ALCOAST 290/26 - SEP 2026 COAST GUARD TELEWORK, AND LIMITED EXCEPTIONS TO RETURN TO OFFICE POLICY FOR CIVILIAN EMPLOYEES

R 161951Z SEP 26  MID320018920266U
FM COMDT COGARD WASHINGTON DC
TO ALCOAST
BT
UNCLAS
ALCOAST 290/26
SSIC 12620
SUBJ: COAST GUARD TELEWORK, AND LIMITED EXCEPTIONS TO RETURN TO
OFFICE POLICY FOR CIVILIAN EMPLOYEES
A. DHS Directive 123-05, Telework Policy, 27 JUL 2026
B. 5 U.S.C. Chapter 65, Telework
C. Presidential Memorandum Return to In-Person Work, 20 JAN 2025
D. Office of Personnel Management (OPM) Guide to Telework and
Remote Work in the Federal Government, DEC 2025
E. Remote Work Program, COMDTINST 5330.11
F. Civil Rights Manual, COMDTINST 5350.4E
G. Administrative Grievance Procedure, COMDTINST 12771.1A
1. Purpose. This ALCOAST promulgates Coast Guard Telework and
Limited Exceptions to Return to Office policy for civilian employees
and establishes responsibilities, requirements, and procedures. This
guidance implements the requirements of REF (A) through REF (G) and
aligns Coast Guard telework and remote work procedures and processes
with Department of Homeland Security (DHS), Office of Personnel
Management (OPM), and Office of Management and Budget (OMB) policy.
2. Major Updates to the Telework Program.
    a. Individual, single day instances of situational telework may
be approved by first-level supervisors.
    b. Second level supervisors or the first Senior Executive Service
(SES) member or Flag in an employee's chain of command may approve
instances of two or more consecutive days or multiple
non-consecutive days in a row of situational telework.
    c. The Commandant or designee may authorize multi-day,
situational telework for compelling reasons, and must notify the
Under Secretary for Management (USM) in advance.
    d. All employees who are eligible for telework must complete a
Telework Agreement prior to receiving approval for situational
telework.
    e. Telework Agreements become effective upon supervisor approval
and remain valid until 15 NOV 2027, unless it is revoked, or if
there is a change in supervisor. Employees with an existing
approved agreement are not required to resubmit for approval.
    f. All Telework Agreements will be updated on an annual basis.
3. Return to In-Person Work. Coast Guard civilian employees must
report to work at a designated Coast Guard or approved alternate
federal worksite unless they are covered by one of the authorized
exceptions or exemptions in paragraph 4 and in compliance with
REF (F).
4. Exceptions to the In-Person Work Requirement. The following
categories of employees are excepted from the in-person work
requirement and must be authorized to work remotely or telework
when otherwise eligible and consistent with applicable policy:
    a. Active-Duty Spouses. Military spouses of Active-Duty Service
members working remotely.
    b. Disabled Veteran Spouses. Spouses of disabled members of the
Armed Forces who were married to a Service member who, upon date
of retirement, release, or discharge, possessed a 100
percent disability rating assigned by the U.S. Department of
Veterans Affairs.
    c. Gold Star Spouses. Un-remarried spouses of members of
the Armed Forces who died while serving on active duty.
    d. Foreign Service Spouses. U.S. Foreign Service spouses
operating under an existing approved remote work agreement
associated with the Foreign Service member's overseas
assignment, excluding domestic employees teleworking
overseas agreements.
    e. DHS Co-Location Exceptions. DHS may make limited exceptions to
allow an employee under an existing remote work agreement, who is
married to a Federal employee who also works in the geographic area
of the remote worksite, to remain in a remote posture.
    f. Leadership Exceptions. The Under Secretary for Management may
approve additional categories for exceptions to the in-person work
requirement due to a compelling reason consistent with OPM and OMB
policy.
5. Background on Telework Policy. Telework is a discretionary
management tool that should be used sparingly and only when
allowing an employee to telework meets a compelling DHS need,
does not diminish DHS operations, and when an employee agrees to
the arrangement. Telework is a flexible work arrangement under
which employees perform the duties and responsibilities of their
positions from an approved alternate worksite. Telework is a
management tool to accomplish the Coast Guard mission and is
not an employee entitlement or right. Participation in the Telework
Program is voluntary; however, employees who elect to telework must
fully comply with the terms of their signed telework agreement.
Telework is not a substitute for dependent or elder care. Employees
are responsible for maintaining appropriate caregiving arrangements
during telework hours.
    a. Types of Telework. There are two types of telework, routine
and situational.
