N.J.A.C. 4A:6-7.4 Performance expectations, revocations of telework eligibility, and adjustments of telework schedule
N.J.A.C. 4A:6-7.4, Performance expectations, revocations of telework eligibility, and adjustments of telework schedule. Performance requirements for teleworking employees shall, in general, be the same as those for non-teleworking employees. Nothing in an appointing authority
Current through New Jersey Register, Vol. 58 No. 14, July 20, 2026. Reviewed as of July 26, 2026.
This is an annotated mirror, not the official publication. Verify against the Civil Service Commission before relying on it.
In plain language
Performance requirements for teleworking employees are in general the same as for everyone else, and nothing in a telework program touches the appointing authority's right to assign work or ask about its status. Within the first 45 days of an authorisation, the supervisor and employee must meet in person at the regular workplace, separately from any scheduled evaluation, to discuss performance and any modification of expectations. Telework may be revoked at any time for not meeting performance expectations, not complying with the telework agreement, or scheduling telework in place of using accrued time for personal matters, but the sequence is prescribed: the supervisor first notifies the employee of the deficiencies and issues a development or corrective action plan with a timeframe, union representation is notified where pertinent, and human resources must approve any revocation afterwards. An employee who demonstrates they met expectations in time keeps telework. Operational needs support a separate route to revocation or schedule adjustment.
Written by the NJ Civil Service Navigator editorial team from the text of N.J.A.C. 4A:6-7.4. It is a description of the rule, not the rule itself, and not legal advice.
(a) Performance requirements for teleworking employees shall, in general, be the same as those for non-teleworking employees. Nothing in an appointing authority's telework program shall affect the appointing authority's right to assign work or make reasonable requests to ascertain the status of work assignments in accordance with applicable laws, rules, the needs of the appointing authority, or operational goals. An appointing authority's telework program shall not impede operations or delivery of services and must not decrease productivity. In order to ensure continued operational integrity, appointing authorities must include the following criteria in their telework plans: #
1. Within the first 45 days of an employee's authorization to telework, supervisors and employees must have an in-person meeting, in addition to and separate from, any regularly scheduled performance evaluations, in their regular workplace to discuss performance and any modification of performance expectations necessary to reflect the required criteria for continued telework. #
2. Telework may be revoked at any time if employees are not successfully meeting performance expectations, failing to comply with their telework agreements, and/or scheduling telework time in lieu of utilizing accrued time to address personal issues. Prior to any such revocation, supervisors shall notify employees of any deficiencies, as well as the timeframe in which such deficiencies must be effectively addressed by issuing the employee a development/corrective action plan, so the employee may endeavor to meet expectations in a timely manner. Union representation shall be notified of the same, where pertinent, in order for appropriate consultation to take place regarding pending revocation. An appointing authority's human resources personnel must approve any revocation following the period prescribed by the development/corrective action plan. Employees who are able to demonstrate that they have met expectations in a timely manner following this counseling shall not have their telework authorization revoked. #
3. If participation in the telework program is revoked based on an employee receiving an unsatisfactory final performance assessment review, and if that rating is appealed and reversed, the employee's participation in the telework program shall be restored. #
(b) Telework may be revoked, or an employee's telework schedule may be permanently or temporarily adjusted, based on an appointing authority's operational needs, which may change over time. #
1. If a supervisor and employee, or entire group of employees in a job title, disagree as to the revocation or adjustment, supervisors shall identify, in writing, to human resources personnel the specific reasons and operational needs of the appointing authority that necessitates the revocation or adjustment. In such cases, the employee(s) may request a consultation to be held between the employee(s), supervisor, and human resources personnel regarding the disputed revocation or adjustment. The employee(s) shall have the right to union representation at the consultation. #
2. Human resources personnel shall make a recommendation regarding the employee's, or group of employees', revocation or adjustment to the appointing authority's senior leadership designee. #
3. The appointing authority's senior leadership designee shall review the recommendation and make the final determination as to the employee's, or group of employees', revocation or adjustment. Senior leadership must indicate, in writing, the operational needs that informed the revocation or adjustment. #
4. If senior leadership determines the employee's, or group of employees', revocation or adjustment should be made, the decision shall set forth, in writing, the specific reasons and operational needs of the appointing authority that necessitated the revocation or adjustment. #
5. If the appointing authority's senior leadership determines that operational needs do not necessitate a revocation or adjustment to the employee's, or group of employees', telework schedule, the employee(s) shall maintain their current telework schedule. #
6. If the stated specific reasons and operational needs of an employee's, or group of employees', telework eligibility was revoked or their telework schedule was adjusted, the employee, or group of employees, may request, in writing, to their appointing authority that it reconsider the revocation of the employee's, or group of employees', telework eligibility or the adjustment to the employee's or group of employees' telework schedule. #