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[quote=Anonymous][quote=Anonymous][quote=Anonymous][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]

no, their discretion is limited. they can’t just make up any reason to pull telework eligibility and will have to go through a grievance process if they abuse their discretion. [/quote]

I agree there would be tons of grievances.  No question.
But they just have to have a legitimate reason, and there are many that meet the criteria of legitimate.[/quote]

When we first came back 2 days a pay period over a year ago there were hundreds of grievances, our HR handled them centrally and they were dismissed[/quote]

Same, except for the few people my supervisor allegedly yelled at or harassed. They get to go back on telework pending investigation.[/quote]

Did your unions not press the issue with the mediation panel or appeal to the impasse panel?  Or did you not have TW in your CBA and they were just reverting to pre pandemic norms?[/quote]

We have TW in our CBA but it says management can make changes as long as it’s not arbitrary. They’ve interpreted that as everyone in the same office being treated the same so management in each office is announcing new uniform policies for more work in the office.[/quote]

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