RTO - situational TW

[Anonymous]

I’ve been told zero leniency and it’s only for when office is closed (which is sometimes when there are protests in the streets, snow or the internet stops working at work).

I have little kids and am constantly sick. So far I’ve had Covid, flu, enterovirus and pink eye 3x (omg we keep passing it around! It’s the worst). I have sick leave but does work really want me coming in when I’m coughing and likely still contagious? I’d be taking a week a month of sick leave during winter.

Another coworker is getting knee surgery. He’s taking the first 2 weeks off but was hoping to telework until he’s able to drive to work.

People taking nonstop leave will really hinder our productivity

[Anonymous]

I had foot surgery last year. I was able to telework while recovering even though I could barely walk for 2 weeks. I guess employees will just have to take weeks of sick leave in these instances now.

I suspect you can get an RA for circumstances like this.

[Anonymous]

Anonymous wrote:I’ve been told zero leniency and it’s only for when office is closed (which is sometimes when there are protests in the streets, snow or the internet stops working at work).

I have little kids and am constantly sick. So far I’ve had Covid, flu, enterovirus and pink eye 3x (omg we keep passing it around! It’s the worst). I have sick leave but does work really want me coming in when I’m coughing and likely still contagious? I’d be taking a week a month of sick leave during winter.

Another coworker is getting knee surgery. He’s taking the first 2 weeks off but was hoping to telework until he’s able to drive to work.

People taking nonstop leave will really hinder our productivity

Yeah parents of little kids will practically be part-time during the winter, while still getting paid their full salary. So DOGE. Much efficient.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

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.

My supervisor said No telework for Dr appointment anymore, if there is an appointment in the middle of day, then employee may need to take whole day off, it is unlikely that employee will go to office for a few hours.

Did you have people abusing that? I have someone that had a medical appointment every day last week. She previously talked about scheduling appointments specifically to make a case for situational telework. I wouldn't ordinarily care, but it is going to look awfully suspicious if they look at timesheets and see she didn't come in at all one week.

Absent of any other direction from senior mangement, other than that situational telework is supposed be rare, I'm inclined to make my own policy that you need to some in-person for a portion of the day when yoi request situational telework for appointments.

She should be fired for being an idiot that takes doctors appointments every single day.

At first I thought she was just trying to take care of everything before we lost situational telework, but then it got ridiculous.

Honestly she better have doctors notes. I’ve seen people disciplined for this. We were told you only get 4 hours of sick leave per appt (unless of course it’s some specialty appt that you drive hours away for).

When I worked downtown and my shuttle only ran during rush hour, I would schedule two appts in a day. Like dentist at 10am and doctor at 2pm because I was unable to come back into work after an appt.

[Anonymous]

Anonymous wrote:

I had foot surgery last year. I was able to telework while recovering even though I could barely walk for 2 weeks. I guess employees will just have to take weeks of sick leave in these instances now.

I suspect you can get an RA for circumstances like this.

I don’t think they give out temporary reasonable accommodations? Our RAs take at least 3 months to be approved.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

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.

My supervisor said No telework for Dr appointment anymore, if there is an appointment in the middle of day, then employee may need to take whole day off, it is unlikely that employee will go to office for a few hours.

Did you have people abusing that? I have someone that had a medical appointment every day last week. She previously talked about scheduling appointments specifically to make a case for situational telework. I wouldn't ordinarily care, but it is going to look awfully suspicious if they look at timesheets and see she didn't come in at all one week.

Absent of any other direction from senior mangement, other than that situational telework is supposed be rare, I'm inclined to make my own policy that you need to some in-person for a portion of the day when yoi request situational telework for appointments.

She should be fired for being an idiot that takes doctors appointments every single day.

At first I thought she was just trying to take care of everything before we lost situational telework, but then it got ridiculous.

Or she's taking care of things before she loses health insurance. FFS you guys are crabs in a pot.

[Anonymous]

Anonymous wrote:

I had foot surgery last year. I was able to telework while recovering even though I could barely walk for 2 weeks. I guess employees will just have to take weeks of sick leave in these instances now.

I suspect you can get an RA for circumstances like this.

Good luck getting that through the process.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

I had foot surgery last year. I was able to telework while recovering even though I could barely walk for 2 weeks. I guess employees will just have to take weeks of sick leave in these instances now.

I suspect you can get an RA for circumstances like this.

I don’t think they give out temporary reasonable accommodations? Our RAs take at least 3 months to be approved.

Short term RA’s are possible; however you need staff to process them. Good luck. Putting the burden on employees to sue for their rights instead of actually just complying with the law doesn’t seem all that efficient, but what do I know.

[Anonymous]

You come in 5 days a week unless dead

[Anonymous]

Doctor’s appointments, working while sick, etc = ad hoc telework. Not “situational”.

Inclement weather, a building shut down for no heat/water/whatever = situational telework.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Supervisor said she has no guidance for what it means, but assumes it’s only weather.

I had foot surgery last year. I was able to telework while recovering even though I could barely walk for 2 weeks. I guess employees will just have to take weeks of sick leave in these instances now.

Yup just like in the olden days pre-telework. You hobble in on crutches or you take leave.

Not saying that’s a good thing, but it’s just how it is now.

[Anonymous]

Anonymous wrote:

Anonymous wrote:I’ve been told zero leniency and it’s only for when office is closed (which is sometimes when there are protests in the streets, snow or the internet stops working at work).

I have little kids and am constantly sick. So far I’ve had Covid, flu, enterovirus and pink eye 3x (omg we keep passing it around! It’s the worst). I have sick leave but does work really want me coming in when I’m coughing and likely still contagious? I’d be taking a week a month of sick leave during winter.

Another coworker is getting knee surgery. He’s taking the first 2 weeks off but was hoping to telework until he’s able to drive to work.

People taking nonstop leave will really hinder our productivity

Yeah parents of little kids will practically be part-time during the winter, while still getting paid their full salary. So DOGE. Much efficient.

No the kids will be sent to school on Tylenol and Sudafed..

[Anonymous]

Anonymous wrote: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).

I'm not required to update from formal to situational until 2/21. Is there any reason to do that immediately, or is it ok to wait until 2/20?

I thought our CBA allowed us some kind of formal, but have heard nothing from the union.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I’ve been told zero leniency and it’s only for when office is closed (which is sometimes when there are protests in the streets, snow or the internet stops working at work).

I have little kids and am constantly sick. So far I’ve had Covid, flu, enterovirus and pink eye 3x (omg we keep passing it around! It’s the worst). I have sick leave but does work really want me coming in when I’m coughing and likely still contagious? I’d be taking a week a month of sick leave during winter.

Another coworker is getting knee surgery. He’s taking the first 2 weeks off but was hoping to telework until he’s able to drive to work.

People taking nonstop leave will really hinder our productivity

Yeah parents of little kids will practically be part-time during the winter, while still getting paid their full salary. So DOGE. Much efficient.

No the kids will be sent to school on Tylenol and Sudafed..

I mean for people who are newer employees and don’t have a sick bank built up, but now I will just take the sick days and everyone can just deal. I suspect many people will have stopped caring about staying on top of their work or not burdening others.

[Anonymous]

Anonymous wrote:Doctor’s appointments, working while sick, etc = ad hoc telework. Not “situational”.

Inclement weather, a building shut down for no heat/water/whatever = situational telework.

Your agency might use their own terms to distinguish different circumstances, but there's really only routine telework and situational telework.