Telework FAQ's

Deferred Resignation/Early Retirement 

 

Q1:  With potential resignations and retirements due to policy changes, what is the plan to ensure mission readiness without overburdening remaining personnel? 

A1:  We want to avoid a “do more with less” approach as the deferred resignation program unfolds. Leadership is assessing its impact and will determine the path forward. Employees should make informed decisions based on personal circumstances, and challenges will be addressed. It remains unclear if DoD, certain career fields, or functions will be exempt, with a decision expected by late February. Gen. Richardson has requested a broad AFMC exemption, pending DoD approval. However, AFMC is already exempt from the hiring freeze, a positive update for the workforce. More information to follow.

 

A2:  If you resign as part of the Deferred Resignation Program, you can receive pay on admin leave through September 30, 2025, and retire on or before that date. Regarding the December 31, 2025, deadline, if your retirement eligibility date falls between October 1, 2025, and December 31, 2025, you are still eligible for deferred resignation, unless your position is exempted from the program. Your deferred resignation date will be extended to match your retirement date within this window. During the deferred resignation period, you will continue to accrue retirement benefits. If you choose to retire earlier than your final resignation date, your retirement election will override the deferred resignation. For more details, you can refer to the OPM website.

 

 

A3: Guidance on situational telework is still being released, with details on flexibilities and restrictions forthcoming. According to Air Force guidance issued on Feb. 10, 2025, DAF memo, situational telework may be authorized for weather-related emergencies, office closures, or other circumstances where a supervisor determines it meets a compelling agency need. This could include minimizing leave for medical appointments, working on special projects, attending web-based training, or recovering from an illness or injury while still being able to perform job duties remotely. Participation in situational telework is voluntary, requires a signed telework agreement, and must be coordinated and approved by a supervisor to ensure it aligns with mission requirements. 

 

A4: Temporary telework may be approved on a case-by-case basis for employees recovering from surgery or experiencing a temporary medical condition. If the employee can perform the essential functions of their job but cannot report to the official worksite on a temporary basis, telework may be authorized, provided it meets a clear agency need. 

 

A5: Guidance is still being released, but as of now, all regular and recurring telework agreements have been canceled in accordance with President Trump’s Jan. 20, 2025, executive order on returning to in-person work. Initial guidance from the secretary of defense, Department of Defense, and Headquarters Air Force supports this directive. A Feb. 10, 2025, DAF memo, outlines exclusions for situational telework. 

 

A6: Telework may be considered on a case-by-case basis if it supports a clear agency need. Approval is subject to supervisor discretion and the employee’s ability to perform their job duties remotely.  

 

A7: Depending on your organization and mission needs, there may be some flexibility in work schedules, such as flexible or compressed schedules. Also, don’t forget that organizations can still use Unite Funds to support team building and camaraderie. 

 

A8: Supervisors have the authority to approve situational telework on a case-by-case basis. Existing telework agreements have been canceled, and new situational telework agreements can be made at the supervisor level, without requiring higher-level approval.

 

A9: Active-duty military personnel are not authorized telework. While they may be authorized situational telework for specific circumstances, like their civilian counterparts, there is generally no telework agreement for military members.

 

A10: Physical Training is generally not authorized during situational telework, as this arrangement is typically meant for situations like medical appointments or other factors that prevent travel. For military members, telework is not authorized, and they are expected to be on duty 24/7. Civilian supervisors may allow military personnel to stay home for medical reasons, but regular or recurring telework for military members is not permitted.

 

 

A11: Everyone, except those specifically exempted in the Feb. 10, 2025, DAF memo, is expected to report on-site for duty, including individuals in over-hire positions. Currently, there is no additional guidance regarding over-hire or term positions, but we will provide updates as soon as they become available. 

 

A12:  We anticipate further guidance from DoD and DAF soon. Currently, there is no hiring freeze affecting DoD. If employee separations impact workload, employees should coordinate with their supervisors and leadership to prioritize tasks and maintain operational efficiency.

 

A13:  Supervisors and employees should work together to identify tasks that may no longer be necessary or the best use of time. Those performing the work understand its true value and should provide input on improving efficiency. As personnel changes occur, leadership will assess mission needs and reallocate resources accordingly. No additional workload will be assigned without proper compensation or staffing adjustments. It is essential to communicate the impact of these changes on both the mission and workforce to higher leadership.

 

A14:  Recent reports have discussed potential reductions in the federal workforce; however, we have not received any formal guidance regarding direct impacts to the DoD, Air Force, or the 88th Air Base Wing. 

 

 

A15:  No, there are no plans to reopen Gate 26A, as it remains dedicated to commercial vehicle traffic to ensure maximum efficiency, safety, and security. Additionally, current traffic levels at Area A gates do not indicate a need for additional entry points. Gate 1A, located just two miles away, has not experienced significant congestion. 

 

A16:  Our gates are staffed with the required number of Defenders. However, if units are experiencing significant backups and wish to expedite re-entry, they are welcome to provide EAGLs during the lunch period as well. 

 

Q17:  What steps are being taken to address increased gate traffic and ensure timely arrivals to work? 

