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.
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.
Section 2. Flexiplace and Alternate Duty Station (ADS) are defined as the following:
FLEXIPLACE. 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 needs. Offsite work must comply with the provisions of Articles 19 (Work Schedules) and 21 (Overtime and Compensatory Time).
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.
FLEXIPLACE. Flexiplace, also known as Telecommuting, is a management option, and employee participation is subject to the Employer’s approval. Participation in telework is voluntary, and does not change the terms and conditions of appointment. The overall interests of the Agency must take precedence over telework agreements. Employees who wish to participate in regular or core telework may request it by submitting the appropriate forms (see Attachments A, C, D, E, F and G).
1. Criteria for participation are: a) A performance rating of at least Fully Successful, b) one year experience with the organization, c) six (6) months experience in their current position and d) have demonstrated the ability to perform the duties of the position independently prior to being considered for participation. In addition, the employee should have defined work that can be measured or otherwise evaluated in terms of timeliness, quality, and/or quantity.
a.) Employees participating in telework must be accessible and available to return to the office for work needs that cannot be performed at the alternate worksite. Examples include: training, meetings, new work requirements and emergencies. These examples are for illustrative purposes and are not meant to be all encompassing. Management will provide reasonable advance notice of such needs whenever possible.
b.) Employees must be available and accessible by phone, e-mail and voicemail to their supervisors and FNS co-workers at all times while teleworking, with the exception of during authorized breaks. Employees should also be readily available to regular state and federal contacts and other customers either by leaving the phone number of the alternate site on their voice mail or by checking the office voice mail frequently throughout the day.
c.) As one of the critical determining factors, the Employer will approve or deny a request based on the Nature of the duties of his/her position and/or the job function, not the Title of the job.
d.) The Employer or employee may terminate flexiplace participation at any time, in accordance with item two (2) of the Flexiplace Agreement Form. Employees working at an alternate site cannot use official time to provide dependent care or for any purpose other than official duties. Employees are subject to the same laws, rules and regulations while on duty at the alternate site as at the official duty station. Failure to meet the terms of the Flexiplace Agreement, a decline in performance, or any instance ...
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. Flexiplace will be administered in accordance with law, government-wide regulations and the VA policy in VA Directive and Handbook 5011.
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. Section 1 - Purpose
