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Comment on New Policy
February 8, 2010 at 5:38 am #91275
Is this a good or bad policy model?
You are allowed to work from home only 2 days a week other days are given on adhoc basis determine adhocly by management. If you either call out sick or take any annual leave, you lose 1 of your work from home days that week because you have to be in the office no less than 3 days a week to try to improve timeliness. The unit already has the most timely process since that last 6 yrs which is well documented.
What are you ideas and beliefs on this policy for model of WAH?
Does it encourges people not to sick leave but penalizes them if them get sick?
Is that legal when pertaining to sick leave?
Should the Union get involved?
Does this policy discourage advance planning of leave know you are going to penalized if you tell your supervisor in advance?
Is the policy fair and reasonable?
Is work from home a privledge and not a right?
I’ll be interested to read what people have to say.
February 8, 2010 at 1:46 pm #91285
“Does it encourges people not to sick leave but penalizes them if them get sick?”; …”discourage advance planning of leave ” — I would think so. This seems like a policy that penalizes people for taking leave, sick or annual. I don’t know if it’s legal but that would be a question that, if you haven’t asked yet, you should. And the Union may be a good option as the negotiator of employee benefits and rights — but that depends upon the Union’s own view of teleworking (as a right? priviledge? and corresponding accountability/responsibility of employees) and the Union’s negotiating relationship with management. In my agency, telework policies are sometimes “interpreted” and applied by individuals supervisors, based on their own attitudes about teleworking which means that teleworking is not always granted consistently. I don’t think teleworking is yet considered a “right”; it is still a privledge earned collectively and individually. And teleworking employees should be held accountable using appropriate measures for their work. On the question of timeliness goals, I assume you’re referring to timeliness of work product/response, not whether you arrive at work on time. If you can do the same work from home that you do in the office, I don’t see the connection between numbers of days in the office to timeliness. And by the way, I telework remotely, thus full-time.
February 8, 2010 at 1:48 pm #91283
Although telework is definitely a privilege and not a right, it is not a good practice to associate it with sick or annual leave. These are two separate issues, just as your work schedule and telework are two separate issues. This policy sounds very arbitrary and unenforceable because management is mixing a discretionary work arrangement with leave, which although is subject to approval, is more of an entitlement. This is great fodder for labor unions and is why we need them to advocate on employees’ behalf.
February 8, 2010 at 9:44 pm #91281
Thank for the responses. I wish I had more time to write.
I agree it is privilege and not a right.
Yet, I think if an Agency has Master Labor Agreement in place, WAH may become a right because the MLA is collectivly bargin with the Agency? What do you think?
I agree it is not a good practice to tie WAH to annual leave. I agree this policy does discourages sick leave. I don’t think that is a bad thing.
I agree. I don’t see the connection between numbers of days in the office to timeliness because If you can do the same work from home that you do in the office,
I am unsure about this employee going to Union. This event can be very risky and incur retailiation, resentment and destroy important alliance that have been built.
I do not know what this employee should do?
February 11, 2010 at 7:16 pm #91279
I guess I would want to focus on the cause of the policy, not the symptoms. Why is timeliness improved by having people in the office? are there particular machines to operate in person, in-person customers to deal with?. Or does management just think that tele-working is just another form of leave? If the perception of the timeliness issue is resolved, that might change the policy. A facilitated meeting to discuss this might be a calmer way to discuss this with management.
February 12, 2010 at 12:08 am #91277
You may have added valuable insight. Thank you
Does Management just think that tele-working is just another day form of leave? Sometimes is probably a fair answer.
These telework positions envolve posting journal entiies which the employee can do the same work from office as they do in the home. Usually, WAH increases the work units productivity which is turnover of dollars because the employee can avoid any unneccessary meetings while WAH.
This postion might getting confused with actual depositing of checks position.
Any other ideas? .
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