Telework Program

 Establishing a Telework Arrangement

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Clarification of Expectations 

• Teleworkers must physically report to the regular work site at least two full workdays per bi-weekly pay period, except for rare circumstances (e.g., public health emergency) or as a reasonable accommodation. These days can be any two days during the pay period as approved by the supervisor. 
• An employee's participation in the DOI Telework Program (i.e., entering into a telework agreement) is voluntary and telework must only be approved when it is deemed to be in the best interest of the Department. 
• Telework-ready employees (i.e., those with approved telework agreements in place) telework when the official worksite is closed due to inclement weather or another emergency event. 
• "Mobile work" and "remote work" arrangements are not considered telework and are not covered by the Departmental telework policy. 

Improved Transparency 

Telework agreements must be reviewed and recertified annually to validate that arrangements are still effective and in the best interest of the agency. 

Required Telework Training 

Before an employee can telework, and before a telework agreement is executed, the supervisor and employee must complete the required telework training courses once, which are available in the Department’s talent management system, DOI Talent.  

• Telework Agreement Form (DI-3457) Initial Certification Course 
• Telework Fundamentals – Manager Training 

Initiating a Telework Agreement 

Once the required training is completed, a telework agreement form (DI-3457) must be completed by the supervisor and employee before the employee can be permitted to telework. Employees will use the Department’s talent management system, DOI Talent, to establish a telework agreement and certify their agreement on an annual basis thereafter.   

• Telework Agreement Form (DI-3457) Initial Certification Course  
• DOI Talent Telework Walkthrough Guide

Employees who are unsure of the status of their telework agreement form may contact their Bureau/Office telework coordinator. 

What is the difference between remote work and telework?  

The difference between telework and remote work is the employee’s duty station. 

• For remote workers, the remote work location is their official duty station (e.g., their home). 
• For teleworkers, their official duty station is the agency worksite (e.g., Main Interior Building), as they are expected to report to the agency worksite at the minimum, two full workdays per biweekly pay period.

Remote and Mobile Work  

Remote work is an arrangement under which an employee is not expected to report to an agency worksite on a regular and recurring basis—for remote workers, the remote work location is their official duty station (e.g., their home). DOI employees wishing to initiate a remote work agreement should refer to the DOI Remote Work policy and guidance page.   

Mobile work is characterized by routine and regular travel to conduct work in customer or other worksites as opposed to a single authorized alternative worksite. Examples of mobile work include site audits, site inspections, investigations, property management, and work performed while commuting, traveling between worksites, or on Temporary Duty (TDY). This category of work is not telework or remote work and is not covered by the Departmental remote work or telework policies.    

Other Resources: 

• DOI Bureau/Office Telework & Remote Work Coordinators
• FPPS Telework Indicator Codes
• Coding Telework and Remote Work in Quicktime
• Telework and Remote Work Comparison Chart
• Telework Enhancement Act of 2010 
• OPM Governmentwide Dismissal and Closure Procedures 
• OPM’s Additional Guidance on Post-Reentry Personnel Policies and Work Environment 
• Telework.gov (Office of Personnel Management)