Biden wants RTO

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I presently work in-person two days a week. If I’m asked to work in person three days a week I’ll accept it. If I’m asked to work four days then I’ll look for another job.

Same. Does anyone have an arrangement where on one of their days they can leave early and resume teleworking at home? My main issue is the 3-5pm timeframe where kids need rides to various activities, etc., which became so easy when we were all working from home and could hop off quickly to drop kids off or whatever. The third day a week will be tough to manage unless I can leave my office around 4 and finish up at home. I luckily have a very very short commute so I can be home in 10 minutes or less. Going in early is an option but realistically not before 7:30am.

I’m the poster presently working two days that you responded to. More specifically I work 16 hours per week in-person, which I spread over three days — so, 8:15 to about 1:15 pm. I drive home during my lunch break so that I can be home for the kids, dog, etc. I check and respond to emails at night, too, so govt definitely gets its money. But 16 hours of in-person time allows me to balance my life. 24 hours would be a pain but I could manage. More than that would make me seek out another office.

DP. This is how I’d like things to work for me but so far, management is noncommittal about flexing hours like this. They want -days- not hours. Which is stupid and causes all of the issues that people hate WRT commuting (traffic, childcare trouble, no family time, staggered schedules with spouse so you never see each other).

I would gladly come in three times per week if I could do a five hour day in the office, and work a few hours at home. I did this today because I had a terrible night—slept in until 7 and realized I’d be sitting in an hour of traffic if I left. So I worked at home until 9:30 and got to the office at 10.

I have to request ad hoc hours every time I do this and it’s such a hassle. I’m not union and my office typically has a lot of flexibility, so we will see what happens, but ideally I’d like max flex with a floor for in-office hours. They can even specify which days and what core hours are, but give people a break and let them work around their lives a little.

It’s the rigidity that people hate.

[Anonymous]

So SEC CBA looks like it’s good for 4 years from the effective date until one party can open it up for modification without mutual agreement. Anyone mind pointing me to where I can find the effective date?

[Anonymous]

Anonymous wrote:So SEC CBA looks like it’s good for 4 years from the effective date until one party can open it up for modification without mutual agreement. Anyone mind pointing me to where I can find the effective date?

March 2023.

[Anonymous]

Off point but I gotta say:

There are so many posts on DCUM now where posters are complaining about contractors, neighbors, dogs - you name it - disturbing their ability to work from home. Just another example of the WFH crowd being selfish PITAs.

[Anonymous]

Anonymous wrote:So SEC CBA looks like it’s good for 4 years from the effective date until one party can open it up for modification without mutual agreement. Anyone mind pointing me to where I can find the effective date?

Also, that's not correct, it can be modified three years after the implementation date (note that this is different than the effective date and will likely be September 2023). Refer to Article 51, Section 2:

This Agreement shall remain in effect for a period of three (3) years from the date the Agency implements this Agreement pursuant to Section 4 below and shall be automatically renewed for one additional one (1) year period unless both Parties agree, in writing, at least sixty (60) days, but not more than one hundred five (105) days prior to the expiration date to re-open, amend, modify, or terminate this Agreement.

[Anonymous]

Anonymous wrote:Off point but I gotta say:

There are so many posts on DCUM now where posters are complaining about contractors, neighbors, dogs - you name it - disturbing their ability to work from home. Just another example of the WFH crowd being selfish PITAs.

Really??? Haven’t seen that at all. I know how good I have it at home and if I don’t like it, I have an office I can go to….

[Anonymous]

Automatically renewed for one year unless both parties agree (in which case the union will not agree to reopening it Re telework) sounds like 1 + 3 = 4 years to me.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:my agency is trying to force 6 days PP by taking away our offices if we don't comply.

What are they telling you exactly? If you give up your office, are they allowing you to continue WFH?

You will only have a dedicated workspace (offices, cubicles alike) if you come in 6 days PP, otherwise you have to hotel. They aren't taking away the option to WFH, but if you're a supervisor you are strongly urged to take the 6 days option

I'm already a supervisor in a cubicle (you have to be two levels above me to get an office). So that doesn't sound like much of a threat to me. I'd take that deal.

