RTO - situational TW

[Anonymous]

Has anyone gotten guidance from their agency on allowable use of ad hoc/situational TW with 100% RTO?

Is it solely for OPM closures (weather or otherwise)?

Would it be allowed as an alternative to taking a sick day when you can’t come into the office?

There are many instances where I’ve been sick (and contagious), but able to work at least a few hours to attend to highest priority tasks and meetings. With elimination of TW, would I just need to take the 8 hrs of sick leave? I have plenty, so the hours aren’t the issue, but I could see it being really annoying to have to reschedule meetings all them, esp with busy colleagues who are difficult to book time with.

[Anonymous]

Just ask your manager. YMMV

[Anonymous]

Whether situational telework will be permitted is not known (at least at DOL). Employees were instructed to update TW agreements from formal to situational - if they wanted to reserve situational telework as an option (if that option is permitted in the future is not known).

[Anonymous]

Anonymous wrote:Just ask your manager. YMMV

+1 This is going to be different at every agency.

[Anonymous]

So you have to decide on whether to agree to situational TW without any definition for it?

[Anonymous]

Anonymous wrote:So you have to decide on whether to agree to situational TW without any definition for it?

Your agency will tell you what situational means.

[Anonymous]

Anonymous wrote:

Anonymous wrote:So you have to decide on whether to agree to situational TW without any definition for it?

Your agency will tell you what situational means.

Doesn’t sound like that was the case with the 11:34 poster.

[Anonymous]

Anonymous wrote:Has anyone gotten guidance from their agency on allowable use of ad hoc/situational TW with 100% RTO?

Is it solely for OPM closures (weather or otherwise)?

Would it be allowed as an alternative to taking a sick day when you can’t come into the office?

There are many instances where I’ve been sick (and contagious), but able to work at least a few hours to attend to highest priority tasks and meetings. With elimination of TW, would I just need to take the 8 hrs of sick leave? I have plenty, so the hours aren’t the issue, but I could see it being really annoying to have to reschedule meetings all them, esp with busy colleagues who are difficult to book time with.

We have no idea. They canceled everyone's telework agreements. They won't clearly say whether you're allowed to do situational telework- they just tell you to ask your supervisor. But they won't tell supervisors if they're allowed to grant it. It's wacky.

[Anonymous]

Anonymous wrote:Just ask your manager. YMMV

Managers don’t know anything. Ask Elon.

- federal manager

[Anonymous]

I foresee mandatory situational telework coming, so feds will be required to work from home during inclement weather. If we get a storm this week and the government closes, they can't require us to work because our agreements are void

[Anonymous]

Anonymous wrote:I foresee mandatory situational telework coming, so feds will be required to work from home during inclement weather. If we get a storm this week and the government closes, they can't require us to work because our agreements are void

I agree, but I’m curious about these other instances. Do you need to use SL if you’re COVID+ but feel basically fine? Or so you can stay home and watch TV with your sick 8 year-old?

[Anonymous]

Our agency has said situational is ok. Immediate manager has claimed its fine for Dr appointments and other non reoccurring things but I am suspicious.

[Anonymous]

My spouse said the guidance he has received is that situational telework is off the table for things that would help the employee (sick with a cold, occasional eldercare, etc), but allowed when it would benefit the government (weather, etc).

[Anonymous]

Anonymous wrote:Our agency has said situational is ok. Immediate manager has claimed its fine for Dr appointments and other non reoccurring things but I am suspicious.

I suspect this will be how it shakes out - if it means more hours worked, they will let us. But as a cost neutral tool to retain talented staff, no way.

[Anonymous]

Anonymous wrote:My spouse said the guidance he has received is that situational telework is off the table for things that would help the employee (sick with a cold, occasional eldercare, etc), but allowed when it would benefit the government (weather, etc).

But how does it benefit the government for employees to use lots more sick leave when they’re capable of working, just not in the office?