An arbitrator upheld NTEU’s grievance over HHS’s denial of several recurring telework agreements, ordering the agency to convert episodic arrangements to recurring agreements.
I want to bring to your attention the latest arbitration decision in our ongoing efforts to force the agency to live up to their telework obligations under the contract. This grievance was filed on behalf of three Compliance Officers (COs) who had episodic telework agreements permitting telework two days per week and sought to obtain recurring telework agreements allowing telework three days per week. NTEU contended that since the employees had already successfully teleworked two days per week, and their job duties comported with the requirements of Article 26 of the parties’ Consolidated Collective Bargaining Agreement, the agency’s mission would be met with the recurring telework arrangement. Continue reading “Decision on Recurring Telework Grievance”
As Assistant Counsel and National Field Representative for NTEU Chapter 254, one of my many responsibilities is to assist the chapter and its more than 700 bargaining unit employees to assert our rights under the law and the Collective Bargaining Agreement (CBA) we entered with the Agency. One of the rights that we have negotiated with HHS is your right to telework (I strongly encourage you to refer to Article 26 of the CBA for specific rights and responsibilities). Every employee has the right, given certain circumstances outlined in Article 26, to either a recurring (also known as fixed or regular) telework arrangement, in which they have a fixed schedule of telework days each week, or to an episodic (also known as occasional or ad hoc) telework arrangement, which must be approved by a manager before each instance or period of time. And, there is no hard cap or limit on the number of days an employee can telework; rather, the particular work situation and job responsibilities determine this. Continue reading “NTEU Enforces Your Right to Telework”