Anonymous wrote:

Anonymous wrote:HHS union receivable a favorable decision on their telework arbitration today. Any idea when we will hear a decision on ours?

No one has anyway of knowing, even the people directly involved. Could be tomorrow, it could be months.

It’ll be interesting to see if the arbitrator cites the HHS or any other recent decisions, but who know if their contracts have similar language to the SEC’s.

It doesnt work that way, the arbitrations for other agencies are not precedent and involve different contracts so they won't be cited by the arbitrator.

It looks like SEC used the same frivolous arguments that HHS used. I wonder if OPM gave them that game plan or if that is the best they could come up with.

Anonymous wrote:

Anonymous wrote:HHS union receivable a favorable decision on their telework arbitration today. Any idea when we will hear a decision on ours?

No one has anyway of knowing, even the people directly involved. Could be tomorrow, it could be months.

It’ll be interesting to see if the arbitrator cites the HHS or any other recent decisions, but who know if their contracts have similar language to the SEC’s.

That's what I think too - no decision is imminent. How come everyone keeps saying January though - at least in my group/adjacent ppl are saying they've heard Jan decision. Uh Jan is nearly over.

Anonymous wrote:HHS union receivable a favorable decision on their telework arbitration today. Any idea when we will hear a decision on ours?

No one has anyway of knowing, even the people directly involved. Could be tomorrow, it could be months.

It’ll be interesting to see if the arbitrator cites the HHS or any other recent decisions, but who know if their contracts have similar language to the SEC’s.

Anonymous wrote:

Anonymous wrote:HHS union receivable a favorable decision on their telework arbitration today. Any idea when we will hear a decision on ours?

lol — that decision and a nickel won’t get you on a subway. Waste of time. Opm and hhs will just ignore it. Then what are the “rockstar” Union heads going to do? Make mean faces?

Well, the’ll probably appeal which means they don’t have to comply unless the appeal is rejected, but that’s very different legally than just ignoring it.

Anonymous wrote:HHS union receivable a favorable decision on their telework arbitration today. Any idea when we will hear a decision on ours?

lol — that decision and a nickel won’t get you on a subway. Waste of time. Opm and hhs will just ignore it. Then what are the “rockstar” Union heads going to do? Make mean faces?

HHS union receivable a favorable decision on their telework arbitration today. Any idea when we will hear a decision on ours?

Anonymous wrote:If you have to track your time like this, why not go work at McDonald's?

The nearly $300k/year plus better benefits than the average Fed is a good start.

Next question.

If you have to track your time like this, why not go work at McDonald's?

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Management has about as much ability to enforce dress code as they do to enforce the supposed “rule” that you can’t take your lunch break at 2:00 and then go home (assuming you badged in at 6). That is to say — none.

(Cue all the whiney highlighter girls yelling at me for violating some supposed HR interpretation of something).

Um of course they can enforce working hours … good luck to you. One would think that in working for the SEC you understand that just because you have been getting away with prohibited conduct doesn’t mean the prohibition doesn’t exist (and that you will never get caught…)

Ok, highlighter girl. You’re just mad bc you don’t have the courage or agency to do it yourself! So you go on DCUM and lecture. Sad.

On a serious note, if you badge in at 6 and work through whatever the core hours are (10-2?), is there a specific requirement that you absolutely must take your unpaid lunch before 2pm? Honest question. And if so, how long before you have to leave you must take that unpaid break? 5 minutes before you leave? 30? An hour?

We have been over this a lot! At most agencies you are not allowed to take the unpaid lunch to shorten the day - you have to be in the office 8.5 hrs. This is made clear in policy, the CBA, and in the work schedule forms you fill out.

Another post hijacked by the lunch half hour defrauder daring anyone to explain labor law in an ad nauseam fashion.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Management has about as much ability to enforce dress code as they do to enforce the supposed “rule” that you can’t take your lunch break at 2:00 and then go home (assuming you badged in at 6). That is to say — none.

(Cue all the whiney highlighter girls yelling at me for violating some supposed HR interpretation of something).

