Quiet-quitting and coffee-badging are so 2023. For some remote workers, the new flex is the hush-cation.
Hush-cations – or hush-trips, as they’re sometimes called – are exactly what they sound like: clandestine vacations that don’t require taking time off work.
The phenomenon has gained traction in large part due to social media, but the idea isn’t revolutionary or even new. Proponents argue its fully consistent with a remote work ethos that values ability to get the job done over office face-time. They also say that hush-cations may be an antidote to widely-reported employee burnout, among other justifications.
But not all employers agree, and some human resources experts are urging employee caution. Apart from the obvious – how relaxing is a trip when stressing over getting caught? – employees who are caught risk breaking their employer’s trust and potentially subjecting themselves to discipline or termination.
The risk is particularly acute in highly regulated industries where information security is paramount. Those include healthcare, finance, the legal sector – and, you guessed it, federal government employment or contracting. It’s one thing to be the weak link in a data breach while working from an approved home-office. It’s another thing entirely when you’re playing fast-and-loose on a wi-fi hotspot somewhere poolside. Add into the mix unreported foreign travel – a violation of Security Executive Agent Directive 3 – and you’ve really got yourself a recipe for problems.
To be sure, some of these risks can be mitigated with common-sense IT security measures like using a Virtual Private Network (VPN) and not plugging into public data ports. However, good IT security habits aren’t a panacea. Other risks – an unexpected request for face-time, a need to access files stored at home, or travel delays – also abound. This begs the question, is a hush-cation really worth the risk?
After a decade representing government employees and contractors in every conceivable means of misconduct allegation, I’d suggest that the answer is a clear “no.” In my experience, federal agencies take a dim view of employees who push the boundaries on issues like this. “But I was working” isn’t going to cut it with by-the-book types in HR, Security, or Legal.
Government contractors are likely to take a similar view due to perceived timecard fraud and legal concerns over False Claims Act allegations (billing the government for work not performed).
All of this translates into real potential for an Inspector General investigation, employee discipline, security clearance problems, and, in rare cases, potentially even criminal prosecution.
So, take those vacation days on the level and enjoy them. The alternative simply isn’t worth the risks.
This article is intended as general information only and should not be construed as legal advice. Although the information is believed to be accurate as of the publication date, no guarantee or warranty is offered or implied. Laws and government policies are subject to change, and the information provided herein may not provide a complete or current analysis of the topic or other pertinent considerations. Consult an attorney regarding your specific situation.
