If enacted, SB1091 will amend Hawaii Revised Statutes by requiring the periodic assessment of telework eligibility. The first assessment is scheduled to be completed by June 30, 2026, and it will address the need for teleworking infrastructure within state agencies. This bill aligns with a broader initiative targeting a ten percent reduction of state government office spaces by 2026 as specified in Act 219, ultimately making government operations more efficient and adaptable to modern workforce needs.
Summary
SB1091 is a bill introduced in the Hawaii legislature that seeks to create a structured approach to telework assessments within state executive branch departments and agencies. The bill mandates that the comptroller evaluate and notify eligible employees about their telework options, aiming to enhance productivity and employee retention. During discussions, it was noted that an overwhelming majority of state employees expressed a desire for continued telework options as a result of improved job satisfaction and morale observed during the pandemic.
Sentiment
The sentiment surrounding SB1091 is largely positive, particularly among state employees who value telework options. Focus group data showed that a considerable proportion of state workers would be more inclined to remain in their positions if they had better telework opportunities. However, there are concerns raised regarding the barriers to fully adopting remote work, such as managerial reluctance and equipment shortages, which could hinder the bill’s implementation.
Contention
Despite the general support for the bill, some points of contention have emerged, primarily concerning how effectively state departments can implement telework assessments and what specific criteria will be used to determine telework eligibility. There is apprehension about existing departmental cultures that resist change and the long probation periods affecting new hires' access to telework, as well as the need to ensure that necessary technology and support are provided.
Requiring Effective Management and Oversight of Teleworking Employees Act or the REMOTE ActThis bill directs executive agencies to track employees' computer network activity, compare the activity of teleworking and on-site employees, and report on any deficiencies in the performance of teleworking employees.First, the bill requires each agency to establish policies to track for every employee (1) the average number of daily logins, (2) the average daily duration of the network connection, and (3) the network traffic generated while the employee works. This information must be collected from employees working primarily on-site within 180 days after the bill's enactment and from teleworking employees within one year after the bill's enactment. The bill also directs each agency to publish this data in the agency’s fiscal year budget justification materials, including a comparison of the average login rates of on-site and teleworking employees.Next, the bill directs any manager who revokes a teleworking employee's authorization to telework (due to a reason specific to that employee) to document for the employee and the agency's Human Capital Office (1) the total number of days that the employee teleworked in the six work periods immediately preceding the revocation, (2) a narrative summary of the circumstances giving rise to the revocation, and (3) any steps the manager took to discipline the employee before revoking the employee's telework authorization. Finally, agencies must report to the Chief Human Capital Officers Council about any adverse effects of telework policies on the performance of the executive agency.