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[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=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?[/quote]

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 i[b]s subject to approval by the Employer[/b] 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 [b]the Employer determines[/b] 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, [b]as determined by the Employer.[/b]

[b]The Employer[/b] may periodically review position duties and telework performance to ensure positions have been appropriately designated.[/quote]

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.[/quote]

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.[/quote]

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.[/quote]

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.[/quote]

I think you're giving that section a lot more weight than it deserves.  I mean, they've already agreed that certain tasks are suitable for TW and such tasks encompass a lot of the work performed by SEC staff so the burden is going to be on management to show why that no longer works.  And, with people having been remote for about 3 years if management had that evidence they most assuredly would have presented it to the FSIP to limit TW because Gensler was not happy people get to TW so much.[/quote]

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