NASA logo NASA Headquarters' Directives
HQPR 3611.1
Effective Date: October 25, 2007
Expiration Date: October 25, 2012
Cancellation Date: April 19, 2012
Responsible Office: LM
Telework Program
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Table of Contents | Preface | Chapter1 | Chapter2 | Chapter3 | Chapter4 | Chapter5 | AppendixA | AppendixB | AppendixC | AppendixD | AppendixE


3.1 Official Duty Station

3.1.1 The official duty station of an employee is the location of the regular worksite for the employee's position of record.

3.1.2 Telework arrangements typically will not change the official duty station of an employee, unless an exception is approved where:

a. an employee is not required to report to the regular worksite at least once a week on a regular and recurring basis; or

b. an employee's location varies on a daily basis and does not perform work within the locality pay area for the regular worksite at least one day a week on a regular and recurring basis.

3.1.3 Exceptions to the requirements in 3.1.2 above shall be documented in the telework agreement with a personnel action initiated to change the employee's official duty station. In these cases, the telework arrangement shall not commence until the effective date of the personnel action.

3.1.4 Temporary telework arrangements may be approved when an employee is unable to report to the regular worksite, or locality pay area for the regular worksite for reasons beyond the employee's control, at least once a week on a regular and recurring basis in cases such as:

a. recovery from an injury or medical condition;

b. assisting a family member's recovery from an injury or medical condition; or

c. situations preventing an employee from regularly commuting to the normal worksite (i.e., aftermath of a hurricane or flood).

In these types of situations, the duty station would not change since the arrangement is temporary.

3.2 Workers Compensation

Teleworkers are covered by provisions of the Federal Employees Compensation Act (FECA). On-the-job injuries or accidents shall be brought to the immediate attention of the supervisor and be subject to investigation.

3.3 Liability

3.3.1 NASA shall not be liable for damages to the employee's real and personal property while the employee is working at the alternate site, except to the extent that NASA is held liable under the Federal Tort Claims Act or the Military and Civilian Tort Claims Act. Advice and assistance regarding legal claims or other liabilities shall be referred to the Office of the General Counsel.

3.3.2 NASA Headquarters safety or management personnel shall have the option of performing home inspections of teleworkers during normal working hours to ensure proper maintenance of government-owned property and worksite conformance with safety standards and other specifications in this document. The employee shall be given at least 24 hours advance notice of the inspection. The notice shall be given by telephone call, phone mail, e- mail, or U.S. mail.

3.4 Denial, Cancellation, Termination, or Modification of Agreements

3.4.1 Both the supervisor and the employee may initiate the cancellation of a telework agreement by providing advance notice (normally one week) in writing to ensure adequate time to plan for return to a regular work environment and schedule. Supervisors shall terminate the telework agreement should the employee's performance not meet the prescribed standard, or the teleworking arrangement fails to meet organizational needs.

3.4.2 Supervisors shall modify the employee's work schedule or location to accommodate workload demands or for other official purposes by providing the employee advance notice (normally one week) in writing. An employee may request in writing to change his or her scheduled telework day in a particular week or biweekly pay period. Supervisors should accommodate these requests, wherever practicable, consistent with mission requirements.

3.4.3 Reasons for withdrawing/termination of an agreement may include: no longer able to fulfill the agreement, no longer benefits the organization or employee, staffing issues within the organization, transfers to a different position, or loss of interest in the program.

3.4.4 Decisions to deny a telework arrangement or to terminate an agreement shall be in writing and include information about the position, business or performance reasons and when an employee might reapply or what actions the employee must take to improve their chance of approval, if applicable.

3.5 Employee Grievances

Bargaining unit employees may raise any matter of concern or dissatisfaction (including denial of a request to telework or termination of a teleworking agreement) under the Negotiated Grievance Procedures. Other employees may use the Administrative Grievance Procedures.

3.6 Reporting Requirements

3.6.1 Approving officials must submit copies of core telework agreements and signed written denials of telework arrangements and termination of agreements to the Headquarters Human Resources Management Division (HRMD).

3.6.2 The Headquarters HRMD shall prepare reports on telework activity as required by the Office of Human Capital Management, Office of Personnel Management, Congress, and other external authorities. Headquarters HRMD shall generate reports through WebTADS to collect data regarding episodic teleworkers.

3.6.3 The Headquarters HRMD may ask for additional information in order to respond to specific or ad hoc requests for Assistant Administrator for Infrastructure and Administration.

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