Johnny C. Taylor Jr. tackles your human resources questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world's largest HR professional society and author of "Reset: A Leader’s Guide to Work in an Age of Upheaval.”

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Question: I’m a teleworker for the federal government. A recent White House executive order requires all federal employees to return to a duty station. My agency is based in Washington, D.C., but my husband is military and based in Texas and will likely be transferred to Georgia soon. This job has allowed me to keep my family together and have a career. However, if I leave my job to work for a government contractor, could my remote status still be in jeopardy? Do I have any recourse to fight to retain my remote status? ‒ Sierra

Answer: As a military spouse, you’re no stranger to change. But I understand how unsettling it must be for your career to be impacted this way. The sweeping scope and range of these changes are generating uncertainty across the federal civil service workforce. Take some time to understand the details of these orders, seek assistance, and weigh your options.

Should you transition to a government contractor role, your ability to work remotely could still be at risk. While the executive order applies specifically to federal employees, the government could eventually modify contracts to require in-person work, except in limited cases.

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Additionally, each contractor may have its own policies regarding telework, so it’s essential to carefully review the remote work policies of any potential employer before making a transition and bear in mind that those policies, like the federal government’s, are always subject to change.

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However, according to recent guidance from the Office of Personnel Management, military spouses are generally excluded from the return-to-office mandate under the Military Spouse Employment Act protections. This means you may have a viable case to retain your remote status.

Have a conversation with your management team or HR department to confirm whether you qualify for an exemption. If you do, that’s great news ‒ you can continue with your current setup. If not, you may have some career options to pursue. Here are some steps to consider:

1. Explore alternative duty stations. If your agency has offices near your next base in Georgia, consider requesting a reassignment to that location. While it may not be a fully remote setup, it could allow you to maintain your federal employment and avoid a disruptive career shift.
2. Leverage military spouse support programs. The federal government recognizes the unique career challenges military spouses face. Programs such as the Military Spouse Preference program and the Military Spouse Employment Partnership could offer pathways to secure employment with remote or flexible options.
3. Stay proactive in your career planning. While advocating for your remote status, it’s also a good idea to update your resume, expand your professional network, and explore opportunities within both federal and contractor roles and organizations that align with your needs.

Remember your management and HR teams are also adjusting to this shift in policy. So, afford them some grace as they work through the details of applying the new directives and standards to their agency.

Policy updates and agency decisions will take time to unfold, so don’t be discouraged if you don’t receive immediate clarity. Continue delivering excellent work and advocating for yourself ‒ your experience and dedication make you an asset in any role.

Thank you for your civil service and your family’s sacrifices for this nation. I hope you can continue contributing your service to our citizens.

The views and opinions expressed in this column are the author's and do not necessarily reflect those of USA TODAY.

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