CPO shares important telework information

  • Published
  • By Peterson AFB Civilian Personnel Office
  • Peterson-Schriever Garrison

The Peterson Air Force Base Civilian Personnel Office would like to share important telework information with civilian employees and their supervisors. Because of COVID-19, most civilian employees have had the opportunity to telework, and in many cases, employees continue to telework, whether on an ad hoc/situational or a regular/recurring basis. Telework provides work flexibilities and allows employees to stay safe at home during the pandemic.

While there are many benefits to teleworking, it is important to remember these key rules:   

  • Supervisors must first determine if the position and the employee are telework-eligible prior to entering into a telework agreement, and the proper telework eligibility codes must be reflected in MyBiz. 
  • Telework agreements are voluntary for both the employee and supervisor and may be terminated by either party at any time.
  • Employees must be on a signed telework agreement for all telework types.
  • The location on the telework agreement is the location where work will be performed during the duty day. 
  • Timecards must reflect RG for telework hours worked with the appropriate telework sub-code (TS, TM, or TW) for each day in a telework status.
  • Performance and/or conduct concerns may result in denial of a telework agreement request or termination of a telework agreement. 
  • If dependents (children/elders) are in the home while you are teleworking, it is the expectation that any time spent in child or elder care while teleworking will need to be reflected as personal leave, not duty time.

Teleworking and Hazardous Weather Days:

Colorado winter weather is upon us. Delayed reporting, early release and/or a base closure may be necessary to ensure the safety of all personnel. However, for individuals who are telework- ready (participating in the Telework program on a signed telework agreement), Weather and Safety Leave is typically not authorized. When a hazardous weather event is forecasted, telework-ready employees must be prepared to telework at their designated work location with the appropriate and necessary equipment, files, etc., to perform their duties in the event delayed reporting and/or base closure is implemented. 

  • If an employee fails to prepare to telework for a forecasted event and the first-level supervisor determines the employee is unable to telework, WSL will not be granted. The employee may use appropriate personal leave or leave without pay. 
  • If early release occurs, telework ready individuals depart at the directed time and once they arrive at home, they must complete any remaining portion of the workday by teleworking, taking approved unscheduled leave (paid or unpaid), or a combination. WSL will be granted only for the amount of time required to commute home.
  • When delayed reporting is announced, the employee has the following options, subject to supervisory approval:
    • Telework the hours they are scheduled to work, in which case, WSL will not be granted.
    • Report to the worksite as soon as allowable, and WSL will be granted for the hours between the employee’s typical arrival time and reporting time.
    • Take personal leave (after requested and approved by the employee’s supervisor).
  • If an unexpected event (weather, earthquake, etc.) occurs and the first-level supervisor determines emergency conditions existed and the employee was unable to properly prepare for telework, WSL may be granted.

Teleworking Permanently From a Different Location:

If you are not able to report to your assigned location at least two times in a pay period while teleworking (because you have moved out of the local area), you are required to contact the Civilian Personnel Office and change your duty location. This will impact your eligibility for a certain locality pay, but may authorize you to possibly receive TDY funds to return to your assigned installation.

If a supervisor is interested in an employee teleworking from an overseas location, a Domestic Employees Teleworking Overseas agreement needs to be submitted and approved through your Major Command and the State Department before telework overseas may be authorized.

For both of the situations above, please contact the Civilian Personnel Office for additional information and support.  

Cost of Teleworking at Home:

Per the HQ AF A1/A1CP Telework Fact Sheet, March 2020, employees are responsible for the installation, repair and maintenance of all personal equipment and other incremental costs associated with the home office. The costs associated with employees using their personal residence as their telework site including home internet service provider, maintenance, insurance or utilities will not be paid by the Air Force.


As we navigate telework for employees, the Civilian Personnel Office is here to help! Should you have specific questions or concerns regarding telework, please contact your Servicing EMR Specialist at 719-556-4775.

References for this information are as follows: OPM Government wide Dismissal and Closure Procedures, Nov 2018; HQ AF, A1/A1CP, Telework Fact Sheet, March 2020; HQ AF, A1/A1CP, Weather and Safety Leave Fact Sheet, 6 April 2020; USSF Peterson-Schriever Garrison, Hazardous Weather Procedures 2020-2021, 14 Oct 2020.

For more information please call the PAFB CPO at 556-6952 or the SAFB CPO at 567-5221.