FLEXIPLACE. Flexiplace is a term traditionally applied to Telework when used for reasonable accommodation of an employee’s disability. An employee requesting Telework as a reasonable accommodation will use Appendix C and provide the necessary documentation to support the request. Nothing in the Article diminishes the obligation of the Employer to provide reasonable accommodations. Should the Employer determine the requested accommodation is reasonable; the Employer will waive the requirements of Section 6. APPENDIX C DLA Form 1864, July 2004 APPENDIX D DLA Form 1865, July 2004 APPENDIX E DLA Form 1867, Feb 2003 APPENDIX F DLA Form 1866, July 2004 ARTICLE 10
FLEXIPLACE. Definition – An arrangement in which an employee works at an approved site other than the employee’s official duty station.
FLEXIPLACE. Section 1. Flexiplace can be used in those circumstances where its application is beneficial to both the Employer and the employee to accommodate different work situations. Balancing work and family responsibilities, assistance to the elderly or disabled employees, and meeting environmental, financial, and commuting concerns are among its advantages. In recognizing these benefits, both parties also acknowledge the needs of USMA to accomplish its mission. These situations may include; non-routine work situations of short-term duration, consideration of an employee’s needs for a predetermined duration, or a permanent flexiplace arrangement for certain types of positions. Mission and customer service requirements must be addressed when evaluating any flexiplace request. Each Tier II Partnership Council will establish a flexiplace evaluation and approval process to be documented in an MOU. In the event the Tier II Partnership Council has not established such a process, the Tier II Partnership Council shall serve as the approval/disapproval authority.
FLEXIPLACE. Space standards for NTEU Counsel bargaining unit employees will be based upon the standards agreed upon by the parties for the employee’s job series and shall not be premised on whether an employee is eligible for or uses Flexiplace.
FLEXIPLACE. Short-term medical flexiplace is very similar to regular flexiplace; however, there are some major differences. The differences are as follows: • the employee may work at the alternative worksite up to 5 days a week • a bona fide medical condition and documentation of the condition are required • all medical flexiplace arrangements must have a written agreement Continued on the next page Disposal Date Distribution January 1, 2001 All FSA and RMA National Office employees C Medical Flexiplace Versus Regular Flexiplace (Continued) • HRD has approval level over medical flexiplace agreements of 2 weeks or longer • employees may be scheduled to work during nonduty hours; see subparagraph 5 F Note: Working during nonduty hours is a rare exception. • employee must have a signed release from a treating physician to begin work whether at the office or alternate worksite. Contacts For more information about the Medical Flexiplace Program, contact either of the following HRD employees: • Xxxxx Xxxxx at 418-9039 • Xxxxxxx Xxxxxxx at 000-0000. The TDD telephone number is 000-0000.
FLEXIPLACE. SECTION 1. Management may grant an employee's request to work at an alternative site, taking into consideration benefits to the employee and fulfillment of the office's needs. Examples of the benefits of working at alternative sites are listed in NOAA's Flexiplace Pilot Program (November 3, 1995). Offsite work must comply with the provisions of Articles 20 (Work Schedules) and 22 (Overtime and Compensatory Time).
FLEXIPLACE. FlexiPlace, also known as flexible workplace or telecommuting, refers to paid employment performed away from LSC headquarters (the primary place of employment), either at home or at a satellite worksite, for an agreed upon day or days, either on occasion or on a regular basis. FlexiPlace may be routine, in which the work assignment away from LSC headquarters is approved for occurrence on a regular basis, or it may be occasional, subject to approval by the supervisor on each occasion. This policy is open to all regular and temporary employees. However, participation in the FlexiPlace program is not a right and FlexiPlace decisions are not subject to grievance. Newly hired employees are eligible for FlexiPlace work arrangements only after completion of the 90- day Performance Review period. This requirement may be waived by the supervisor with the approval of the appropriate Vice President or the Chief of Staff. In the event that an employee is on a Performance Improvement Plan (PIP), the employee will become eligible for FlexiPlace upon successful completion of the PIP. Employees who apply to work away from the office for more than three days while taking care of a personal injury must provide upon request a medical release to work prior to approval of the FlexiPlace request. Except as set forth below under “Occasional FlexiPlace,” a FlexiPlace Work Agreement (see eWeb – Resources/Forms/OHR Forms/LSC FlexiPlace Work Agreement), covering the terms and conditions of the employee's participation in the program, must be completed and approved by the employee's supervisor, office director and OHR prior to any hours worked under routine FlexiPlace. The final agreement will be filed in the applicable employee's personnel file. The FlexiPlace Work Agreement must include: • the voluntary nature of the agreement; • length of the FlexiPlace assignment; • hours and days of duty for each worksite; • responsibilities for timekeeping, leave approval, and requests for overtime; • performance requirements; and • proper use and safeguards of LSC’s property and records. Occasional FlexiPlace may be approved by a supervisor without a FlexiPlace Work Agreement, but the supervisor is responsible for assuring appropriate work requirements for that occasion. The supervisor is responsible for deciding if the position is one appropriate for off-site work, and for examining both the content of the work and the performance of the employee. Because this is a supervisory work option, th...
FLEXIPLACE. Section 1 - Purpose The NCFLL and the Department recognize circumstances where it is mutually beneficial for employees to perform work at sites other than the traditional office or at locations other than where typical field work is performed. Such circumstances include, but are not limited to, accommodation of special needs, disabilities, energy or environmental conservation, savings in commuting costs, the need for an uninterrupted work environment, cost or space savings, or better geographic coverage for Agency mission. Employees and their supervisors may make Flexiplace arrangements for purposes of promoting the efficiency of the government and fostering a family friendly DOL. While Flexiplace is not intended to be a substitute for family care, it may enhance the quality of family life through savings in commuting time. Flexiplace must be voluntary and consistent with mission accomplishment and customer service.
FLEXIPLACE. A. Employees may request the establishment of flexible workplace arrangements due to convalescence from an injury or illness, for maternity or paternity reasons, handicapping condition, and in general for positions which are inherently site independent. B. The agency will follow the general guidelines set forth in applicable agency regulations.
FLEXIPLACE. An alternative location at which an employee is allowed to work in lieu of reporting to the official duty station. Flexiplace addresses the location of the work site as opposed to the work schedule. The terms flexiplace and telework are sometimes used interchangeably.
