Please note that Article 26 of the CBA the Telework Enhancement Act, and HHS telework policy require that management treats teleworkers and non-teleworkers equally.
In a recent case involving the HHS Region III employees in the Office of Civil Rights, NTEU won a national grievance regarding management requirements for employees to submit remote work reports on telework days, in violation of Article 26 of the CBA, the Telework Enhancement Act, and HHS telework policy.
Yesterday, I learned that a supervisor reminded employees that, when teleworking, they should be just as easily reachable as if they were at their desk. This is mostly true. Teleworking employees should be practically as accessible as if they were in their official duty station. Teleworking employees should be able to go to lunch, the bathroom, and on break as if when in the office. Teleworking employees should be able to attend to other calls, training, and meetings, making them unavailable to answer other calls. Employees are not always available in the office or while teleworking.
If you experience different treatment when teleworking than when in the office, please document it and inform your chapter president right away. We will attempt to resolve the issue informally, if possible, and represent you in a grievance if necessary. Remember that you only have 30 days from the moment you learn of the issue to file a grievance per Article 45 of the CBA.
I hope you find this useful.