Position Eligibility. The Employer reserves the right to determine if a position’s duties are eligible for telework and the frequency of teleworking. The Employer may revise or rescind a position’s eligibility for telework due to changing business conditions or customer service needs. The Employer may require an employee to attend meetings in person or come to the office/field on an approved telework day.
Position Eligibility. A. Eligibility in a Telework arrangement is directly connected to the work duties assigned to an employee. Absent the performance of duties identified in subsection B below, most positions that do not require the wearing of a CBP uniform are presumed to be appropriate for Telework.
B. Examples of duties that would justify some or all employees in a position being ineligible for Telework arrangements may include one or more of the following:
(1) On-site activity that cannot be handled remotely or at an alternative worksite;
(2) Office support and phone coverage;
(3) Hands-on contact with machinery, equipment, vehicles, etc.;
(4) Positions that require the physical presence at all times; or
(5) When Customer service or Agency mission would be adversely affected (e.g., workload increase for other employees, team performance is reduced, unable to respond to customers/clients, etc.).
C. All participating employees, including employees in positions generally excluded from core Telework arrangements, are eligible for situational/episodic Telework arrangements.
(1) Determinations as to situational/episodic Telework arrangements will be made on an ad hoc basis based on the employee’s ability to perform assigned duties, task or other work activities at the alternate worksite.
(2) In the event a request for situational/episodic Telework is denied by the approving official, the employee will be provided with a written justification supporting the denial.
Position Eligibility. The Employer reserves the right to determine if a position’s duties are eligible for telework and the frequency of teleworking. With at least seven (7) calendar days’ notice, the Employer may revise or rescind a position’s eligibility for telework due to changing business conditions or students’ needs. The College may require an employee to attend meetings in person or come to the office/field on an approved telework day. However, such requirements will be rare, will include the 7-day notice, and will be documented.
Position Eligibility. The Employer reserves the right to determine if a position’s duties are eligible for telework 14 and the frequency of teleworking. The Employer may revise or rescind a position’s 15 eligibility for telework due to changing business conditions or customer service needs. The 16 Employer may require an employee to attend meetings in person or come to the office/field 17 on an approved telework day.
Position Eligibility. Eligibility is determined by management consistent with subject XxXX/AFI and applicable labor agreements. Management should authorize the maximum number of positions eligible for telework to the extent that mission readiness is not jeopardized. No predetermined percentages, minimums, or maximums will influence the determination of a position’s telework eligibility status. Upon written request, the Union will be provided a written explanation of why a particular position or set of positions was determined ineligible for telework.
Position Eligibility. A. Eligibility in a Telework arrangement is directly connected to the work duties assigned to a position. Absent the performance of duties identified in subsection
B. Examples of duties that would justify some or all employees in a position being ineligible for Telework arrangements may include one or more of the following:
(1) On-site activity that cannot be handled remotely or at an alternative worksite;
(2) Office support and phone coverage;
(3) Hands-on contact with machinery, equipment, vehicles, etc.;
(4) Positions that require the physical presence at all times; or
(5) When Customer service or Agency mission would be adversely affected (e.g., workload increase for other employees, team performance is reduced, unable to respond to customers/clients, etc.).
C. Entire position series may be ineligible for core Telework arrangements if there not a sufficient amount of appropriate work to justify at least one (1) day of Telework per pay period.
D. All participating employees, including employees in positions generally excluded from core Telework arrangements, are eligible for situational/episodic Telework arrangements.
(1) Determinations as to situational/episodic Telework arrangements will be made on an ad hoc basis based on the employee’s ability to perform assigned duties, task or other work activities at the alternate worksite.
(2) In the event a request for situational/episodic Telework is denied by the approving official, the employee will be provided with a written justification supporting the denial.
Position Eligibility. A. Eligibility in a Telework arrangement is directly connected to the work duties assigned to a position. Absent the performance of duties identified in subsection
B. Examples of duties that would justify some or all employees in a position being ineligible for Telework arrangements may include one or more of the following:
(1) On-site activity that cannot be handled remotely or at an alternative worksite;
(2) Office support and phone coverage;
(3) Hands-on contact with machinery, equipment, vehicles, etc.;
(4) Positions that require the physical presence at all times; or NTEU CHAPTER 173 xxx.xxxx000.xxx
(5) When Customer service or Agency mission would be adversely affected (e.g., workload increase for other employees, team performance is reduced, unable to respond to customers/clients, etc.).
C. Entire position series may be ineligible for core Telework arrangements if there not a sufficient amount of appropriate work to justify at least one (1) day of Telework per pay period.
D. All participating employees, including employees in positions generally excluded from core Telework arrangements, are eligible for situational/episodic Telework arrangements.
(1) Determinations as to situational/episodic Telework arrangements will be made on an ad hoc basis based on the employee’s ability to perform assigned duties, task or other work activities at the alternate worksite.
(2) In the event a request for situational/episodic Telework is denied by the approving official, the employee will be provided with a written justification supporting the denial.
Position Eligibility. The Parties agree that some positions are not eligible for telework. Telework may not be appropriate for positions requiring daily on-site activity; daily access to classified materials; face-to-face personal contacts that cannot be handled at an alternative worksite; hands on contact with machinery, equipment, or vehicles; or direct contact with colleagues.
Position Eligibility. Positions eligible for telework are those involving tasks and work activities that are portable, do not depend on the employee being at the official duty location worksite, are measureable and are conducive to supervisor oversight at the alternative worksite. Therefore, the Agencies utilize the USDA premise that all positions are presumed suitable for telework, unless: Duties require daily contact with other people or where daily physical presence is required per the official duties of the position. Duties require daily use of specialized equipment located only at the worksite. Duties require daily handling of classified materials. Use of government-furnished computer access to LAN or email is not available. The Agencies agree that they will make available the means and resources necessary to enable employees to telework subject to funding limitations as determined by the Agencies and availability of equipment.
Position Eligibility. The number of days a position is eligible to telework will be determined by evaluating the daily volume of tasks that are suitable to be performed at an alternate worksite and the daily volume of tasks that must be performed at the USPTO office. There are nine possible outcomes for each position’s eligibility determination, based on a five- day workweek:
a. Not eligible for telework: the position’s duties can only effectively be performed at the USPTO office.
b. Situational Telework: the position’s duties are typically only able to be effectively performed at the USPTO office, but occasionally the employee’s duties and the USPTO’s needs are capable of being modified on a case-by-case basis to support non-routine performances of duties at an approved alternate worksite.
