Return to Work Act This bill requires the head of each executive agency to reinstate the telework policies in use by that agency on December 31, 2019.
Impact
If enacted, HB101 would significantly impact the governance of federal agencies by reinstating previous telework frameworks. These frameworks might have implications for staffing, operational effectiveness, and overall agency productivity, as they adjust to the historical telework structure amidst continuing discussions about modern work environments. The return to these policies may be pivotal in shaping future telework provisions following the extensive experiences gathered during the pandemic.
Summary
House Bill 101, titled the 'Return to Work Act,' mandates that all executive agencies in the United States must reinstate the telework policies that were in effect on December 31, 2019. The bill aims to address operational changes introduced during the COVID-19 pandemic that shifted many workers to remote working arrangements. Through this legislation, the intention is to return to pre-pandemic work models and provide direction to federal agencies regarding their telework policies. The bill stipulates that agencies have a 60-day window from enactment to reinstate these policies.
Contention
While proponents of the bill view it as necessary for stabilizing work policies back to a familiar model, there are potential points of contention regarding adaptability within the agencies. Critics may argue that the reinstatement of 2019 policies does not account for the evolving needs of employees and the workplace, potentially overlooking the benefits of hybrid work arrangements that can enhance job satisfaction and retention. Furthermore, the lack of flexibility in the bill might impede agencies' capability to respond effectively to future challenges that could require agile work arrangements.
Stopping Home Office Work's Unproductive Problems Act of 2023 or the SHOW UP Act of 2023 This bill requires each executive agency to reinstate the telework policies that were in place on December 31, 2019. Agencies may not implement expanded telework policies unless the Office of Personnel Management certifies that such policies, among other requirements, will have a positive effect on the agency's mission and operational costs.
Requiring Effective Management and Oversight of Teleworking Employees Act or the REMOTE ActThis bill directs executive agencies to track employees' computer network activity, compare the activity of teleworking and on-site employees, and report on any deficiencies in the performance of teleworking employees.First, the bill requires each agency to establish policies to track for every employee (1) the average number of daily logins, (2) the average daily duration of the network connection, and (3) the network traffic generated while the employee works. This information must be collected from employees working primarily on-site within 180 days after the bill's enactment and from teleworking employees within one year after the bill's enactment. The bill also directs each agency to publish this data in the agency’s fiscal year budget justification materials, including a comparison of the average login rates of on-site and teleworking employees.Next, the bill directs any manager who revokes a teleworking employee's authorization to telework (due to a reason specific to that employee) to document for the employee and the agency's Human Capital Office (1) the total number of days that the employee teleworked in the six work periods immediately preceding the revocation, (2) a narrative summary of the circumstances giving rise to the revocation, and (3) any steps the manager took to discipline the employee before revoking the employee's telework authorization. Finally, agencies must report to the Chief Human Capital Officers Council about any adverse effects of telework policies on the performance of the executive agency.
Directs state agencies to submit reports detailing their telework policies; permits input from employees anonymously; directs the department of civil service to compile reports and submit a single report to the legislature.
Requiring Effective Management and Oversight of Teleworking Employees Act or the REMOTE ActThis bill directs executive agencies to track employees' computer network activity, compare the activity of teleworking and on-site employees, and report on any deficiencies in the performance of teleworking employees.First, the bill requires each agency to establish policies to track for every employee (1) the average number of daily logins, (2) the average daily duration of the network connection, and (3) the network traffic generated while the employee works. This information must be collected from employees working primarily on-site within 180 days after the bill's enactment and from teleworking employees within one year after the bill's enactment. The bill also directs each agency to publish this data in the agency’s fiscal year budget justification materials, including a comparison of the average login rates of on-site and teleworking employees.Next, the bill directs any manager who revokes a teleworking employee's authorization to telework (due to a reason specific to that employee) to document for the employee and the agency's Human Capital Office (1) the total number of days that the employee teleworked in the six work periods immediately preceding the revocation, (2) a narrative summary of the circumstances giving rise to the revocation, and (3) any steps the manager took to discipline the employee before revoking the employee's telework authorization. Finally, agencies must report to the Chief Human Capital Officers Council about any adverse effects of telework policies on the performance of the executive agency.