You'd take the 6 days or hotel? The policy impacts everyone basically since everyone, office or not, has a dedicated workspace

I'd be happy to hotel, but I'm not being given that option.

I wouldn't mind hoteling at all. The only thing Id worry about is sitting in someone's fart chair.

Um, do you use the bathroom at work?

The weirdness people have about hoteling is something I didn’t anticipate. Several colleagues have said they don’t like the idea of sitting where someone else sits. Do they ever leave the house and go anywhere other than their offices? Ride the metro? Take an Uber? Go to a restaurant? A movie?

I agree people are weird about it BUT the desk surfaces and keyboards need to be part of the cleaning staff's routine, which they aren't right now. Keyboards get gross so fast.

[Anonymous]

Anonymous wrote:So SEC CBA looks like it’s good for 4 years from the effective date until one party can open it up for modification without mutual agreement. Anyone mind pointing me to where I can find the effective date?

Please note that even if not a word of that article is changed, management can still require increased onsite presence. Just a few examples of language to this effect:

"Telework is subject to approval by the Employer and is not an employee entitlement."


A. All employees may telework up to eight days each pay period on a Routine Telework arrangement unless the employee:

1. Is undergoing training in a new job or is serving a probationary period (a supervisor may instruct the Telework Program Manager to allow a Routine Telework schedule during the probationary period as appropriate).

2. Occupies a position with tasks the Employer determines are best conducted in person and therefore the Employer determines Routine Telework would diminish the employee’s performance or agency operations; or

3. Occupies a position that has an unpredictable requirement to be onsite, as determined by the Employer.

The Employer may periodically review position duties and telework performance to ensure positions have been appropriately designated.

[Anonymous]

Anonymous wrote:

Anonymous wrote:So SEC CBA looks like it’s good for 4 years from the effective date until one party can open it up for modification without mutual agreement. Anyone mind pointing me to where I can find the effective date?

Please note that even if not a word of that article is changed, management can still require increased onsite presence. Just a few examples of language to this effect:

"Telework is subject to approval by the Employer and is not an employee entitlement."


A. All employees may telework up to eight days each pay period on a Routine Telework arrangement unless the employee:

1. Is undergoing training in a new job or is serving a probationary period (a supervisor may instruct the Telework Program Manager to allow a Routine Telework schedule during the probationary period as appropriate).

2. Occupies a position with tasks the Employer determines are best conducted in person and therefore the Employer determines Routine Telework would diminish the employee’s performance or agency operations; or

3. Occupies a position that has an unpredictable requirement to be onsite, as determined by the Employer.

The Employer may periodically review position duties and telework performance to ensure positions have been appropriately designated.

Note though that the agency already agreed that a significant portion of the work performed by employees is already eligible for TW. Note Article 11, Section 4(1):

1. Tasks generally suited for telework include, but are not limited to:

a. Writing;

b. Policy development;

c. Research, analysis and evaluation (e.g. investigating, program analysis, financial analysis), report writing;

d. Telephone-intensive tasks;

e. Computer-oriented tasks; and

f. Data processing in cases where the security of data can be adequately assured.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:So SEC CBA looks like it’s good for 4 years from the effective date until one party can open it up for modification without mutual agreement. Anyone mind pointing me to where I can find the effective date?

Please note that even if not a word of that article is changed, management can still require increased onsite presence. Just a few examples of language to this effect:

"Telework is subject to approval by the Employer and is not an employee entitlement."


A. All employees may telework up to eight days each pay period on a Routine Telework arrangement unless the employee:

1. Is undergoing training in a new job or is serving a probationary period (a supervisor may instruct the Telework Program Manager to allow a Routine Telework schedule during the probationary period as appropriate).

2. Occupies a position with tasks the Employer determines are best conducted in person and therefore the Employer determines Routine Telework would diminish the employee’s performance or agency operations; or

3. Occupies a position that has an unpredictable requirement to be onsite, as determined by the Employer.

The Employer may periodically review position duties and telework performance to ensure positions have been appropriately designated.

