NASA Procedural Requirements

NPR 3600.2B Effective Date: September 23, 2019 Expiration Date: September 23, 2029

Subject: NASA Telework Program Updated w/Change 2

Responsible Office: Office of the Chief Human Capital Officer

Chapter 1. General

1.1 Overview

Telework can benefit both managers and employees in the following ways: enhance the recruitment and retention of a high-quality diverse workforce; assist in providing reasonable accommodations to individuals with disabilities, including employees who have temporary or continuing health conditions; provide for the continuity of operations during national or regional emergencies; reduce transportation-related stress and costs; improve morale by allowing employees to balance work and family demands; and encourage the highest employee productivity toward the accomplishment of the Agency's mission.

1.2 Alternative Work Arrangements

1.2.1 The Agency Telework Program includes the following alternative work arrangements:

a. Routine telework - work that is performed at an approved alternative worksite (normally the employee's home residence) on an approved recurring schedule (e.g., one or more days per week or pay period). Routine teleworkers must be scheduled, and report, to work at the official worksite for a minimum of two days per pay period unless the employee has an approved absence, is on travel, or is covered by an approved exception outlined in Chapter 5.2 of this NPR.

b. Situational telework - work that is performed at an approved alternative worksite on an occasional, one time, or irregular basis. It includes emergency telework as a result of inclement weather; a medical appointment; or a special work assignment. Situational telework is also referred to as episodic, intermittent, unscheduled, or ad-hoc telework. Situational teleworkers must be scheduled, and report, to work at the official worksite for a minimum of two days per pay period unless the employee has an approved absence, is on travel, or is covered by an approved exception outlined in Chapter 5.2 of this NPR.

c. Remote work - For the purpose of this directive, a work arrangement in which the employee works at an approved alternate worksite (e.g. residence). The employee is not expected to regularly report to the regular worksite at least twice in a biweekly pay period. To be considered remote work, a temporary exception has not been granted and the approved alternate worksite is documented on the employee's SF-50.

1.2.2 Eligibility for the Agency telework program does not confer an entitlement; participation is voluntary and subject to supervisory approval based on the needs of the organization to perform its mission. Eligibility requirements are described in chapter 3 of this directive.

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