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Telework Denied for “Teamwork”? Know the Law

essential functions federal employment reasonable accommodation rehabilitation act telework accommodation Feb 27, 2026

If a telework accommodation was denied with phrases like “teamwork,” “collaboration,” or “we need you here face-to-face,” pause before accepting that answer as final. Those words may sound official. They are not a legal analysis.

Under the Rehabilitation Act (which applies ADA standards to federal agencies), the real inquiry is far narrower: what are the essential functions of the position? Not general workplace culture. Not leadership preference. Not a belief that in-person interaction is “better.” The focus is on the fundamental duties of the job and whether those duties can be performed with a reasonable accommodation.

Essential Functions: The Legal Anchor

An agency may assert that on-site presence is essential. But it must tie that claim to evidence—your position description, performance plan, operational needs, and how your work is actually evaluated.

If your performance metrics measure written products, case processing times, audit findings, reports, or client response rates, those are the anchors. The question becomes: does telework prevent you from meeting those measurable standards? If the answer is no—or if it has not in the past—then broad references to “collaboration” are unlikely to carry the agency’s burden.

Courts and the EEOC look at substance. What do you actually do? How is success measured? What tools are available? A denial that rests on slogans rather than documented job requirements is vulnerable.

The Function-by-Function Plan

There is a disciplined way to shift this conversation from opinion to proof.

Step One: Pull your position description and performance plan. List your essential duties in plain English.

Step Two: For each duty, write one clear sentence explaining how it is performed remotely. Identify secure systems, virtual platforms, response-time expectations, deliverables, and check-ins. Keep it concrete and measurable.

Step Three: Identify any truly physical tasks—if they exist—and propose limited, targeted on-site presence for those duties only. One in-person touchpoint for a specific function is legally distinct from a blanket five-day return-to-office requirement.

This “function-by-function” approach reframes the interactive process. It requires the agency to explain, duty by duty, why telework supposedly fails. That is where unsupported assumptions often fall apart.

Why Evidence Wins (and Emotion Doesn’t)

Employees understandably argue fairness. They argue that others telework. They argue that morale suffers.

Those points may matter contextually—but the strongest cases are built on evidence: essential functions, documented performance success, comparators, and a structured plan that makes denial appear unreasonable.

A calm written response can help preserve the record: request identification of which essential functions allegedly require on-site presence and what specific operational problem telework creates for each. That language signals seriousness without escalation.

For those building a telework accommodation request from the ground up, a detailed step-by-step framework is available in the firm’s telework accommodation guide and related resources.

When agencies begin layering “face-to-face” language into denial letters while hinting at discipline or AWOL exposure, the legal risk increases. Early, strategic intervention often makes the difference between a manageable dispute and a career-threatening one.

Legal protection starts with clarity, documentation, and a steady approach—especially when the rhetoric gets loud.

Legal Disclaimer: The information provided in this article is for informational purposes only and should not be construed as legal advice. While I am a federal employment attorney, this post does not create an attorney-client relationship. Every situation is unique, and legal outcomes depend on specific facts and circumstances.

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