Note though that the agency already agreed that a significant portion of the work performed by employees is already eligible for TW. Note Article 11, Section 4(1):

1. Tasks generally suited for telework include, but are not limited to:

a. Writing;

b. Policy development;

c. Research, analysis and evaluation (e.g. investigating, program analysis, financial analysis), report writing;

d. Telephone-intensive tasks;

e. Computer-oriented tasks; and

f. Data processing in cases where the security of data can be adequately assured.

Eligible for telework but management still gets to decide and it’s not an entitlement. So it could change at any time at the discretion of management.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:So SEC CBA looks like it’s good for 4 years from the effective date until one party can open it up for modification without mutual agreement. Anyone mind pointing me to where I can find the effective date?

Please note that even if not a word of that article is changed, management can still require increased onsite presence. Just a few examples of language to this effect:

"Telework is subject to approval by the Employer and is not an employee entitlement."


A. All employees may telework up to eight days each pay period on a Routine Telework arrangement unless the employee:

1. Is undergoing training in a new job or is serving a probationary period (a supervisor may instruct the Telework Program Manager to allow a Routine Telework schedule during the probationary period as appropriate).

2. Occupies a position with tasks the Employer determines are best conducted in person and therefore the Employer determines Routine Telework would diminish the employee’s performance or agency operations; or

3. Occupies a position that has an unpredictable requirement to be onsite, as determined by the Employer.

The Employer may periodically review position duties and telework performance to ensure positions have been appropriately designated.

Note though that the agency already agreed that a significant portion of the work performed by employees is already eligible for TW. Note Article 11, Section 4(1):

1. Tasks generally suited for telework include, but are not limited to:

a. Writing;

b. Policy development;

c. Research, analysis and evaluation (e.g. investigating, program analysis, financial analysis), report writing;

d. Telephone-intensive tasks;

e. Computer-oriented tasks; and

f. Data processing in cases where the security of data can be adequately assured.

Eligible for telework but management still gets to decide and it’s not an entitlement. So it could change at any time at the discretion of management.

+1. Sadly, that's how our agreement works too.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I presently work in-person two days a week. If I’m asked to work in person three days a week I’ll accept it. If I’m asked to work four days then I’ll look for another job.

Same. Does anyone have an arrangement where on one of their days they can leave early and resume teleworking at home? My main issue is the 3-5pm timeframe where kids need rides to various activities, etc., which became so easy when we were all working from home and could hop off quickly to drop kids off or whatever. The third day a week will be tough to manage unless I can leave my office around 4 and finish up at home. I luckily have a very very short commute so I can be home in 10 minutes or less. Going in early is an option but realistically not before 7:30am.

I’m the poster presently working two days that you responded to. More specifically I work 16 hours per week in-person, which I spread over three days — so, 8:15 to about 1:15 pm. I drive home during my lunch break so that I can be home for the kids, dog, etc. I check and respond to emails at night, too, so govt definitely gets its money. But 16 hours of in-person time allows me to balance my life. 24 hours would be a pain but I could manage. More than that would make me seek out another office.

DP. This is how I’d like things to work for me but so far, management is noncommittal about flexing hours like this. They want -days- not hours. Which is stupid and causes all of the issues that people hate WRT commuting (traffic, childcare trouble, no family time, staggered schedules with spouse so you never see each other).

I would gladly come in three times per week if I could do a five hour day in the office, and work a few hours at home. I did this today because I had a terrible night—slept in until 7 and realized I’d be sitting in an hour of traffic if I left. So I worked at home until 9:30 and got to the office at 10.

I have to request ad hoc hours every time I do this and it’s such a hassle. I’m not union and my office typically has a lot of flexibility, so we will see what happens, but ideally I’d like max flex with a floor for in-office hours. They can even specify which days and what core hours are, but give people a break and let them work around their lives a little.

It’s the rigidity that people hate.

