Adopted pursuant to House Bill 5196, 89th Texas Legislature – Regular Session, effective September 1, 2025. This policy establishes the standards and procedures governing telework arrangements for employees of the Texas Space Commission in compliance with Chapter 658, Texas Government Code, as amended by HB 5196. 

Purpose

The purpose of this policy is to implement House Bill 5196 (89th Legislature, effective September 1, 2025) and ensure the Texas Space Commission (TSC) authorizes and manages telework arrangements in a manner that supports the agency’s mission, accountability, and efficiency while maintaining compliance with state law.

Definitions

For purposes of this policy:

  • “State agency” means an agency as defined in Texas Government Code §658.001.
  • “Telework” means a work arrangement allowing an employee to conduct, on a regular basis, some or all duties away from the assigned work location during established work hours. “Full-time employee” means a person required to work at least 40 hours per week.
  • “Regular or assigned temporary place of employment” means the physical workplace
    assigned by TSC.

General Rule

Under Government Code §658.010(a), an employee shall, during normal office hours, conduct agency business only at the regular or assigned temporary workplace unless traveling or authorized to telework under §658.011. Telework is not automatic and must be formally approved under this policy.

Eligibility and Awarding of Telework

The Executive Director may authorize a telework arrangement for an employee to:

  1. Address a lack of available office space; or
  2. Provide flexibility that enhances mission performance.

Telework may not be offered as a condition of employment and, if awarded, can be revoked without notice at any time for operational reasons.

Request and Approval

Employees should submit requests for telework via email to their direct supervisor using the Texas Space Commission Telework Request Form.

Requests for telework will be reviewed and approved by the employee's direct supervisor. Approval will depend on eligibility factors, staffing needs, and any other criteria deemed relevant by TSC.

Employees will receive a written response regarding their request as soon as practicable. If approved, an employee must execute a telework agreement prior to beginning telework.

Telework Agreement 

Each telework arrangement must be memorialized in a written agreement signed by the employee and the Executive Director or designee. The agreement must:

  • Identify the reason telework is authorized;
  • Specify telework location, schedule, performance expectations, and continuity of operations during emergency situations;
  • Certify that the telework location meets general office safety standards and is a reasonably safe place to work;
  • Include revocation terms; and
  • Be reviewed and renewed annually.

Telework Plan

In accordance with §658.012, the TSC shall maintain a written Telework Plan that:

  • Establishes performance standards for teleworking employees;
  • Describes methods for monitoring productivity;
  • Outlines data and physical security protocols;
  • Requires teleworkers to comply with all applicable agency rules;
  • Prohibits using a personal residence to host in-person state business; and
  • Is published on TSC’s publicly accessible internet website.

Implementation and Review

The Executive Director will ensure annual evaluation of the telework program’s implementation and effectiveness.

Miscellaneous Provisions

Telework is a discretionary privilege, not a right. This policy does not create any contractual entitlement. A telework agreement does not prohibit TSC from requiring an employee to report to the employee's regular or assigned temporary place of employment or another work location on a day on which the agreement otherwise authorizes telework for any reason TSC determines in-person interaction is necessary. All telework arrangements remain subject to modification or revocation at the agency’s discretion. Questions about eligibility or compliance should be directed to the Human Resources Director.