The Department of Defense Finance and Accounting Service (DFAS) and the American Federation of Government Employees (AFGE) locals recognize the mutual benefit of a telecommting program for DFAS and it’s employees. Balancing work and family responsibilities and meeting environmental, financial, commuting concerns are among its advantages. Telecommuting can also accommodate employees who otherwise qualify for the Federal Employees Family Friendly Leave Act or Family and Medical Leave Acts or become temporarily unable to physically report to the normal duty site but are capable of performing duties of their position at home. In recognizing these benefits, both parties also acknowledge the needs of DFAS to accomplish its mission. Applicable law, rule and DFAS 1424.1-R, Telecommuting Regulation will govern the DFAS Telecommuting program.

This Telecommuting program is a voluntary program, which permits employees to work at an alternate work site for all or part of the workweek consistent with mission requirements.

Telecommuting is a flexible workplace arrangement, which allows an employee to work away from the traditional office either 1) his or her home, 2) in a telework center near his or her home, or 3) through a mobile office setting.

Telecommuting eligibility will be determined based on the criteria described in the Telecommuting Program Regulation (DFAS 1424-1.R).

Prior to participation in the telecommuting program, employees and their supervisors will be required to complete a telecommuting program agreement. Employees will signify that they have volunteered to participate in the telecommuting program and will abide by the Telecommuting provisions by signing and dating the Telecommuting Program Agreement.

Employees performing work at home will follow established procedures for requesting and obtaining approval of leave, consistent with applicable negotiated agreements and office requirements.

If an employee is prevented from working due to an emergency effecting both the home office and the alternative work site, consideration will be given to granting the employee excused absence. If only the alternative work site is effected the employee will notify the supervisor. The supervisor may assign the employee to different work or grant leave as appropriate.

The Local Union will be notified quarterly of employees being placed on Telecommuting and promptly when taken off Telecommuting.