A17: To improve traffic flow, we’ve adjusted patterns at Gates 22B and 12A and opened Gate 1B full-time. With Return to In-Person, expect peak congestion between 7:15 A.M. and 8:15 A.M., especially around 7:45 A.M.—plan your commute accordingly. Our Defenders process 325-375 vehicles per hour, meeting or exceeding standards, but delays can occur due to weather or construction. Security Forces are working hard to keep traffic moving from 6:00 A.M.- 9:00 A.M. For Area B employees, Gate 22B is the busiest—consider using Gates 19B or 1B instead. We appreciate your patience as we continue improving traffic flow. 

 

Office Space & Facilities 

 

Q18:  How does leadership plan to accommodate employees returning to work, especially recent hires, given potential office space limitations? 

A18:  The wing has no significant space deficits, though some employees may return to different desks. Elsewhere, some organizations expanded under telework, leading to workspace challenges. Efforts are underway to improve conditions and develop long-term solutions. No one will work in unsafe conditions—health and safety concerns will be addressed immediately. Report facility issues to supervisors or facility managers. The Civil Engineers Squadron continues assessing and maintaining workspaces for a smooth transition.

 

Q19:  Since more people will be on base, can policies regarding physical fitness time be reconsidered to allow off-base fitness options? 

A19:  Current AFMC guidance does not require civilian Physical Fitness time to be used on-base. However, the policy encourages using on-base facilities whenever possible. Employees should coordinate with their supervisor to confirm approved locations for their PT. 

 

A20: Currently, we are assessing the return to work and its impact on parking. We will gather input from facility managers regarding any concerns, but there haven’t been any significant issues raised so far. While there are no formal plans for assessments currently, we are always looking for ways to improve and make the situation better for our members. If there are specific parking concerns, especially related to handicap spaces, it’s important to relay those to the facility manager. They can work with CE to assess and address any issues with designated parking spaces.

 

A21: The Mass Transportation Benefit Program (MTBP) is available. This program allows Wright-Patterson AFB personnel to be reimbursed up to $300 a month for using public transportation, including vanpools, Greater Dayton Regional Transit Authority, and Greene CATS Public Transit. It’s available to civilian employees, military members, and reservists on active duty, but not contractors. Compensation is provided through vouchers or debit cards, and employees can apply by submitting a package to Program Manager Shawnetta White. For more details, visit the WPAFB News Article.

 

Other Policy & Workforce Concerns 

 

Q22:  How will the return-to-work policy impact family days? 

A22: The return to in-person work orders do not impact Family Days. Civilian employees may either request leave or report for duty at their on-base worksite as usual. 

 

Q23: Can civilian nurses accept deferred resignation, and how should employees proceed if HR guidance conflicts with Executive Orders and FAQs? 

A23:  We are awaiting guidance on any exemptions to the deferred resignation program. For additional information on the deferred resignation see www.opm.gov or www.opm.gov/fork  

 

Q24:  What is leadership’s message to the workforce regarding negative public about federal employees, and how can we reinforce the value our civilian workforce brings to the mission? 

A24:  WPAFB’s civilian workforce is essential to base operations and national security. Despite challenges like hiring and pay freezes, their dedication keeps the mission running. The local community values their contributions, recognizing WPAFB as Ohio’s largest single-site employer with 38,000+ personnel, mostly civilians. While negative rhetoric exists in media, leadership fully supports and appreciates the workforce’s vital role in national defense.

 

Q25:  What contingency plans are in place if telework capabilities are disrupted by unforeseen events? 

A25:  Supervisors should establish recall rosters and communication plans to ensure accountability during emergencies, including severe weather. If contact cannot be made, a reporting timeframe should be in place. Backup plans should be clearly defined to maintain operations if communication fails.

 

Q26:  How can I stay informed about real-time traffic conditions and gate updates on base? 

A26:  Stay updated on real-time traffic conditions and gate information by following our official social media channels and visiting the base website at https://www.wpafb.af.mil/Gate-Information/. We regularly post updates on gate hours, closures, construction, delays, and any changes affecting base entry and exit. 

 

A27: There is no official clarity yet on RIF activities or what will happen with vacated positions. We understand the concerns, but leadership will prioritize resources, including our workforce, to ensure critical missions are not impacted. As for updates, information will be shared as decisions are made, with the end of February being a key timeframe for clarification. Stay tuned for more details.

 

A28: For employees who were previously on a remote work agreement and live more than 50 miles away, there is a four-month grace period to help ease the transition back. However, if you’ve been commuting over 50 miles and made that personal choice, there aren’t many solutions to reduce the commute distance. That said, supervisors and employees can discuss alternate work schedules, such as compressed or flexible schedules (e.g., 4-day workweeks), which may help alleviate some of the burden, workload and mission permitting. However, these schedules typically do not include telework.

 

 

A29: While no official changes have been made to core hours yet, we are exploring options for more flexibility in reporting times and work hours. A survey will be sent to gather feedback from parents to ensure any changes meet the needs of the majority. Supervisors will have flexibility to accommodate unique situations, as long as mission requirements are met. For childcare concerns, the installation offers family care providers and Air Force programs to help with childcare outside of core hours. Employees should discuss specific needs with their supervisor to explore potential adjustments.

 

A30: Employees should get on the list for the Child Development Center or before-and-after-school programs at the installation, as this helps communicate the demand. While daycare is a personal choice and depends on individual needs, adjusting work schedules to accommodate school drop-offs or childcare requirements may be an option in the short term. Ultimately, we can offer limited support, but as more people return to the office, local childcare centers may increase their capacity to meet the demand.