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.
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. 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. 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:
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 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. The following positions will have vacation leave in accordance with the above classifications: Group I
Position Eligibility. The number of hours 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. The eligibility of each position will be determined by the Board Executive in consultation with the Chief Judge and Deputy Chief Judge. There are four possible outcomes for each position’s eligibility determination, based on an 80 hour bi-week : Not eligible for telework: the position’s duties can only effectively be performed at the USPTO office. Situational: The position’s duties are typically only able to be effectively performed at the USPTO office, but occasionally, the employee’s duties and office’s needs are capable of being modified on a case-by-case basis to support non-routine performance of duties at an approved alternate worksite. Routine Telework:3 o Full-time office telework: the position’s duties and the office’s needs are suitable for allowing 40 hours or less of telework per bi-week. o Office Sharing telework: the position’s duties and the office’s needs are suitable for allowing more than 40 and up to 68 hours per bi-week of telework. o Unassigned Office telework: the position’s duties and the office’s needs are suitable for allowing between 68 and 79.5 hours per bi-week of telework. 3 These programs are consistent with PTAB’s prior policies and are not meant to conflict with IFP. Remote Telework:
