ALCOAST 070/25 - FEB 2025 RETURN TO IN PERSON WORK - REMOTE WORK GUIDANCE FOR NON-BARGAINING UNIT EMPLOYEES

R 142257Z FEB 25 MID120001742293U
FM COMDT COGARD WASHINGTON DC
TO ALCOAST
BT
UNCLAS
ALCOAST 070/25
SSIC 12610
SUBJ: RETURN TO IN PERSON WORK - REMOTE WORK GUIDANCE FOR
NON-BARGAINING UNIT EMPLOYEES
A. COMDT COGARD WASHINGTON DC 282008Z JAN 25/ALCOAST 030/25
B. COMDT COGARD WASHINGTON DC 052156Z FEB 25/ALCOAST 050/25
C. Presidential Memorandum on Return to In-Person Work of
20 January 2025
D. DHS Return to Office Notice of 20 January 2025
E. Telework Program, COMDTINST 5330.4A
F. Remote Work Program, COMDTINST 5330.11
G. U.S. Coast Guard Civil Rights Manual, COMDTINST 5350.4E
H. OPM Memorandum, Guidance on Exempting Military Spouses and
Foreign Service Spouses from Agency Return to Office Plans of
12 February 2025
1. In accordance with REFs (A) through (D), the Coast Guard
is returning to in-person work for all civilian supervisors and
non-bargaining unit members, including those who currently have
a remote work or telework arrangement authorized under REFs (E)
and (F), respectively. This effort is well underway with supervisors
and non-bargaining unit members with telework agreements returning
to full-time in-person work by 12 February 2025.
2. REF (B) cancelled routine telework agreements for civilian
supervisors and non-bargaining unit employees effective
12 February 2025. That directive supersedes the requirements
associated with termination of telework agreements as described
in 15.d. of REF (E). This ALCOAST supersedes the requirements
associated with termination of remote work agreements as described
in 17.d. of REF (F).
3. For purposes of this ALCOAST, civilian supervisors and
non-bargaining unit employees will fall into one of three
categories:
    a. (Category 1) Employees in the local commuting area of their
former Coast Guard worksite. Employees who previously worked at
a Coast Guard unit prior to their remote work agreement being
approved and whose remote worksite (normally their residence) is
within the local commuting area of that Coast Guard unit's duty
location as listed on PAL, shall begin working in-person at that
worksite, subject to space availability, on a full-time basis no
later than 26 February 2025. If space is not available at that
worksite, employees shall follow the guidance in paragraph 9 of
this ALCOAST and work with their supervisors to request workspace
at an alternate Coast Guard Unit. The local commuting area is
typically a 50-mile radius from the worksite.
    b. (Category 2) Employees who were hired for a position without
a designated duty location (i.e., duty location remote) who live
in the local commuting area of their Unit or an approved detached
duty location. Employees who were hired for a position without a
designated duty location (i.e., remote) and who live within the
local commuting area (e.g., generally 50 miles) of their parent
Coast Guard unit or an approved detached duty location will ask
their supervisors for assistance to secure a worksite at that unit.
If space is available, employees shall begin work at that location
on a full-time basis no later than 26 February 2025. If space is
not available at that worksite, employees should continue remote
work but shall work with their supervisors to submit a workspace
request using guidance in paragraph 9.
    c. (Category 3) Employees who were hired for a position without
a designated duty location (i.e., remote) who live outside the local
commuting area of their unit or an approved detached duty location.
Employees who were hired for a position without a designated duty
location (i.e., remote) and who live outside the local commuting
area of their parent Coast Guard unit or an approved detached duty
location, must follow the process in paragraph 9 of this ALCOAST
for requesting a workspace.
4. Supervisors and non-bargaining unit employees who submit
separation actions (i.e., resignation, transfer to another
Federal agency, retirement) within two weeks of the date of
this ALCOAST, with a separation date no later than 30 July 2025,
may be authorized to continue working remotely until that
separation date, subject to approval by the first Flag/SES in the
chain of command.
5. Civilians who seek exception from this directive as a reasonable
accommodation must follow the provisions of REF (G).
Supervisors must consult with their Civil Rights Service Providers
(CRSP) in COMDT (CG-00H).
6. In accordance with REF (H) military spouses, regardless
of whether they were appointed under the Military Spouse Employment
Act authorities, including spouses of military members with a 100%
disability rating from the Department of Veterans Affairs, and
spouses of military members who died on active duty, are authorized
to continue to work in accordance with their remote work agreements
and are not required to return to in-person work.
7. Outside of the circumstances outlined above, continuation of
remote work arrangements beyond the timelines in this message will
only be considered in compelling and exceptional circumstances.
These requests must clearly articulate a justification for
extension. Factors such as verified medical needs, family hardship
situations, or other documented hardships will be carefully
evaluated on a case-by-case basis and approved at the First Flag
or SES level in the civilian's chain of command. However, extensions
are not guaranteed, and the overarching aim is to eliminate remote
work as a standard practice.
8. Not later than 28 February 2025, PACAREA, LANTAREA, DCO, and DCMS
must provide the Presidential Directive Implementation Team for
Personnel (PDIT-P) a list of non-bargaining unit civilian employees
in their respective chains (include PCNs and unit name), to include
all field units, who have not returned to in-person work, the reason
they have not, documentation supporting the reason for each excusal
or delayed compliance, and the date of anticipated compliance, if
applicable. Information must be entered at:
(Copy and Paste URL Below into Browser)

https://uscg.sharepoint-mil.us/sites/PDIT-P/Lists/Remote%20Work%20
Tracker/NewForm.aspx?Source=https%3A%2F%2Fuscg.sharepoint-mil.us%2
Fsites%2FPDIT-P%2FLists%2FRemote%2520Work%2520Tracker%2FAllItems.
aspx&ContentTypeId=0x0100733DC2DCAE5BA245804C601976DDB66B004AC3161
A42E07948A017A146748101C1&id=%2Fsites%2FPDIT-P%2FLists%2FRemote%20
Work%20Tracker

If personnel are not already listed in this site, then the
supervisor shall add them.
9. Supervisors of remote members requiring space at a location other
than their parent Coast Guard unit or an authorized detachment, must
fill out the Remote Worker Space Request Form, available at:
(Copy and Paste Below URL into Browser)

https://forms.osi.apps.mil/r/UHyAkQrW8d?origin=lprLink

All requests shall be made NLT 21 February 2025. Individual members
shall not contact other federal entities requesting space at this
time.
10. The Presidential Directive Implementation Team for Personnel
(PDIT-P) has launched a SharePoint site at:
(Copy and Paste Below URL into Browser)

https://uscg.sharepoint-mil.us/sites/USCG-PD47

and will maintain FAQs for all the Executive Orders currently
impacting the Coast Guard that OPM and DHS have issued guidance
on. Personnel should check these FAQs frequently as they will be
continuously updated. Direct any additional questions to
PDIT-P@uscg.mil.
11. Additional directive(s) to remote-working bargaining unit
employees will be promulgated by subsequent ALCOAST(s). All
personnel should continue to develop the measures (childcare,
transit, parking, etc.) needed to meet return to in-person work
requirements.
12. This message will be cancelled on 14 FEB 2026.
13. POC: Michelle R. Godfrey, Acting, Assistant Commandant for
Civilian Personnel.
14. Mr. Gary C. Rasicot, Deputy for Personnel Readiness
(CG-DCMS-DPR), sends.
15. Internet release is authorized.