Overview
Title
To amend title 5, United States Code, to address telework for Federal employees, and for other purposes.
ELI5 AI
The Show Up to Work Act is a bill that wants federal workers to mostly work from their office instead of home, saying they can do so only a little bit each week unless their boss says it's okay to do more. But, it doesn't promise that anyone can work from home if they want to, and could make people unhappy if they're used to working from home a lot.
Summary AI
H. R. 10324, also known as the “Show Up to Work Act,” aims to change the rules for teleworking by federal employees. It proposes that federal employees can only telework for up to 25% of their working days in a pay period, unless an agency head approves more telework, explaining in writing how it benefits agency efficiency. The bill also clarifies that it doesn't give employees a right to telework and doesn't stop agencies from further limiting telework if they choose. These changes would begin 180 days after the Act becomes law.
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AnalysisAI
Summary of the Bill
The proposed legislation, known as the “Show Up to Work Act,” aims to amend existing policies on telework for federal employees as outlined in title 5 of the United States Code. This bill mandates that telework plans be reviewed quarterly and approved by the head of each executive agency. Additionally, it restricts federal employees to teleworking no more than 25% of their workdays in any given pay period. Agency heads may waive this limitation if they certify that such an exception will enhance agency efficiency and performance. However, the waiver must be justified in writing to specific congressional committees.
Significant Issues
Several concerns arise from this bill. Firstly, the restriction limiting telework to only 25% of workdays may not be applied consistently across different federal agencies. Agency heads possess discretionary power to grant waivers for more telework, yet the bill lacks clear criteria or standardized definitions for what constitutes improved efficiency and performance. This could result in inconsistent practices and perceptions of favoritism.
Further, the bill specifies that it doesn't provide employees a right to telework, which could lead to misaligned expectations, particularly in workplaces that have adapted to telework post-pandemic. Lastly, the bill does not establish any mechanisms for monitoring compliance or preventing potential abuses of the telework policy, leading to possible non-enforcement issues.
Public Impact
For the general public, the impact of this bill largely revolves around the functioning and accessibility of federal services. By imposing such stringent limits on telework, the legislation might lead to reduced morale among federal employees who have grown accustomed to flexible working conditions. This could impact government efficiency and the quality of services delivered to the public, particularly if employee performance or satisfaction diminishes.
Stakeholder Impact
For federal employees, this bill could significantly affect work-life balance and job satisfaction. Those who have adapted to telework as part of their routine might find these limits restrictive and destabilizing. Moreover, the lack of a guaranteed telework option could negatively impact workers with disabilities or those who face barriers commuting to physical offices.
From an agency management perspective, the bill offers some control over telework flexibility. However, this control comes with the administrative burden of justifying exceptions to congressional committees, which may not always be practical. The bill could also inadvertently introduce managerial challenges if morale and productivity issues arise from imposed telework restrictions.
Overall, while the bill seeks to ensure consistent telework policies, it raises questions about adaptability and fairness in modern workplace environments within federal agencies. These considerations are crucial for its successful implementation and the sustained well-being of federal employees.
Issues
The limitation of telework to no more than 25 percent of workdays per pay period, with potential waivers granted at the agency head's discretion, could lead to inconsistent application and perceptions of favoritism across different federal agencies. This provision appears in Section 2(a)(D).
The criteria for granting a waiver for telework beyond the 25 percent limit, which require evidence that it will 'improve agency efficiency and performance,' are not clearly defined or standardized. This lack of clarity could lead to subjective decisions and potential favoritism, as mentioned in Section 2(a)(D).
The rule of construction explicitly states that the act does not provide employees with a right to telework. This lack of guarantee could lead to confusion or dissatisfaction among employees who have come to expect telework options, especially in the context of post-pandemic work arrangements, as outlined in Section 2(b).
The lack of mechanisms for monitoring or enforcing the telework policy could lead to non-compliance or abuse, as there is no provision in the bill for oversight. This absence of oversight measures is implied in Section 2.
Sections
Sections are presented as they are annotated in the original legislative text. Any missing headers, numbers, or non-consecutive order is due to the original text.
1. Short title Read Opens in new tab
Summary AI
The first section of the bill states that it may be officially called the "Show Up to Work Act."
2. Telework Read Opens in new tab
Summary AI
The section on Telework specifies changes to the United States Code that require telework plans to be reviewed quarterly and approved by the agency head. It also limits teleworking to 25% of workdays per pay period unless waived by the agency head, who must justify the exception in writing to congressional committees.