Um of course they can enforce working hours … good luck to you. One would think that in working for the SEC you understand that just because you have been getting away with prohibited conduct doesn’t mean the prohibition doesn’t exist (and that you will never get caught…)

Ok, highlighter girl. You’re just mad bc you don’t have the courage or agency to do it yourself! So you go on DCUM and lecture. Sad.

On a serious note, if you badge in at 6 and work through whatever the core hours are (10-2?), is there a specific requirement that you absolutely must take your unpaid lunch before 2pm? Honest question. And if so, how long before you have to leave you must take that unpaid break? 5 minutes before you leave? 30? An hour?

We have been over this a lot! At most agencies you are not allowed to take the unpaid lunch to shorten the day - you have to be in the office 8.5 hrs. This is made clear in policy, the CBA, and in the work schedule forms you fill out.

Anonymous wrote:

Anonymous wrote:Management has about as much ability to enforce dress code as they do to enforce the supposed “rule” that you can’t take your lunch break at 2:00 and then go home (assuming you badged in at 6). That is to say — none.

(Cue all the whiney highlighter girls yelling at me for violating some supposed HR interpretation of something).

Um of course they can enforce working hours … good luck to you. One would think that in working for the SEC you understand that just because you have been getting away with prohibited conduct doesn’t mean the prohibition doesn’t exist (and that you will never get caught…)

I think the lunch poster troll got you pretty good there.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Management has about as much ability to enforce dress code as they do to enforce the supposed “rule” that you can’t take your lunch break at 2:00 and then go home (assuming you badged in at 6). That is to say — none.

(Cue all the whiney highlighter girls yelling at me for violating some supposed HR interpretation of something).

Um of course they can enforce working hours … good luck to you. One would think that in working for the SEC you understand that just because you have been getting away with prohibited conduct doesn’t mean the prohibition doesn’t exist (and that you will never get caught…)

Ok, highlighter girl. You’re just mad bc you don’t have the courage or agency to do it yourself! So you go on DCUM and lecture. Sad.

On a serious note, if you badge in at 6 and work through whatever the core hours are (10-2?), is there a specific requirement that you absolutely must take your unpaid lunch before 2pm? Honest question. And if so, how long before you have to leave you must take that unpaid break? 5 minutes before you leave? 30? An hour?

Anonymous wrote:

Anonymous wrote:Management has about as much ability to enforce dress code as they do to enforce the supposed “rule” that you can’t take your lunch break at 2:00 and then go home (assuming you badged in at 6). That is to say — none.

(Cue all the whiney highlighter girls yelling at me for violating some supposed HR interpretation of something).

Um of course they can enforce working hours … good luck to you. One would think that in working for the SEC you understand that just because you have been getting away with prohibited conduct doesn’t mean the prohibition doesn’t exist (and that you will never get caught…)

Ok, highlighter girl. You’re just mad bc you don’t have the courage or agency to do it yourself! So you go on DCUM and lecture. Sad.

Anonymous wrote:Management has about as much ability to enforce dress code as they do to enforce the supposed “rule” that you can’t take your lunch break at 2:00 and then go home (assuming you badged in at 6). That is to say — none.

(Cue all the whiney highlighter girls yelling at me for violating some supposed HR interpretation of something).

Um of course they can enforce working hours … good luck to you. One would think that in working for the SEC you understand that just because you have been getting away with prohibited conduct doesn’t mean the prohibition doesn’t exist (and that you will never get caught…)

Anonymous wrote:Management has about as much ability to enforce dress code as they do to enforce the supposed “rule” that you can’t take your lunch break at 2:00 and then go home (assuming you badged in at 6). That is to say — none.

(Cue all the whiney highlighter girls yelling at me for violating some supposed HR interpretation of something).

Bravo! Love the highlighter comment! OHR can’t interpret anything without someone else doing it for them. Some of the most inept folks around. And is there anything written somewhere when you have to take your lunch?

Regarding RAs, I believe most of them are for occasional TW, and not full time. There are plenty of people with disabilities that are less apparent who benefit from a couple of days of telework a week. For all of them this was never an issue because we had telework before (prior to COVID). Full time telework? Don’t know about that one.