A bill to require the Secretary of Defense to allow certain military spouses employed by the Department of Defense to telework full time.
Impact
If enacted, SB2533 could significantly change state and federal employment policies related to telework, particularly for military personnel's families. By formalizing the right to telework for certain military spouses, the bill could set a precedent that encourages more flexible work policies in the broader workforce. This could contribute to reducing the employment gap faced by military spouses, allowing them to sustain their careers despite the demands of military relocations.
Summary
SB2533 is a legislative proposal aimed at enhancing work flexibility for military spouses employed by the Department of Defense. It mandates that the Secretary of Defense allows eligible military spouses to work full-time remotely if their job duties permit such an arrangement. This bill addresses the unique challenges faced by military families, particularly those who often relocate due to the nature of military service. The provision of telework is intended to support these spouses in maintaining their employment without the disruption caused by frequent moves.
Contention
While the bill has the backing of many who advocate for military families, potential points of contention may arise regarding its implementation and the management of remote work systems within the Department of Defense. Concerns may include how efficiency and productivity will be monitored and ensured with increased telework arrangements. Additionally, some may question the potential burden this places on management and whether adequate resources and training are provided to oversee remote work effectively.
To direct the Secretary of Defense to submit to Congress a report on Department of Defense restrictions on the employment of former Department employees by certain countries.
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.