DFAS has adopted teleworking as flexibility in the workplace. Eligible employees can coordinate with their supervisor telework on another construction site on an ad hoc basis or on a regular and recurring schedule. 5 U.S.C§ 5702 per diem; Employees travelling on duty have been interpreted as meaning that in cases where the official workplace is assigned to the telework location, travel to the primary workplace is “official business” and the employee is entitled to reimbursement for travel. The official workplace of teleworkers remains where they would normally work, not their telework location, provided they are regularly at that location at least twice per biweekly pay period. Otherwise, in the case of permanent telework agreements, the official construction site must be assigned to the telework location. An agency must determine and designate the official site of an employee covered by a telework contract on a case-by-case basis on the basis of the following criteria: The reassignment of the official site affects the remuneration. The employee whose official workplace is reassigned will receive local compensation for the telework site, not for the original construction site. More information on local compensation can be found in opM`s local compensation tables. Long-distance telecommuting, also known as remote work, is a flexible work arrangement where an employee works most or all the time from another geographic area. This type of work design is becoming more and more common. Remote work can help companies recruit new employees with skills that are difficult to find or retain current employees who are moving due to a spousal move or other life events.
As part of a CFS, you will work 8 days of nine hours and 1 day of eight hours and will have one day off per pay period. With this schedule, you will have to arrive and leave at the same time each day, as you do not have the flexibility to adjust your arrival and departure times as you do under an FWS. Reassigning the official site can impact an RIF, as the new site may be a different competitive domain than the original site. For more information on RIFs, visit the OPM Discounts website. DFAS has an Alternative Work Schedule Program (AWS) that gives eligible employees the flexibility to create a work schedule that allows them to achieve a balance between work, family, or personal responsibilities. We offer employees the choice between two options as long as there is no impact on the organization`s mission (1) flexible working hours (FWS) and (2) compressed work schedules (CWS). Employees must work with their supervisor when setting up an AWS. Authorized work time that goes beyond your approved schedule, typically eight hours a day or 80 hours every two weeks, counts as compensatory time or overtime (or credit hours if you work under an FWS).
As part of the FWS, you will work with your supervisor to develop a work plan in which you can vary your arrival and departure times as well as the number of hours worked per day or week. This can help you fulfill your personal responsibilities while ensuring you are here during core hours and according to the needs of your organization. DFAS has created an environment that emphasizes a strong work-life balance. We offer a variety of options to meet your personal needs. Remote work agreements raise a variety of policy issues, including the reallocation of official construction sites, payment and reimbursement of travel. Teleworkers and their supervisors should discuss and consider the implications of remote working arrangements so that everyone involved clearly understands the agreement. .