File an EEO anyway, then you can claim retaliation for filing an EEO if this one doesn’t pan out

OP, put the ask in writing and get a response in writing. If it's b/c you're on telework due to an RA, that's a slam dunk EEO case.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I’m a supervisor and I don’t give remote workers any awards

Oh that’s terrible and probably against some sort of rules. Govt is full of bad managers.

It’s not against any rules, I give them lower performance ratings and then base the awards on the ratings. The only remote workers I have petitioned HR to stay home forever during the pandemic when we had lax policies on this, a few moved away and then we couldn’t go through the process of firing them. They are not great employees and the awards we give are fairly small anyways so I try not to use these limited funds to reward mediocracy.

OMG. The word is “mediocrity.”

IRONY.

Anonymous wrote:OP here. Other similarly-situated staff who report to same manager received award/bonuses (sorry I use the term interchangeably). Same work. Same responsibilities. Except they aren’t teleworking full time due to disability. :-/

Did they have the same performance rating?

Anonymous wrote:

Anonymous wrote:I’m a supervisor and I don’t give remote workers any awards

Oh that’s terrible and probably against some sort of rules. Govt is full of bad managers.

It is against OPM's telework direction, which says teleworkers aren't to be treated differently. I don't think PP can get in trouble for that specifically but, with these sort of bad managers, you don't usually have to look too hard for a legit union greivance or EEO complaint.

Well now you know. Your boss isn't happy with you working remote. What is the disability?

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I’m a supervisor and I don’t give remote workers any awards

Oh that’s terrible and probably against some sort of rules. Govt is full of bad managers.

I agree with this. The three worst managers I’ve ever had in my 25 year career (almost 20 at the fed) have been at government agencies. Lazy, retaliatory, pass the buck, incompetent, and hired from outside without relevant knowledge so we were essentially training our managers who didn’t like that. One also didn’t give out awards when he was the worst performer of all. How does one even try to take action against managers. They aren’t subject to union rules in most cases and seem to be nearly immune from consequence. There’s also a lot of “bro code” “manager code” at my agency.

You spent 80% of your career in federal employment and are trying to say it means something that your three worst managers were in that time period? That makes no sense...assuming you are trying to make any kind of point.

Anonymous wrote:

Anonymous wrote:I’m a supervisor and I don’t give remote workers any awards

Oh that’s terrible and probably against some sort of rules. Govt is full of bad managers.

Bad managers is a polite way of saying a$$h01es with personality disorders.

Our agency has a performance award program; no one received any holiday bonuses, and they don't issue performance awards around the holidays.

We also might receive 4 hours off before a holiday if the agency head issues the directive to do so. If not, an hour or two.

If I was 100% remote and didn't have to commute in at all, I would actually consider that a bonus, but it looks like I've worked for agencies which aren't receiving much money for staff bonuses.

I'm a 15-10. I supervise 6 people. My on the spot awards budget for my team is $12,500 and I can distribute 220 hours of time off. I make sure my staff gets something for Xmas. Every year after thanksgiving, I give $1k and 8 hours time off. The rest of the money is given throughout the year for special projects / contributions beyond required duties.

Also, my agency has an official performance award program. Staff that get outstanding get 2.75% of their total salary. Staff that exceed expectations get 1.5% of their total salary. Meets expectation gets zero.

Anonymous wrote:OP here. Other similarly-situated staff who report to same manager received award/bonuses (sorry I use the term interchangeably). Same work. Same responsibilities. Except they aren’t teleworking full time due to disability. :-/

Sounds like you need to ask your supervisor directly what happened and how your performance is reflected in your performance award or lack therof.

Anonymous wrote:OP here. Other similarly-situated staff who report to same manager received award/bonuses (sorry I use the term interchangeably). Same work. Same responsibilities. Except they aren’t teleworking full time due to disability. :-/

What did your manager tell you during your performance review?

Anonymous wrote:

Anonymous wrote:I’m a supervisor and I don’t give remote workers any awards

Oh that’s terrible and probably against some sort of rules. Govt is full of bad managers.

It’s not against any rules, I give them lower performance ratings and then base the awards on the ratings. The only remote workers I have petitioned HR to stay home forever during the pandemic when we had lax policies on this, a few moved away and then we couldn’t go through the process of firing them. They are not great employees and the awards we give are fairly small anyways so I try not to use these limited funds to reward mediocracy.

Maybe do a better job, maybe less bonus pool, maybe awarded in person people more.

I recall one bank I worked at during what they called the “normalization” process gave commuters 6k extra bonus over remote workers to help with their added commute costs. Tons of factors went into that process but commute cost was one.

Holy cow I am with State and have never gotten a bonus or perfirmance pay! WTF.