Updated Telework Guidelines at FCPS

Fairfax County Public Schools (FCPS) is committed to providing world-class student instruction and maintaining effective operations. FCPS employees are expected to complete their required/assigned duties onsite during regularly scheduled work hours. However, FCPS recognizes that in certain circumstances, it is practical and efficient to allow a telework arrangement in which the senior leadership team authorizes employees to work from an approved remote work location. Telework, as authorized by regulation, is for the benefit of FCPS and is not an entitlement or a guaranteed benefit. It does not change the terms and conditions of employment with FCPS. 

Important Principles of Telework at FCPS:

Telework requires annual approval from the Senior Leadership Team (SLT). All telework arrangements must be for the benefit of FCPS and must ensure that there is no negative impact on FCPS operations and, most importantly, maintain the quality of instruction and all other services provided to students.

Eligibility for telework is determined by the specific duties of the position, the needs of the division, and the employee’s job performance, as assessed by their principal or program manager in collaboration with their chief and/or region assistant superintendent. Employees are required to report leave for all time during telework when they are not actively working on behalf of FCPS or are engaged in other non-work activities.

Telework Summary 

Telework

• Eligibility:
  • Employees may request a limited number of days per year for duties that can be performed remotely without negatively impacting their school, department, office, or FCPS. The number of days will be adjusted each year to match the number provided to teachers as work from an alternate location. For July 1, 2025, through June 30, 2026, the number totals 5.
  • Approval is determined based on the specific situation and instructional and/or operational needs of the school/department/office.
• Conditions:
  • Telework may be requested to address personal needs that do not negatively impact the employee's ability to perform job functions fully.
  • To support employee health and well-being, sick leave should be considered before telework for personal or family illness.
  • Telework requires approval from the program manager before teleworking (or as soon as feasible in emergency situations).
  • Office phones must be forwarded and answered.
  • Employees must be available at all times during the scheduled workday (not unavailable due to appointments, etc.)
  • Employees must enter the time spent teleworking in MyTime using Administrative Leave with the reason code of “Telework”.
• Key Consideration:
  • Telework must not negatively impact instruction or operations. Approval and oversight will be granted by the appropriate supervisor. 

Telework Exceptions

• Eligibility:
  • ADA Accommodation: Employees who have an approved telework accommodation from the Office of Benefits Services as part of the Americans with Disabilities Act may be eligible based on the specific approved accommodations.
  • Temporary/Hourly: Employees who are temporary/hourly may submit a request to their principal/program manager for a telework exception.  Approval decisions for temporary/hourly employee requests will be made by the respective Chief or Assistant Superintendent.
  • Space Constraints: While FCPS aims to have space in our buildings for all employees, currently, Chiefs may identify cases where space is not currently available for employees to be fully onsite. Telework exceptions due to space constraints are submitted at the Chief level to the Chief of Facilities Services and Capital Programs. The request and the space data from the CFSCP will then be submitted to the Superintendent. Approval decisions will be made by the Superintendent and/or their designee.
  • Exigency/Mitigation of Risk: In limited cases where an employee possesses a highly specialized skill set essential to a critical operational function, and telework is determined to be necessary to retain that skill set and knowledge base, a time-bound telework arrangement may be approved. These arrangements must be documented by the employee’s department Chief via StaffConnect and approved by the Chief of Staff. Telework agreements under this provision must include a defined end date and will be subject to renewal at least every six months.
• Conditions:
  • Must be able to report to the designated FCPS work location when needed, potentially with as little as two hours' notice (must remain local and available while teleworking unless the position is temporary).
  • The specific telework schedule requires approval from the Chief or Region Assistant Superintendent overseeing that department or region.
  • Office phones must be forwarded and answered.
  • Must be available at all times during the scheduled workday (not unavailable due to appointments, etc.).
• Key Consideration: Telework exceptions are expected to be limited and require a formal, annually signed Telework Agreement. This agreement will detail expectations, work schedules, communication protocols, and responsibilities regarding equipment and data security. The agreement must have signatures from the employee, their supervisor, and the appropriate chief or regional assistant superintendent.

Telework Frequently Asked Questions