ALCOAST 117/25 - MAR 2025 RETURN TO IN PERSON WORK - REMOTE WORK GUIDANCE FOR BARGAINING UNIT EMPLOYEES

R 131503Z MAR 25   MID120001788510U
FM COMDT COGARD WASHINGTON DC
TO ALCOAST
BT
UNCLAS
ALCOAST 117/25
SSIC 12610
SUBJ: RETURN TO IN PERSON WORK - REMOTE WORK GUIDANCE FOR
BARGAINING UNIT EMPLOYEES
A. COMDT COGARD WASHINGTON DC 282008Z JAN 25/ALCOAST 030/25
B. Presidential Memorandum on Return to In-Person Work of
20 January 2025
C. DHS Return to Office Notice of 20 January 2025
D. OPM Guidance on Presidential Memorandum Return to In-Person Work
of 22 January 2025
E. Remote Work Program, COMDTINST 5330.11
F. Telework Program, COMDTINST 5330.4A
G. COMDT COGARD WASHINGTON DC 131443Z MAR 25/ALCOAST 116/25
H. Coast Guard Civil Rights Manual, COMDTINST 5350.4E
I. COMDT COGARD WASHINGTON DC 031428Z FEB 25/ALCOAST 096/25
J. OPM Memorandum, Guidance on Exempting Military Spouses and
Foreign Service Spouses from Agency Return to Office Plans of
12 February 2025
K. 5 U.S.C. Section 3330d(a)(4)(A), Military Spouse Employment Act
1. In accordance with REFs (A) through (D), the Coast Guard is
returning to in-person work for all civilian employees to include
bargaining unit members who currently have a remote work or telework
arrangement authorized under REFs (E) and (F), respectively. This
effort is well underway with non-bargaining unit employees. REF (G)
cancelled routine telework agreements for bargaining unit employees
effective 27 MAR 2025.
2. Supervisors of bargaining unit employees are instructed to
participate in the processes defined below for each category of
employee to cancel remote agreements in accordance with REFs (A)
through (D), and any applicable collective bargaining agreement, to
return bargaining unit remote employees to their official Coast
Guard worksite per categories listed below, absent exceptions in
REFs (A) and (I). This ALCOAST supersedes the requirements
associated with termination of remote work agreements as described
in 17.d. of REF (E).
3. For purposes of this ALCOAST, bargaining unit employees currently
on a remote work agreement 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 14 APR 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 14 APR 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. 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 31 JUL 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. Employees who seek exception from this directive as a
reasonable accommodation must follow the provisions of REF (H).
Supervisors must consult with their Civil Rights Service Providers
(CRSP) in COMDT (CG-00H) in accordance with REF (H) and (I).
6. In accordance with REF (J) military spouses, regardless of
whether they were appointed under the Military Spouse Employment
Act authorities, per REF (K) 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 15 APR 2025, PACAREA, LANTAREA, DCO, and DCMS
must provide the Presidential Directive Implementation Team for
Personnel (PDIT-P) a list of 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, and the date of anticipated compliance, if
applicable. Information must be entered at:
(Copy and Paste URL Below into Browser)

https://forms.osi.apps.mil/r/i48hiBPeXs

9. Supervisors of remote bargaining unit employees 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 MAR 2025. Individual members
shall not contact other federal entities requesting space at this
time. Employees currently working remotely without an assigned
workspace after following the guidance in paragraph 3 above will
continue to work remotely until further notice. A comprehensive plan
is being developed to address each members workspace needs, and
employees will be informed as soon as a solution is determined. In
the interim, employees without an assigned workspace will remain in
place to maintain operational continuity and minimize disruptions,
ensuring uninterrupted workflow.
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 questions related to workspace
assignments not addressed by your chain of command to
PDIT-P-Space@uscg.mil. Any return to in-person work policy
questions not addressed by your chain of command should be sent
to PDIT-P@uscg.mil.
11. 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 12 MAR 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.