Dear Bureau Pat,
I'm a hard working federal employee and expecting my first child. Unfortunately, I've had a tough time and at 20 weeks I've been placed on bed rest to prevent early delivery. My doctor says the only limitations I have are continuous
movement. I really don't want to use up all my leave before the baby is even born, plus I'm going to go crazy without anything to do! Can I work from home?
Dear At Home,
Why would you want to work when you have every excuse to sit at home, eat anything, watch Oprah, and buy unnecessary devices off infomercials? Better yet, take your bed rest to a spa and let a masseuse rub the workaholic right out of you!
Still not with me? Then let's get to the thrust of your question and jump right into things kind of like you did 20 weeks ago.
While
the late 20-century technology revolutionized the workplace, the
21-century workplace is evolving even further with computers, remote
connectivity, voice and electronic communications, paperless work
processes, HDTV - OK this doesn't belong in the list but I had to mention how cool it is - and other innovations make information and work increasingly
mobile. However, this does not mean your supervisor has evolved along with the technologies, especially if
he/she is a throw back to the days of punch cards, and by that we mean time cards not pregnant chads in South Florida...I did not make up that term just for you, I swear.
For over a decade, laws
addressing telework (under various names - "work at home," "flexible
work," "telecommuting," etc.) have been in effect for federal
employees. The main legislative mandate for telework was established
in 2000 (§ 359 of Public Law 106-346). This law states that "each
executive agency shall establish a policy under which eligible
employees of the agency may participate in telecommuting to the maximum
extent possible without diminished employee performance."
Remember, each agency has its specific policies for telework, but typically, they
fall into two types of telework arrangements, "regular and recurring"
and "ad hoc," based on the recognition that organizational and employee
needs may vary considerably and should be considered on a case-by-case
basis.
Some situations require occasional or infrequent
arrangements, while situations like yours are more conducive to longer
periods or regularly scheduled arrangements. The intent in offering two
types of telework is to provide supervisors, managers, and employees
the maximum flexibility to establish an arrangement that is responsive
to their particular situation. However, regular and recurring telework
of at least one day per biweekly pay period usually receives the most
support and approval from managers.
Unlike "ad hoc," regular and
recurring telework requires an approved work schedule where eligible
employees regularly work at least one day per biweekly pay period at an
alternative worksite.
Reasons for regular and recurring
telework arrangements include:
- the recruitment and retention of
high-quality employees;
- improved employee morale and a better balance
of work and personal lives;
- reductions in commuting related stress and
costs;
- improvements in access or as a reasonable accommodation for
disabled employees;
- reductions in office space and associated
costs;
- the need for convalescence from a short-term injury or illness;
- periods when the work office is not usable (e.g., during office
renovation); or
- assignment to a special project.
It is important to note that telework is not a substitute for dependent care and is not to be used to replace care arrangements.
Specific
to your situation, a pregnancy is regarded as a serious
health condition; however, it does not automatically qualify you for telework. When an employee has
medical documentation that states that the employee should not commute
to work, should be confined at home, or is hospitalized during the pre and
post-delivery periods, then the employee should be approved for a
medical telework arrangement for those periods in which the employee is
able to work (if requested) and the tasks to be performed are
appropriate for a telework arrangement.
This means that if your job entails answering phones at your agency or dealing with people on a face-to-face basis, teleworking is not for you.
While the polices that establish telework are on your side, it is important to remember that all leave and flexible work schedules are a privilege and not a right. Talk to your supervisor armed with this information, remembering that it is ultimately his or her decision.
If all else fails, you can cry, curse, or flip out in your supervisor's office and blame your behavior on the hormones.
The Only,
Bureaupat
Got a question for Bureau Pat?
Don't be shy; ask away by clicking here and sending us your question.