        (1) Situational Telework. Situational telework is intended for
occasional, episodic, or short-term circumstances, including
weather emergencies, temporary disruptions to the workplace,
or approved religious accommodations. Requests for situational
telework are approved on a case-by-case basis.
        (2) Routine Telework. Routine telework is a regularly
scheduled number of days worked at an alternate worksite
(e.g., home). Coast Guard employees are prohibited from routine
telework unless they meet one of the following criteria:
             (a) Covered by an approved exemption for a qualifying
medical, disability, or religious reasonable accommodation in
accordance with REF (F), or other compelling reasons certified by
the Commandant, designee, and DHS Under Secretary for Management
consistent with OPM and OMB policy or other legal authority; or
             (b) Qualify under the categorical exceptions outlined in
REF (A) and paragraph 4 of this instruction (e.g., Gold Star
Spouses).
    b. Telework Approval.
        (1) First level supervisors must use the Reasonable
Accommodation process to substantiate approval of routine telework
for purposes of a qualifying medical, disability, or religious
reasonable accommodation in accordance with REF (F).
        (2) First level supervisors may approve requests for
individual, single-day, situational telework.
        (3) Requests for two or more consecutive days, or multiple
non-consecutive days of situational telework, require approval by
the employee's second-level supervisor or the first Senior Executive
Service (SES) member or Flag Officer in the supervisory chain.
        (4) The Commandant or designee may authorize multiday,
situational telework for compelling reasons and will notify the
Under Secretary for Management upon authorization.
        (5) Approvals may be documented by electronic mail (if a
Telework Agreement is in place) and must be reflected in the
employee's time and attendance record for the corresponding pay
period (PP).
    c. Telework Eligibility.
        (1) Employees may only telework if their position has been
designated as telework eligible by their first-level supervisor
and Civilian Personnel Management (CG-CPM) is notified.
        (2) New Coast Guard employees are eligible to telework upon
determination by their supervisors and in accordance with Coast
Guard policy.
        (3) Positions will generally be considered telework eligible
except those requiring:
             (a) Direct handling of secure materials that are
inappropriate for telework; or
             (b) Performance of on-site duties that cannot reasonably
be accomplished from an alternate worksite.
        (4) The following categories of employees are barred from
teleworking:
             (a) An employee who has been officially disciplined for
being absent without permission for more than 5 days in any calendar
year; and,
             (b) An employee who has been officially disciplined for
violations of subpart G of the Standards of Ethical Conduct for
Employees of the Executive Branch for viewing, downloading, or
exchanging pornography, including child pornography, on a Federal
Government computer or while performing official Federal Government
duties.
    d. Telework Agreements.
        (1) A signed telework agreement is required before
participating in any form of telework, including situational
telework. All telework agreements must be documented and approved
in writing using CG-5330 (09/22 - Rev. 02/25) or the designated
electronic system, once implemented. Employees will be required to
complete a new telework agreement in the designated electronic
system after implementation.
        (2) Agreements must be reevaluated and updated annually, or
on an as-needed basis. A new or updated agreement must be executed
whenever:
             (a) A new employee-supervisor relationship is
established; or
             (b) There is a change in the conditions of work; or
             (c) The terms of the telework arrangement, including the
schedule or alternative worksite location, are modified.
    e. Denial or Termination of Telework Agreements and Appeals.
        (1) Telework agreements can be terminated either by management
or by the employee at any time.
        (2) Supervisors must deny or terminate an employee's telework
agreement under the following circumstances:
             (a) If the employee has been officially disciplined for
being absent without permission for more than 5 days in a
calendar year.
             (b) If the employee has been officially disciplined for
violations of subpart G of the Standards of Ethical Conduct for
Employees of the Executive Branch for viewing, downloading, or
exchanging pornography, including child pornography, on a Federal
government computer or while performing official Federal
government duties.
             (c) If telework diminishes employee or Component
performance.
             (d) If an employee does not comply with the terms of their
written agreement.
        (3) If the employee wishes to appeal the denial or
termination, the employee may use either the negotiated grievance
procedure (if in a bargaining unit and if applicable) or the
applicable administrative grievance procedure (REF G).
    f. Training Requirements.
        (1) Interactive telework training is required for all eligible
employees who elect to telework and for all supervisors of
teleworkers. The required training courses are Course 502807,
Telework for Government Employees, and Course 502808, Telework
Fundamentals 101-Manager Training, and are found in CG OWL.