Wow that is very flexible--16 hrs over 3 days. I currently come in 2 days a week and if we're moving to 3 days per week I would like to flex my schedule to be home in the late afternoons. Most meaningful in office interaction occurs earlier in the day in my office. I would longer hours if I could be at home in the latter part of the day. Otherwise. I'm zooming out of there at 4:30, shutting my laptop down and I won't pick it up again (unless absolutely necessary). I'm inclined to work harder and longer when I'm provided flexibility.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:So SEC CBA looks like it’s good for 4 years from the effective date until one party can open it up for modification without mutual agreement. Anyone mind pointing me to where I can find the effective date?

Please note that even if not a word of that article is changed, management can still require increased onsite presence. Just a few examples of language to this effect:

"Telework is subject to approval by the Employer and is not an employee entitlement."


A. All employees may telework up to eight days each pay period on a Routine Telework arrangement unless the employee:

1. Is undergoing training in a new job or is serving a probationary period (a supervisor may instruct the Telework Program Manager to allow a Routine Telework schedule during the probationary period as appropriate).

2. Occupies a position with tasks the Employer determines are best conducted in person and therefore the Employer determines Routine Telework would diminish the employee’s performance or agency operations; or

3. Occupies a position that has an unpredictable requirement to be onsite, as determined by the Employer.

The Employer may periodically review position duties and telework performance to ensure positions have been appropriately designated.

Note though that the agency already agreed that a significant portion of the work performed by employees is already eligible for TW. Note Article 11, Section 4(1):

1. Tasks generally suited for telework include, but are not limited to:

a. Writing;

b. Policy development;

c. Research, analysis and evaluation (e.g. investigating, program analysis, financial analysis), report writing;

d. Telephone-intensive tasks;

e. Computer-oriented tasks; and

f. Data processing in cases where the security of data can be adequately assured.

Eligible for telework but management still gets to decide and it’s not an entitlement. So it could change at any time at the discretion of management.

Article 11, Section 6 is pretty explicit about the reasons a telework agreement can be denied or revoked, it can't just be changed on a whim. Also, the agency litigated this issue and this is the best they could come up with, if they had a legit argument to restrict TW more they would have presented it. The only way I see a material change is if the composition of the FSIP changes with a new administration.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:So SEC CBA looks like it’s good for 4 years from the effective date until one party can open it up for modification without mutual agreement. Anyone mind pointing me to where I can find the effective date?

Please note that even if not a word of that article is changed, management can still require increased onsite presence. Just a few examples of language to this effect:

"Telework is subject to approval by the Employer and is not an employee entitlement."


A. All employees may telework up to eight days each pay period on a Routine Telework arrangement unless the employee:

1. Is undergoing training in a new job or is serving a probationary period (a supervisor may instruct the Telework Program Manager to allow a Routine Telework schedule during the probationary period as appropriate).

2. Occupies a position with tasks the Employer determines are best conducted in person and therefore the Employer determines Routine Telework would diminish the employee’s performance or agency operations; or

3. Occupies a position that has an unpredictable requirement to be onsite, as determined by the Employer.

The Employer may periodically review position duties and telework performance to ensure positions have been appropriately designated.

Note though that the agency already agreed that a significant portion of the work performed by employees is already eligible for TW. Note Article 11, Section 4(1):

1. Tasks generally suited for telework include, but are not limited to:

a. Writing;

b. Policy development;

c. Research, analysis and evaluation (e.g. investigating, program analysis, financial analysis), report writing;

d. Telephone-intensive tasks;

e. Computer-oriented tasks; and

f. Data processing in cases where the security of data can be adequately assured.

Eligible for telework but management still gets to decide and it’s not an entitlement. So it could change at any time at the discretion of management.

Article 11, Section 6 is pretty explicit about the reasons a telework agreement can be denied or revoked, it can't just be changed on a whim. Also, the agency litigated this issue and this is the best they could come up with, if they had a legit argument to restrict TW more they would have presented it. The only way I see a material change is if the composition of the FSIP changes with a new administration.

I feel like maybe you are ignoring the section quoted above? That section defines eligibility overall, and explicitly makes it subject to management discretion AND periodic review. Section 6 relates to an individual supervisor's decision with respect to an otherwise eligible employee. They preserve flexibility for management.