Anonymous wrote:I’m in an oncall position too and it was made very clear that I needed to sign an updated telework agreement. When Ive charged telework lately, I just include a comment indicating the issue I’m working and that it was outside normal on-site hours.

About half our team did not. We were told it was completely up to us. Which is why I’m wary of anything where I “chose telework” in this environment.

I’m in an oncall position too and it was made very clear that I needed to sign an updated telework agreement. When Ive charged telework lately, I just include a comment indicating the issue I’m working and that it was outside normal on-site hours.

I work an on call job, where I may need to report to problems off hours.

In prior years, we weren't required to have telework -- we just billed the time when we might be on the phone for initial assessment of the issue as regular time or possibly overtime depending on time of day. For more involved work we would head into the office to work in person.

During the rise of telework I signed up in 2018 and did 2 days a pay period telework, and charged oncall phone calls as telework.

Now with RTO and the removal of all regular telework, we only have telework for remote off hours response, ie instead of coming into fix things, we could it remotely. I have refrained from signing up for telework -- it has such stigma I worry that it will paint a target on our back even if only used for off hours support. I just come into the office if things become more involved.

But the initial phone call notification and perhaps a quick meeting (30min - hr) unscheduled and adhoc. I assume I can't charge those to regular time anymore in current environment -- i won't have matching badge swipes so it will raise flags? Does anyone else have any guidance on how their agency handles this?