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I have an employee who wants to Telework...

I have an employee who wants to Telework, but I need them physically in the office. What can I do?

A supervisor is not obligated to approve every Flexible Work request. If there is a business need for an employee to be physically in the office, you can reasonably deny the request. Use the information on this site to help you make appropriate Flexible Work decisions. It is hoped that supervisors will take into consideration […]

How do I make the case for allowing an e...

How do I make the case for allowing an employee to utilize a Flexible Work option?

The following questions will help assess whether the positions in your area are conducive to Flexible Work and will help you make a well-informed decision: • Will the department/office workflow be either neutrally or positively impacted by Flexible Work? Can instant messaging, e-mail, telephone, and videoconferencing be used to adequately manage and fulfill the responsibilities […]

I’m uncomfortable with the thought that

I’m uncomfortable with the thought that I may be pressured by my staff to utilize Flexible Work options. How can I put this in perspective?

As a supervisor, you are the ultimate arbiter of whether a Flexible Work option is appropriate for your staff. It is important that you fairly and consistently consider each employee’s request, but you are not obligated to approve every proposal. Flexible Work policies, procedures, and agreements provide guidelines that must be taken into account when […]

How does one manage an employee who is n...

How does one manage an employee who is not in the office?

Outcome-based management is effective with employees who are not physically in the office. Discussing goals, assignments and due dates, and then reviewing projects on an ongoing basis can keep the employee and the supervisor stay on track. For some tips on how to manage employees on a Flexible Work schedule, see the Resources section of […]