NIH Remote Work Guidance
Remote Work is an increasingly common arrangement at not only the NIH but across federal government and in the private sector. OHR has prepared a Remote Work Guide that serves to answer questions members of the NIH community may have about remote work and to assist both supervisors and employees in establishing successful remote work arrangements.
What is Remote Work?
An arrangement in which an employee’s official duty station is an approved alternative worksite. The approved alternative worksite may be inside or outside the local commuting area of the Agency worksite and is typically, although not always, the employee’s residence.
Remote work is not an employee entitlement, but rather a workplace flexibility that may be available dependent on a variety of factors and with supervisory approval.
What is the difference between Telework and Remote Work?
An employee who has a remote work arrangement permanently works from an alternative worksite that is not a NIH owned or leased facility. An employee who has a telework arrangement works from home on a regular or ad hoc basis but reports to the agency’s official duty station at least once a week/two days a pay period. 
 See OPM Fact Sheet: Official Worksite for Location-Based Pay Purposes
This distinction is important because a remote worker’s official duty station is the alternative worksite, and they receive locality pay based on that duty station. Remote workers may still be eligible for telework with supervisory approval, if they wish to regularly or on an ad hoc basis work from an additional alternate site (i.e. a co-working or office sharing arrangement). Travel back to their work unit's primary worksite is covered by travel policy.
What about employees located overseas?
Employees who are temporarily or permanently working overseas are subject to separate processes and requirements than remote workers or teleworkers. For more information, see: