off all electrical
equipment during thunderstorms.
□ Keep your work area clean and avoid clutter, which can cause fire and tripping hazards.
□ Do not allow non-government employees to operate or repair government owned equipment.
□ Always keep government files and information in a secure place and do not advertise your
home office to strangers.
□ Always use proper lifting techniques when moving or lifting heavy equipment and furniture.
□ Always report accidents and injuries immediately to your supervisor.
_____________________________________________ ____________________
Print Employee’s Name Title
_____________________________________________ ____________________
Employee’s Signature Date (mm/dd/yyyy)
