Employee

No. While telework is not a substitute for dependent care, it can be a very valuable flexibility to employees with caregiving responsibilities.  Although the presence of dependents in the home need not automatically disqualify telework eligibility, some agencies have adopted policies that bar employees from teleworking when individuals requiring care (e.g., children or elders) are present. We encourage such agencies to reconsider such policies.  Agencies should address in their telework policies potential situations that may prevent or impact an employee’s ability to effectively perform his or her duties at home during a Federal office closure or other operating status announcement. This includes policies regarding conditions under which employees may telework, even if they have a young child or other person requiring the presence of a caregiver in the home.  However, if these circumstances diminish an employee’s ability to perform their duties via telework during official hours of work, the employee may not be eligible to work under these conditions.  It may be possible for an employee on a flexible work schedule to take unpaid breaks to attend to non-work responsibilities, which could enable the employee to be fully productive during claimed hours of work.  Or an employee could be allowed to take leave or other paid time off to cover periods during scheduled working hours the employee is unable to perform their duties.