        (2) Training requirements may not apply to:
             (a) Employees who were actively teleworking prior to the
effective date of this ALCOAST; or
             (b) Employees transferring from another Federal agency who
were previously covered by a telework agreement.
    g. Telework In Lieu of Investigative or Notice Leave. Supervisors
may require an employee to telework in lieu of investigative or
notice leave. In such circumstances, any existing voluntary
telework agreement is terminated. If a supervisor requires telework
in lieu of investigative or notice leave, the supervisor must
provide the employee with a written explanation regarding the
required telework in lieu of investigative or notice leave,
including a description of the limitations of the required
telework, the expected duration of the telework, location of the
alternative worksite, work expectations, and work schedule. Requires
consultation and coordination with Civilian Workforce Relations
(PSC-CPM-2).
    h. Continuity of Operations (COOP). Telework is an integral part
of plans for continuing operations during COOP, pandemic health
crises, or other emergencies.
        (1) During activation of COOP, COOP requirements supersede
this policy. Mission-critical employees who may be expected to work
from an alternate location during COOP, pandemic health crises,
or other emergencies must have approved telework agreements.
        (2) Employees approved for situational telework are expected
to remain telework-ready for emergency operations.
        (3) During ordered evacuations or other emergency situations,
employees, regardless of telework status, may perform work from
their residence or another approved safe haven, as directed.
    i. Leave and Telework. Telework may be combined with approved
leave on the same workday, including during emergency closures
or temporary disruptions, provided such arrangements are
consistent with the employee's telework agreement and approved
by their supervisor.
6. Emergency or Weather-Related Closures. Employees who are
approved for remote work or situational or routine telework
must work during weather-related office closures or take leave.
If the employee's alternate worksite is impacted by the event,
the employee must contact his/her supervisor to discuss work that
can be accomplished outside of the Coast Guard system. In rare
cases, the employee may be granted Weather and Safety Leave.
7. Official Worksite. Employees whose official duties routinely
require work at multiple locations within the same geographic
area are not required to report to their official worksite at
least twice each biweekly pay period, provided they continue
performing work within that geographic area in accordance with
applicable regulations.
8. Remote Work Policy. REF (E) remains applicable solely to
civilian employees who meet the specific exceptions or exemptions
outlined in paragraph 3 above or in accordance with REF (F).
    a. General Worksite Requirement. Coast Guard civilian employees
must report to work at a designated Coast Guard worksite unless
they are covered by one of the following authorized categories:
        (1) An exception outlined paragraph 3 above; or
        (2) An approved exemption as a reasonable accommodation for
a disability, religious practice, or qualifying medical condition
consistent with REF (F); or
        (3) Other compelling reasons certified by the Commandant and
the Under Secretary for Management, consistent with Office of
Personnel Management (OPM) guidelines, Office of Management and
Budget (OMB) policy, or other legal authorities.
    b. Remote Work Approval.
        (1) Supervisors must use the Reasonable Accommodation process
to substantiate approval of remote work for purposes of a qualifying
medical, disability, or religious reasonable accommodation.
        (2) First level supervisors may approve exceptions as outlined
in paragraph 3 above, provided the documentation is reviewed and
authorized by Civilian Personnel Services, Civilian Personnel
Management (PSC-CPM-1). Under either scenario (e.g., military
spouse) a Standard Form (SF) 52 needs to be submitted to CPM-1.
        (3) Commands must establish internal controls to ensure that
only approved exceptions to return-to-office requirements are
granted under this authority.
    c. Remote Work Agreements. A signed Remote Work Agreement,
CG-12630, and any associated forms must be completed prior to
working remotely. Once the designated electronic system is
implemented, employees must complete a new remote work agreement
in that system.
    d. Training Requirements. Interactive training is required for
all eligible employees who elect to and are authorized to work
remotely and for all supervisors of remote workers. The training
courses required are Course 502807, Telework for Government
Employees, and Course 502808, Telework Fundamentals 101-Manager
Training, found in CG Online World of Training (CG OWL).
9. Equipment, Services, Information Security, Privacy, and Records
Management. Employees must comply with all applicable DHS and Coast
Guard policies regarding the use of government equipment,
information security, privacy, and records management.
10. Action. This ALCOAST serves as the authoritative policy until it
is superseded by a formal Commandant Instruction, which will be
issued within one year of promulgation of this ALCOAST.
11. Implementation for bargaining unit employees is subject
to the requirements of applicable labor-management laws and
any existing negotiated agreements.
12. This message will be cancelled on 09 SEP 2027.
13. Questions regarding civilian personnel policies should
be directed to COMDT (CG-WMC) at Civilian.HR@uscg.mil.
14. RADM Tiffany G. Danko, Assistant Commandant for Workforce
Management (CG-WM), sends.
15. Internet release is authorized.